Table of contents
- Key Insights on Employee Engagement Best Practices for 2025
- What is Employee Engagement?
- Why is It Important to Implement Employee Engagement Best Practices?
- Engagement Increases Productivity and Profitability
- 10 Impactful Employee Engagement Best Practices
- Measuring Employee Engagement
- Implementing Employee Engagement Best Practices with Cerkl Broadcast
- What’s Next?
Key Insights on Employee Engagement Best Practices for 2025
Employee engagement is essential for organizational success, influencing productivity, retention, and workplace satisfaction. Disengaged employees can lead to lower performance and higher turnover, making it crucial for companies to implement strong engagement strategies.
This post explores:
- What is employee engagement? – A breakdown of what employee engagement entails and why it matters.
- Why employee engagement best practices matter – Engaged employees are more productive, innovative, and committed, contributing to company growth.
- Key employee engagement strategies – Learn 10 proven best practices, including transparent communication, employee recognition, leadership involvement, and DEI initiatives.
- The link between engagement and business performance – Insights from Gallup on how engagement impacts productivity, profitability, and retention.
- How to measure and improve employee engagement – Use our free employee engagement survey template to track engagement levels and refine your approach.
In the modern business world, employee engagement is key to maintaining productivity and efficiency within an organization. Gallup’s State of the Global Workplace 2024 report puts this into perspective financially estimating that low employee engagement costs the global economy $8.9 trillion or 9% of the global GDP. Furthermore, it states, “Employee engagement is a significant factor in overall life experiences.”
Negative workplace experiences like stress, anger, worry, sadness, and loneliness inevitably lead to some degree of disengagement. On the other hand, when employees find work and their work relationships meaningful, they associate employment with high levels of enjoyment and low levels of negative emotions. Additionally, those who are engaged at work usually thrive in their personal lives.
“Employees who dislike their jobs tend to have high levels of daily stress and worry, as well as elevated levels of all other negative emotions,”
Gallup 2024 State of the Global Workplace Report
According to Gallup’s 2024 Employee Engagement Strategies Checklist, an alarming 44% of employees worldwide say they are stressed. This maintains the record high that was set in 2021!
Recognizing the crucial importance of engagement, this post provides in-depth insight into the top 10 best practices for employee engagement. They include everything from effective communication and employee recognition to leadership and continuous improvement. We define what employee engagement truly encompasses and its associated benefits. We also explore simple but impactful strategies to measure the levels of employee engagement within a wide range of organizations.
What is Employee Engagement?
In essence, employee engagement embodies employees’ levels of enthusiasm, commitment, and involvement in their work and the company they work for. Highly engaged companies succeed and flourish through the active participation and investment of team members who feel a deep emotional connection and personal investment in their roles.
The degree of employee engagement rises when they consistently experience even one of these favorable feelings towards their immediate supervisor and workplace.
Why is It Important to Implement Employee Engagement Best Practices?
Implementing employee engagement best practices is crucial because engaged employees are more productive, motivated, and committed to their work. Strong engagement strategies improve job satisfaction, reduce turnover, and foster a positive workplace culture. Additionally, engaged employees contribute to better collaboration, innovation, and overall company performance. Prioritizing engagement leads to higher retention, improved morale, and a stronger alignment with organizational goals.
Ultimately, a comprehensive employee engagement strategy not only involves acknowledging and rewarding hard work. It also includes the creation of a positive work culture, offering various modes of communication, and providing opportunities for career advancement.
Research shows that unengaged employees lack:
- Clarity of what was expected of them
- A clear connection to the mission of the organization
- Meaningful opportunities to learn or grow
- Opportunities to do what they did best
- A feeling that they were appreciated and cared about
Briefly, the benefits of employee engagement show that engaged employees contribute significantly to a company’s success. On the contrary, companies with disengaged employees may face lower employee productivity, poor customer satisfaction, and decreased annual sales.
Undoubtedly, the benefits of employee engagement include boosted performance, increased workplace satisfaction, and improved employee retention rates, which collectively impact the bottom line.
A highly engaged culture automatically stimulates creativity, innovation, and efficiency among team members. This results in superior client service, increased sales, and a stronger brand reputation.
Now let’s examine a few specific elements in more detail.
Engagement Increases Productivity and Profitability
Applying employee engagement can undoubtedly improve performance, reduce turnover, and ultimately have a positive impact on the bottom line.
