Employee engagement. Two words that sound great in meetings but make most managers sweat.

Because let’s be real: you can’t just toss around a few “Great job!” emails and expect employees to be bouncing into work like it’s Disneyland. (If only, right?)

The responsibility to measure employee engagement and foster a conducive environment for employee engagement doesn't solely rest on the shoulders of the workers. Company leaders, including managers and executives, play a crucial role in shaping a workspace that not only engages employees but also promotes job satisfaction.

Engaged employees significantly influence a company's overall performance, creating a domino effect that strengthens the entire organization. It's clear: establishing an employee engagement app is important for the long-term success of a business.

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How to determine engaged employees

According to Gallup, there are three types of employee engagement.

• Engaged Employees:
  Employees feel a strong connection to their organization and are passionate about work, actively contributing to company success.
• Not Engaged Employees:
  These employees are emotionally distant from their work. They accomplish what´s needed but lack enthusiasm.
• Actively Disengaged Employees:
  These employees may actively undermine the efforts of their more engaged counterparts, contributing to a negative workplace environment.

The alarming part is that the study shows around 70% of the workers in the US are not engaged in the workplace. That means 7 out of 10 employees are disengaged or even hostile towards the company.

A survey conducted by Bain and Company, questioning 200,000 employees from 40 companies across 60 countries, adds to this narrative, revealing three disconcerting trends regarding engagement:

• The longer the employees remain at the company, the less engaged they are. The most experienced workers with the deepest knowledge of the company process were typically the least engaged.
• More disengagement at the frontline. Engagement scores decline at the lower levels of a company, which implies that upper management doesn't recognize the dissatisfaction of frontline employees.

Sales and Service show the lowest levels of engagement. At the frontline, where most interactions with the customers happen, the employees seem to be very disengaged.

Why is employee engagement important?

When employees are engaged, they are more productive, more likely to stay with the company, and provide better service to customers.

When employees are disengaged, not only does productivity suffer, but the company also risks higher turnover, low morale, and poor customer service. Disengaged employees cost companies billions in lost productivity, poor customer service, and higher turnover. Engaged employees are more likely to innovate and contribute to a positive workplace culture, which can be a competitive advantage in attracting top talent.

To attain successful outcomes, companies must invest in effective employee engagement strategies that genuinely make their team members feel valued and included.

15 Employee engagement strategies that actually work

So, you want highly engaged employees? Great! But let’s be honest—most employee engagement strategies sound like they were cooked up in a boardroom where nobody has actually worked a frontline job.

You don’t need a game-changing (ugh, sorry) strategy full of buzzwords. You need real, actionable ways to engage employees that don’t feel forced or cringey.

Let’s get into it.

1. Set clear expectations

Ever been thrown into a project with zero guidance and a vague “just figure it out” from your boss? Yeah, that’s fun for exactly no one.

When employees know what’s expected of them, they’re more engaged, less frustrated, and actually motivated to succeed.

• Make goals specific and measurable (no more “be proactive” nonsense)
• Review performance expectations regularly (because job roles evolve)
• Give people room to own their work (micromanaging = engagement killer)

A successful manager makes sure everyone is on the same page—not guessing what success looks like.

2. Communicate clearly and constantly

Communication is the foundation of any engagement strategy. Whether it’s sharing news, discussing goals or providing feedback, open and regular communication keeps employees informed and on track with the company’s mission. Leaders must use various communication tools to ensure everyone gets the important information on time. Clear communication creates a sense of inclusion and transparency, which are key to implement employee engagement strategies.

• Use multiple communication channels (not just email)
• Encourage two-way feedback (talk with employees, not at them)
• Make company updates clear, short, and digestible

Need proof? Domino’s Pizza nailed employee engagement during the pandemic by launching ‘Domino’s Chat,’ an employee engagement app that provided real-time updates and team connectivity. The result? Smoother operations, higher engagement, and fewer “Wait, what’s happening?” moments.

3. Benefit from employees' knowledge and talent

You hired your team for a reason. So why do so many companies ignore employee insights like they’re background noise?

Older, experienced employees bring deep industry knowledge, and new hires bring fresh ideas. Use both.

• Ask employees for input before making decisions that affect them
• Recognize and reward expertise—public shoutouts go a long way
• Let employees mentor each other—it builds stronger teams and prevents knowledge loss

If employees feel valued, they’ll stick around—and that’s how you reduce employee turnover while increasing workforce engagement.

4. Establish shared values

If your organizational objectives and values don’t mean anything beyond your “About Us” page, employees won’t care about them either.

For more engaged employees, bake your company’s values into daily work:

• Live your values—don’t just talk about them
• Recognize employees who embody company values
• Weave values into hiring, training, and promotions

When team members genuinely believe in the company’s goals, they’re more engaged, more committed, and less likely to leave.

5. Maintain customer focus

Frontline employees deal with customer satisfaction every single day. If they’re disengaged, customers feel it immediately.

Show employees how their work connects to the company’s success:

🔹 Share real customer success stories
🔹 Give frontline teams the tools they need to succeed
🔹 Celebrate employees who go above and beyond for customers

Employees who understand their impact on business success feel more connected, more engaged, and more motivated.

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6. Use customer stories to promote vision

Want a killer way to motivate employees? Show them proof that their work actually makes a difference.

