Employee Engagement Strategies for a Motivated Workforce

Quiet quitting. Burnout. Turnover.

These major workplace trends have one thing in common: Low employee engagement.

Employee engagement is one of the biggest deciding factors in whether your workforce thrives or falls flat. And right now, engagement levels across the U.S. are slipping. Most employees aren’t fully engaged, and that’s hurting everything from retention to customer satisfaction.

The impact is real. Disengaged employees cost companies billions through lost productivity, absenteeism, and preventable churn. They check out mentally long before they walk out the door—and by then, it’s often too late to re-engage them.

But there’s good news. Engagement isn’t fixed. HR leaders have more tools than ever to ignite interest, build purpose, and create meaningful connections at work. From recognizing employee strengths to supporting managers in their engagement role, you can build an environment where people feel valued—and want to stay.

Uncover the benefits of building a culture of engagement and unlock powerful ways to retain top talent, drive performance, and create a workplace people love.

What Is Employee Engagement? 

Employee engagement is the emotional and psychological commitment an employee has to their job, their team, and their organization. It reflects how motivated, involved, and enthusiastic someone is about the work they do — and how likely they are to go above and beyond because they genuinely care about the outcomes.

It can be broken down even further into three dimensions of engagement:

• Emotionally invested: Engaged employees feel connected to their organization’s purpose and values. They see their work as meaningful.
   
• Motivated to contribute: They put in discretionary effort — the kind that isn’t asked for but freely given — because they believe in what they’re doing.
   
• Aligned with company goals: They understand how their role fits into the bigger picture and want to help move the organization forward.

It’s important to note that employee engagement is not the same as employee satisfaction. A satisfied employee might be content to do the minimum. An engaged employee is energized to do their best.

This is a business-critical metric because engagement has measurable a company’s performance. According to Gallup, engaged employees are more productive,more likely to stay, and significantly less likely to experience burnout. This aligns with Wellhub’s own research, which shows that 93% of people say their productivity is influenced by how engaging they find their work tasks.

If you’re working to drive retention, productivity, or wellbeing, engagement is a key lever to pull. 

Why Employee Engagement Matters  

We know employee engagement matters. But in what ways does engagement really help employees and help the company? These are some of the best ways your company and employees can benefit from focusing on employee engagement. 

Boosts Productivity 

Engaged employees are more productive employees. Business units with highly engaged are 18% more productive than those with low engagement. Productivity at your company gives your company a competitive edge against the competition and can potentially increase sales—all great consequences for your business. And one way to boost that crucial productivity metric is to improve employee engagement. 

Higher Employee Retention

Employees are leaving their jobs more than ever before in recent years. Employers know this. Being unengaged is a reason employees might leave their jobs. In a survey, 33% of employees leaving their jobs said one of their main reasons for leaving was boredom and a need for a challenge. In addition, employees need to be recognized, and if they’re not, they’re more likely to leave. Employee engagement stops boredom and lack of recognition in its tracks. Engaged employees are already feeling interested in their work and like they’re being challenged. They’re also feeling recognized and appreciated as they go because that’s how employee engagement works. 

Higher retention saves your company money. Instead of training up new employees regularly, you can instead focus your efforts on the employees you already have and helping them find engagement and motivation in their work. Everyone benefits when that happens. 

Reduces Absenteeism 

Absenteeism costs your company big time. Companies lose $225.8 billion annually or $1,685 per employee due to absenteeism. The good news is that highly engaged workplaces see 41% less absenteeism. Keeping your workforce engaged also keeps them coming to work, which keeps productivity up and loss low. 

Improves  Customer Satisfaction

Engaged employees not only perform better, they also help your customers more. Increased employee engagement has a direct link to increased customer satisfaction. Employees that are engaged go the extra mile, take personal satisfaction in helping a customer, take ownership of their work, deliver, meet their commitments and do everything that helps your customers find more satisfaction with their experience with your company. 

Supports Employee Wellbeing 

Employee engagement isn’t just good for your company: it’s good for your employees in their personal lives as well. Research shows that more engaged employees are more likely to exercise—meaning engagement can lower their risk for obesity and chronic disease. Engaged workplaces also reduce risk of employee injury. There are 70% less incidents at workplaces where employees are engaged. Engagement helps make your company work, your customers happiers and your employees happier and healthier. 