After a thorough assessment of employee engagement a decade ago, Gallup established that a highly engaged workforce was 22% more profitable and 21% more productive than those in a disengaged workforce. They also found a strong correlation between employee engagement and performance. The company’s ongoing research shows that companies with an engaged workforce have higher earnings, too.
However, a much more recent 2023 Gallup employee engagement survey showed that employee engagement had been declining since 2020. By January 2023, the ratio of disengaged vs engaged employees was the lowest it’s been since 2013.
This indicates that employers need to work proactively to improve employee engagement. The reality is that when employees are involved, they are generally enthusiastic and committed. Those who are disengaged couldn’t care less. Unfortunately, this means that they are more likely to be disloyal.
According to the 2023 global workplace report, employee engagement has resumed a historically positive course. Gallup also found that these negative statistics don’t apply to all organizations. There are some that have doubled their employee engagement statistics. They did this by embracing employee engagement best practices.
Disengagement Leads to Employees Opposing Organizational Goals
According to Gallup’s 2024 State of the Global Workplace report, actively disengaged employees who actively oppose their employers’ goals comprise 15% of the global workforce. And 54% of them blame their disengagement on a significant amount of stress the previous day.
Interestingly, they found that improving economic conditions — for instance increasing pay — doesn’t increase employee engagement. Rather, it “shifts workers from anger to indifference but not from indifference to inspiration.” What they need to do is implement employee engagement best practices to maximize engagement, the report states.
Employee Engagement Improves Many Organizational Outcomes
Gallup’s 2024 report also highlights how decreasing disengaged workers drives positive outcomes within organizations. It provides statistics from a 2024 meta-analysis that found “high-engagement business units are likely to see significantly higher employee wellbeing — as well as higher productivity, profitability and sales — than low-engagement teams.”
Here are some examples of how developing highly engaged teams results in fewer negative outcomes, more positive outcomes, and greater success for an organization:
- 78% reduction in absenteeism
- 51%-21% reduction in turnover for low-turnover vs high-turnover organizations
- 63% reduction in safety incidents
- 26% reduction in shrinkage (theft)
- 10% increase in engagement and customer loyalty
- 17% in productivity related to sales
- 23% increase in profitability
- 68% increase in well-being (thriving employees)
10 Impactful Employee Engagement Best Practices
Implementing employee engagement best practices can play a pivotal role in transforming a disengaged organization into one that thrives with a vibrant, purpose-driven workforce.
Gallup puts the responsibility fairly and squarely on the shoulders of leaders and managers, stating that there’s a great deal organizations can do to engage employees and ensure they thrive at work. For example, when managers are engaged, employees are more likely to be engaged too. Furthermore, as the report states, managers can drive engagement by setting goals along with regular, meaningful feedback and accountability.
“Gallup has found that 70% of the variance in team engagement can be attributed to the manager.”
Gallup 2024 State of the Global Workplace Report
So what can organizations and their managers do to improve this situation?
We are going to explore 10 of the best practices picked by experts at Cerkl to help you move forward and embrace impactful employee engagement best practices.
#1: Communicate Openly and Transparently
Effective communication forms the backbone of any successful engagement strategy. Avoiding silos and creating an open dialogue across various hierarchical levels maximizes transparency and helps to foster a sense of unity.
A well-defined culture of transparency will also support the wellbeing of your employees at every level.
According to research conducted by Harvard Business Review, a significant majority (71%) of employees report that the highest levels of engagement in their work occur when senior management maintains transparent communication with them. This includes continually updating and communicating strategies and business goals.
An even higher percentage (73%) state that effective communications are likely to bring success. Additionally, strong executive leadership ranks at 71% and efficient productivity at 68%.
Of course, these are all interlinked and pretty well as important as each other. The research also highlights what drives employee engagement. Recognition for being a high performer is particularly important, ranking 72% in terms of votes. This aligns with the next of our 10 best practices.
#2: Recognize and Appreciate Your Team
Employee recognition programs foster a positive work environment and create an emotional connection, thereby significantly enhancing engagement levels. Employees also value public recognition and respect.
Research indicates that employees who are thinking about leaving their current jobs do so because they feel unrecognized and disengaged in their current workplace. When asked what might persuade them to stay in the job, many rank recognition and rewards as a major factor. There are many ways that you can recognize individual employees and teams, and acknowledge them publicly. At Cerkl, team leaders constantly take the opportunity to recognize our employees’ milestones, including each workiversary.