Instead of another boring company memo, try:

• Customer testimonials shared in team meetings
• Real impact stories highlighted on your internal platform
• Videos showcasing customer wins

People love seeing the results of their efforts—so show them.

7. Listen to your employees

Nothing disengages employees faster than feeling unheard. If you want engaged employees, listen to them.

• Use employee engagement surveys (but actually act on the results)
• Create open forums for honest feedback
• Make sure managers are approachable and responsive

Want employees engaged? Show them their input matters.

8. Empower frontline decision-making

When employees have zero decision-making power, they check out. Fast.

• Empower frontline workers to solve customer issues
• Trust employees to make quick decisions without needing five approvals
• Encourage problem-solving instead of micromanaging

Encouraging employees to take ownership = higher engagement, better results.

9. Embrace failure as a learning opportunity

As Thomas Edison said: “I haven't failed, I just found 10,000 ways that don't work.”

If employees fear failure, they’ll stop innovating. And that’s the last thing any company needs.

• Frame mistakes as learning opportunities
• Encourage creative problem-solving
• Create a culture where innovation is rewarded—not punished

Engaged employees are curious, creative, and willing to experiment. Let them.

10. Maintain open dialogues

Keeping employees in the loop is non-negotiable.

• Hold regular town halls
• Be honest about company challenges and wins
• Encourage leadership to be accessible

When employees feel trusted and informed, they’re more engaged and invested.

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11. Personalized training programs

Nothing kills engagement faster than irrelevant training sessions where employees sit through hours of content they’ll never use.

If you want employees engaged, give them training that actually helps them grow.

• Offer learning paths based on individual career goals (mentorships, specialized training, leadership development)
• Let employees pick their learning format (workshops, e-learning, coaching—you name it)
• Tie training to real career progression (show them exactly how these skills will move them forward)

When employees see a clear path for their development, they stay longer, work harder, and contribute more. Simple.

12. Work-life balance

If your company talks about work-life balance but schedules 6 PM meetings and expects weekend emails, we need to have a chat.

Employees aren’t robots—they have lives, families, and, shocker, other things to do. If they can’t have balance, they’ll burn out. And burnout leads to disengagement.

What actually helps?

• Flexible work hours & remote options (trust employees to manage their time)
• Encouraging actual breaks (lunch is not just a “suggestion”)
• Wellness initiatives that aren’t just yoga classes (mental health days, gym stipends, real support)

Engaged employees are happy employees—and happy employees don’t quit.

13. Peer recognition programs

Recognition from a manager is nice. But recognition from someone who sees the work up close, every day? That’s gold.

• Encourage public recognition in team meetings or internal employee experience platforms (like Speakap—just saying 😏)
• Make recognition easy & fun—not a bureaucratic process
• Foster a culture where employees celebrate each other (because feeling valued = more engaged employees)

Employees don’t just want engagement from leadership—they want to feel appreciated by other employees too.

14. Regular check-ins

If the only time you provide employee feedback is during an annual performance review, guess what? That’s not enough.

• Weekly or biweekly check-ins = better engagement
• Casual conversations (not just “performance reviews”) build trust
• Feedback goes both ways—ask employees what they need, too

Check-ins don’t need to be long. Just keep the conversation going, and you’ll be surprised how much engagement increases.

15. Transparent career pathways

Nothing makes an employee disengage faster than feeling like they’re stuck in a dead-end job.

• Lay out clear career progression plans (how to get from A to B to C)
• Be upfront about what it takes to get promoted
• Invest in leadership development for high-potential employees

When employees see opportunities for growth, they stick around. If they don’t? They’ll start looking elsewhere.

3 Hacks to fine-tune your employee engagement strategy

An effective employee engagement strategy is not set in stone; it's dynamic. It requires ongoing assessment and fine-tuning. This could mean running an annual employee engagement survey to gauge effectiveness or updating training programs to better meet employee needs.

1. Measure engagement (beyond just sending another survey no one reads)

Employee engagement metrics can provide a lot of insights but don't underestimate the power of qualitative feedback. Open forums, suggestion boxes, and one-on-one interviews can offer deeper understandings that can enhance your employee engagement strategy.

2. Build a company culture that doesn’t suck

A positive workplace culture is the base of any employee engagement strategy. When company values align with employee values, engagement will flourish. A positive company culture that promotes inclusivity, recognition, and growth will drive higher engagement.

Leaders must actively build this culture by promoting behaviors that encourage employees and support teamwork, transparency, and innovation. Regular team-building activities, recognition events, and open forums for discussion can all contribute to a culture where employees feel valued and empowered. When employees feel their contributions are respected and they belong, engagement will naturally increase and overall organizational performance will improve.

3. Use technology that makes work easier (not harder)

Technology can be a great enabler to improve and increase employee engagement. Platforms like Speakap can offer innovative solutions tailored to your organizational needs. If your company still relies on endless email chains, outdated intranets, and clunky software, your employees will be disengaged.

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Final thoughts: Engagement is about people

You don’t need a fancy engagement initiative. You need to listen to your employees, support their growth, and make their jobs easier.

Implementing formal training programs, encouraging work-life balance, and continually improving employee engagement are ongoing processes. The most successful companies are those that make a genuine, sustained effort to engage their workforce, leading to happier employees and more successful outcomes.

So if you're curious to improve employee engagement in your organization, Speakap's employee engagement app offers customized solutions that fit your needs.