3 Levels of Employee Engagement 

So employee engagement is important and greatly impacts your business. But who are the employees behind these metrics? There’s a simple way to think about where your employees are falling when it comes to engagement. These are the three main types of employees when it comes to employee engagement: 

1. Engaged Employees

These are the 36% who are actively engaged with their work. They like their jobs and the company they work for. Some may see room for improvement with the company, but in general, they believe in the mission and are excited to do their part to move it forward. They also typically encourage other employees to also strive toward achievement. Only about 30% of all engaged employees are looking for new employment opportunities, and it’s less about you than their own needs. 

2. Not Engaged Employees

Not engaged employees aren’t engaged, but they’re also not actively checking out of the workplace. These employees will do whatever they have to and complete the bare minimum of what they’re asked to do. Sometimes they’ll do less and end up underperforming. About 55% of these employees are looking for new employment opportunities, so the turnover rate in this group can be high. This group also stands to gain the most from increased engagement initiatives because they’re not actively avoiding engagement; they just need the right stimulation to become engaged. 

3. Disengaged Employees

Disengaged employees have actively checked out of the work environment, and they typically don’t like the place they’re employed. They sometimes have a negative attitude toward the company mission or goals. They’re not committed to their work and often underperform. About 74% of disengaged employees are looking for new employment opportunities. 

Overall, most employees in America are not engaged employees. But luckily, not engaged employees can easily become engaged employees with the right emphasis on your part. 

What Causes Low Employee Engagement?

Disengagement is on the rise. In fact, 47% of U.S. workers say work stress is degrading their mental wellbeing, making it the top driver of emotional health issues.

Younger generations are particularly sensitive to the disconnect between their values and their workplace. Gen Z and Millennials are more likely than Gen X or Baby Boomers to say they would consider leaving a company that doesn’t focus on wellbeing.

That means disengagement isn’t just a morale problem. It’s a retention risk and call to action. Here are nine common—and critical—reasons employee engagement falters that HR can tackle.

1. Poor Leadership and Management

Employees want more than a manager who delegates tasks—they’re looking for leadership that inspires, supports, and communicates clearly. But when expectations are vague, decisions feel inconsistent, or leadership lacks direction, employees feel lost.

Gallup research found that up to 70% of engagement variance is tied to management quality. It’s a reminder that even your best team members can disengage when leadership doesn’t connect or support effectively.

2. Lack of Recognition and Feedback

Everyone wants to feel seen. When employees go unrecognized—or feedback is rare or generic—it sends a message that their work doesn’t matter.

The fix? Regular, specific, and sincere recognition. Even small, thoughtful feedback moments can lead to double-digit improvements in engagement.

3. Misalignment with Purpose

Employees thrive when they feel their work matters. But if their day-to-day feels disconnected from your organization’s mission—or their own values—it can lead to disengagement.

This is especially true for younger generations. Many millennials and Gen Z employees report experiencing “boreout”—a type of burnout driven by boredom and lack of meaning at work.

4. Limited Growth and Development

When there’s no path forward, employees check out. Lack of training opportunities, career progression, or upskilling support can leave people feeling stuck and unmotivated to stay. This makes a clear development plan a proven way to boost engagement, especially among high-potential employees.

5. Excessive Workload and Burnout

Burnout isn’t just about long hours—it’s about unsustainable expectations. When teams are stretched thin or lack the resources to meet deadlines, they start to disengage.

The Job Demands–Resources model shows that when pressure outweighs support, wellbeing—and engagement—declines.

6. Technostress and Communication Overload

Remote work has made digital communication essential. But too many tools, notifications, or meetings can make employees feel overwhelmed rather than connected.

Clear digital norms—like “no-meeting Fridays” or email-free lunch hours—can ease technostress and give people time to focus.

7. Job Insecurity

Whether it’s fear of layoffs or confusion about the future, uncertainty undermines trust. When employees feel disposable, they stop investing in the work—and the workplace.

In that kind of climate, even high performers can feel uneasy. Communicating openly and offering stability wherever possible helps rebuild trust.

8. Toxic Culture or Abusive Supervision

Toxic environments don’t just lead to disengagement—they can cause active resentment. Public blame, ridicule, or unaddressed hostility create a workplace where employees emotionally check out.