#3: Involve Employees in Decision-Making
Empowering employees ensures they feel valued and trusted, thereby inducing a sense of loyalty and personal investment in their work. It’s also a good strategy to improve decision-making. When employees have the confidence (and approval) to make decisions, they generally become more positive and willing to contribute to the success of the organization.
Offering ample opportunities for decision-making can be a substantial and very effective empowerment strategy.
#4: Provide Opportunities for Growth
Investing in employee development enhances skills, boosts productivity, and strengthens long-term commitment. Recognizing achievements fosters a culture of appreciation and drives motivation. Regular training programs and performance feedback further support professional growth, ensuring employees feel valued and empowered in their roles.
An interesting 2024 report by Gallagher found that career development opportunities highly influence both employee engagement and retention. Organizations that prioritize continuous development not only retain top talent but also create a workforce that is more innovative, resilient, and aligned with business goals.
Providing opportunities for upskilling and career advancement helps organizations retain top talent while maintaining a motivated workforce. Employees who see a clear path for growth are more likely to stay committed and contribute meaningfully to business success.
#5: Foster a Positive Work Environment
Positivity is a vital element in life, not only in work life. Generally, employees want to make a positive difference, and in doing so, they hope to be rewarded at the very least with recognition for their achievements or efforts. When employees are feeling positive, they are much more likely to remain motivated and engaged.
Management and team leaders can follow through on these expectations by positively reinforcing employee efforts and achievements. Acknowledging them publicly in the workplace can make a huge difference to morale, which usually improves productivity.
Employee feedback is an important way to promote positivity. But be straightforward and honest. Also, remember that criticism doesn’t need to be negative. If you show what the failures are and how things can be improved and done differently, you can be positive in a way employees will appreciate.
#6: Cultivate a Culture of Inclusivity and Diversity
A 2023 Pew Research Center survey found that 56% of employed US adults view a focus on increasing diversity, equity, and inclusion (DEI) at work as beneficial. This perspective is more prevalent among younger workers and women, with 61% of women and 68% of workers aged 18 to 29 supporting DEI initiatives. The survey also revealed that 61% of employees reported their company has policies ensuring fairness in hiring, pay, or promotions, and 52% mentioned DEI-related training or meetings at their workplace.
This shows that inclusive practices directly enhance the employee experience by making them feel acknowledged and respected. So, it’s important for employers to find a way to create an inclusive workplace that prides itself on diversity and promotes a sense of unity and belonging. Without a doubt, DEI starts with internal communication, and Cerkl Broadcast is here to help.
#7: Promote Health and Wellness
Placing emphasis on the well-being of employees is integral to any successful employee engagement strategy. Physical activity or mindfulness exercises are ways to promote mental and physical health in the workplace. Another good idea is to organize a wellness week during which team leaders and internal communicators promote wellness strategies.
However, it is essential to prioritize employee well-being and mental health.
Generally, the best approach is to encourage a healthy work-life balance and discourage employees from overworking. Ensure that employees have boundaries between work and their personal lives. Offer resources and support to help employees navigate the potential challenges of remote or hybrid work.
Respecting the importance of work-life balance by offering flexible work hours or remote work opportunities can also significantly improve employee engagement. Flexible work arrangements are a desired perk for many employees and will help to foster a positive work environment.
Ultimately, expressing gratitude in any workplace will cultivate a more positive mindset, which has both physical and psychological benefits. Enabling employees to embrace an optimistic view of life will result in reduced stress levels, improved sleep, enhanced performance, and more effective decision-making. They will also be more likely to experience increased confidence and a greater sense of decisiveness.
#8: Seek Input and Provide Feedback
Employee feedback, exit interviews, or employee communication surveys offer crucial insights into improving employee engagement. An employee software platform can help manage and analyze active feedback more effectively.
Employee surveys, in particular, enable team leaders to improve employee engagement as well as commitment. But the caveat is that you need to know what your survey goals are, and you’ll need a trusted survey tool to help you succeed.
Feedback is also vital. People need to know what others think, and they need confirmation of achievements. Feedback to employees won’t necessarily always be good, but it’s important.
#9: Demonstrate Engagement as a Leader
As Gallup research indicates, leadership teams act as catalysts for change. Strong leaders who practice what they preach can inspire employees and drastically boost engagement levels.