Psychological safety isn’t a bonus—it’s a baseline. A culture rooted in respect is essential for long-term engagement.

9. Generational Shifts and “The Great Detachment”

Younger employees are redefining what engagement looks like. Gen Z and Millennials are more likely to leave companies that don’t support their wellbeing—and less likely to push through when they feel undervalued. This type of disengagement is driving $8.8 trillion in global productivity losses, according to Gallup.

What Increases Employee Engagement? 

So if most employees are in a position to be engaged, where do you start? To start, you need to know what motivates employees and what gets them moving in the right direction. These are some of the key factors that motivates engagement: 

Purpose

Employees need a purpose to thrive, and purpose can keep them engaged. It’s much easier to stay focused and motivated with work if the employee sees how their work plays a role and that the company they work for is working toward something they value. 

Ongoing Conversations

Employees need stimulation to stay engaged, and they need opportunities to discuss engagement. Employees need to know they can have ongoing conversations with their management teams, and management needs to continue having conversations with employees about what they need to stay engaged. 

Development

Professional development is important to employee engagement, but employees aren’t feeling like they aren’t getting enough. Only 29% of employees are satisfied with the current level of development they’re getting at work. Employees aren’t getting enough development, but they need it to stay engaged. 

A Caring Manager

The manager an employee reports to is key for motivating engagement. Leaders who listen to their employees help their employees stay more engaged and motivated. Employees want their managers to recognize their work—37% of employees cite that as the most important way to support employees—and to care about them and their achievements. Employees at all levels need this support to stay engaged.  

A Focus on Strengths

Employees who know what they do well—and know that their employers know what they do well—are more likely to stay engaged. Again, giving support to employees at all levels and recognizing what they do and what they do well encourages engagement. Every employee has superpowers in the workplace, and it’s always worth cultivating those. 

10 Strategies to Improve Employee Engagement

Now that we understand what motivates employee engagement, how do we actually improve employee engagement? What actual steps can employers take to cultivate a workplace culture of engagement? Here are some of our best practices and tips to improve employee engagement in your organization. 

1. Prioritize Consistent Communication 

Ongoing conversations are important to motivate engagement, so it’s time to make sure there’s an easy way to communicate regularly with employees and to communicate regularly about engagement. Providing easy communication avenues for employees helps them feel involved in the organization, which in turn can help them feel more engaged with your company and their work. Consider engagement meetings, check-ins, thought boards, brainstorming sessions, surveys, activities and more as ways to add more communication to improve engagement. 

Leadership teams should also be communicating regularly about how efforts to improve engagement are going. If you aren’t checking in on how your efforts are going to improve engagement, how can you be sure anything is happening? 

All in all, communication is always key, and that rule definitely applies to improving employee engagement. 

2. Train and Empower Managers 

Managers are the top of the organization and leaders in their own right. But managers who aren’t equipped with tools to help engage their teams won’t be able to support engagement. That’s why improving engagement starts with training your managers. Train your managers on how to support engagement within their teams. Since we know that caring managers motivates engagement, teaching your managers to be those types of leaders will help boost your teams’ engagement. 

3. Use Reviews and 1:1s to Drive Development 

Employees that don’t know how they’re performing don’t know how to improve and grow. As we discussed earlier, one reason employees aren’t feeling engaged is that they aren’t experiencing enough development opportunities. Performance reviews provide you with ample opportunities to help your employees see where they can develop, and these meetings provide you a chance to create a plan for improvement and development that keeps employees challenged but motivated. 

One-on-one meetings are another great way to discuss opportunities for development and challenges. Employees don’t want to be bored. They want challenges to overcome. Work with them one-on-one to see where they could be pushed and in what ways they could grow. Regularly scheduled one-on-one meetings provide that opportunity—plus they increase regular communication, another bonus. 

4. Don’t Forget Remote Teams

Remote workers want to be engaged but often feel left out of the loop. Research shows that some of the best ways to engage your remote workers are to prioritize communication with them (and never forget that they’re there), set clear expectations, recognize all of their accomplishments and encourage life balance. Remote workers can be engaged; they just need management that makes an effort to include them and give them as many opportunities as they might have in the office. 

5. Reinforce Employee Strengths

A focus on employee strengths motivates engagement, right? So a great way to improve employee engagement is to reaffirm strengths regularly. This can take the form of regular check-ins, compliments after a project, recognition in meetings, thank-you notes and so many more ideas. The idea is that when you see employees using their strengths, let them know that you notice that and appreciate that. 

6. Set and Review Employee Goals

Employees can do a lot on their own to stay engaged. Goals can motivate employees and keep them working toward something they care about. But sometimes they need a little help setting goals and checking in on them. To help improve engagement, create a goal-minded culture by regularly having employees set goals. Maybe your employees set goals in meetings, during a brief scheduled time on their own or as teams in team meetings. 

Whatever your goals look like, employees need to be regularly touching base with how their goals are going. Accountability is important with any goal, including engagement goals. Keep yourselves and employees accountable by checking in on goals. Again, that could be done in meetings or even on much smaller scales. 

7. Build Meaningful Connections in Large Organizations

Large companies are easy to get lost in sometimes. So it’s more important than ever to form meaningful connections in a large company environment. Connections can help employees feel like they belong, which can help them want to move the company forward with their own individual work. Plus employees feel more engaged when they work in teams, so connections can help employees stay engaged in more than one way. 

Use activities, team building exercises, break room set-up, employee newsletter spotlights and more to keep your employees focused on building connection, which then builds engagement. 

8. Celebrate Employee Wins

Employees need to be recognized for their hard work. Make sure they know that you see what they’re doing. 69% of employees say that they’d work harder if their work was recognized. Recognize achievements in newsletters, during meetings and on one-on-one levels. Provide rewards or simply put up names of stellar employees as you go along. However it looks, make sure employees know that their work is worthwhile. 

9. Offer Strategic Compensation

Obviously compensation can go a long way in helping employees want to be more engaged. But it doesn’t necessarily fix everything. Employees will consider taking a pay cut to have a position that engages them. Still, compensation is a tool you have when you use it strategically. Compensate your employees who are working hard in ways that reflect their work as a way to recognize their achievements. Bonuses, raises and even gift cards can all help compensate strategically. 

10. Invest in Meaningful Benefits

Employees who feel like their company takes care of them will be more likely to want to take care of their company. And benefits are how a company takes care of their employees and keeps them healthy and happy. Including quality benefits can help your employees stay more engaged. 

How to Measure Employee Engagement 

1. Start with a Strategic Framework

Before you start collecting data, you need to define what “engagement” means to your organization. Most HR leaders align around these three pillars:

Use a framework like Gallup’s Q12 or tailor your own based on business goals.

2. Use an Engagement Survey (Quarterly or Annually)

This is your go-to tool. Keep it anonymous and easy to complete, and ensure it includes quantitative and qualitative components.

Best practices:

• Use Likert scale questions (e.g., “Strongly Agree” to “Strongly Disagree”) to gather quantitative data.
• Add open-text boxes for context and comments.
• Keep it short (10–20 questions) to avoid survey fatigue.
• Consider pulse surveys between big ones.

Bonus Tip:Compare engagement across departments to spot hot spots or trends.

3. Track Behavioral Indicators

These are the indirect signs of engagement you already have in your HRIS or performance systems.

4. Hold Stay Interviews

This isn’t about asking “why did you leave?” — it’s about asking why you stay. These interviews give real-time insight into engagement drivers and blockers.

Ask questions like:

• “What keeps you excited to come to work?”
• “What could we do to make your work experience better?”

5. Monitor eNPS (Employee Net Promoter Score)

It’s simple, powerful, and benchmarkable. Just ask: “How likely are you to recommend this company as a great place to work?”

Then subtract the % of detractors (0–6) from promoters (9–10). A high eNPS = high engagement.

6. Combine Quant + Qual to Tell the Full Story

Numbers alone won’t give you the full picture. Use heat maps, word clouds, and sentiment analysis on open-text feedback to see trends and emotions behind the metrics.

The Bottom Line: Employee Engagement Is Essential in a Thriving Workplace

Employee engagement keeps employees coming back to work and loving their job. More than that, it keeps your organization moving forward and keeps you from having to deal with constant turnover. At the end of the day, engagement matters, and that’s why we’re always working to improve engagement. 

As you look for more ways you can engage your employees, you will probably need great benefits and ways to help take care of your employees—so they, in turn, help take care of you. To get started with great benefits to boost employee engagement, talk to a Wellbeing Specialist today.