Clearly, it is a global approach, since an August 2024 article in The Australian also highlights that exceptional leadership is pivotal in creating the best workplaces. Research by WorkL (an Australian company), based on more than a million employee responses, indicates a significant correlation between strong manager relationships and overall job satisfaction. Key leadership behaviors that drive engagement include effective communication, recognition, empowerment, and support for employee well-being. Leaders who excel in these areas foster higher employee engagement, productivity, and retention.
#10: Implement an Employee Engagement Strategy
There is absolutely no doubt that the key to improving employee engagement is ongoing effort and fine-tuning of strategies. Engagement levels should be regularly measured, and trends analyzed to redraw action plans as needed.
A well-thought-out employee engagement strategy will not only result in a workforce of dedicated employees who are happy and hopefully healthy. It will also improve the company’s functionality, productivity, and bottom line.
Internal communications and customer success management (CSM) employee engagement strategies can make or break organizations. Do it right and you’ll be on your way to being a winner.
Measuring Employee Engagement
A very important step to improving engagement is to first measure the current state of employee engagement through surveys, performance reviews, or exit interviews. This could provide valuable information to understand areas of weakness, for developing an effective employee engagement strategy. It will also provide a means to measure change as it happens.
At the same time, the reality is that in typical organizations employees are ambivalent. Very often, they aren’t engaged or actively disengaged. By acknowledging this, team leaders will find that these people offer the greatest potential to drive customer retention and organic business growth. But how?
Potentially, it’s so simple. By employing an effective employee engagement strategy. But the caveat is that employee engagement doesn’t necessarily spell happiness. By presuming that employees are happy and content, you may be missing the opportunities that employee engagement offers. Meaningful employee engagement encompasses a deeper commitment. Employees don’t only engage, they respond and commit, playing their role in making the organization more successful and a better place to work.
Ultimately, engagement strategies can make or break a firm’s performance. However, implementing these strategies requires continuous effort, monitoring, and modifications. Monitoring employee feedback, recognizing hard work, ensuring effective team building, and making continuous improvements can drastically improve engagement levels and ultimately boost productivity.
Implementing Employee Engagement Best Practices with Cerkl Broadcast
We’ve said that all-important DEI starts with effective communication. This is why we’ve focused on ways to use internal communications to power DEI initiatives. You can also enhance employee engagement with employee resource groups (ERGs) that promote a positive work culture and promote collaboration.
But more importantly, Cerkl Broadcast provides insights and analytics for communications. For example, you can see click rates, click-through rates, open rates, and so on for emails you send to employees, clients, and potential clients. Broadcast also offers a unique approach to audience management.
With dynamic segmentation, you can tailor content to specific employee groups, ensuring relevance and increasing engagement. Personalization features allow internal communicators to deliver messages that resonate, making employees feel heard and valued. Additionally, real-time analytics help organizations measure the effectiveness of their engagement strategies, enabling them to make data-driven improvements. By leveraging these tools, companies can foster a stronger connection with their workforce, enhance productivity, and create a more inclusive workplace culture.
Moreover, Broadcast’s automation capabilities streamline internal communication efforts, reducing manual work and ensuring timely delivery of important messages. Its multi-channel distribution allows organizations to reach employees through their preferred platforms, whether via email, mobile notifications, or internal hubs. These features ensure that critical updates and engagement initiatives effectively reach and resonate with every member of the workforce.
What’s Next?
Now that you understand the power of effective internal communication and employee engagement strategies, it’s time to take the next step. Measuring employee engagement is key to refining your approach and ensuring your strategies are truly making an impact. That’s why we’re offering our free Employee Engagement Survey Template to help you gather insights directly from your workforce. This easy-to-use template will enable you to assess engagement levels, identify areas for improvement, and take meaningful action to enhance workplace culture.
Get started today. Download your free Employee Engagement Survey Template now and take the first step in building a more engaged and motivated workforce!
FAQ
Employee engagement best practices are ways of doing things in an organization that improves employee engagement. More importantly, they focus on using engagement to increase employee satisfaction so that employees will perform better, be happier, and thrive.
Employees regard engagement with employers and team leaders as more important than anything else.
Employee feedback is the only way to let employees know whether they have performed well or have failed. An employee who has done well will want to be acknowledged publicly. One who has failed needs to be told what went wrong. Either way, feedback is a positive method of employee engagement.
A successful employee engagement strategy involves creating a workplace environment where employees feel valued, motivated, and aligned with the organization’s goals. It includes regular communication, recognition, opportunities for growth, and a strong sense of belonging.