5 Ways to Improve Employee Engagement

According to Gallup’s latest State of the Global Workplace report, only 31% of U.S. employees are engaged in their jobs, the lowest level in more than a decade. Employees feel apathetic, disgruntled, disconnected, and unhappy in their roles, and employers are feeling the impacts. With issues ranging from high turnover rates to low morale and decreased innovation, it is clear that many employees are simply going through the motions rather than contributing in meaningful ways. For these reasons, employers need to find effective strategies to engage their employees in the work they do and help them feel connected to their organizations’ missions and initiatives.

Employee engagement is not just a “nice to have”; it can produce real, measurable improvements to an organization’s bottom line. When employees are engaged, they are more productive, efficient, and energized to be active contributors in the workplace.  Gallup has found that “engaged employees produce better business outcomes than other employees do—across industries, company sizes, and nationalities, and in good economic times and bad,” and that “engaged employees make it a point to show up to work. Highly engaged businesses experience 78% less absenteeism and 14% higher productivity. Engaged workers also are more likely to stay with their employers and have 21% less turnover.”

Finding ways to improve employee engagement also leads to lower attrition rates, which directly benefits the organization’s bottom line. When fewer employees leave, fewer resources are needed for recruitment, a process that can cost two to three times an employee’s annual salary. Even retaining 10% more of a team can result in significant savings, allowing those funds to be reallocated to innovation, salary increases, or programs that help the organization thrive.

The research is clear, but the pathway isn’t always easy. Our society is built on a rigid hierarchical structure, and many leaders worry that focusing on engagement might break the chain of command. However, engaging employees doesn’t eliminate hierarchy at all. Employees and leaders will always report to someone more senior, but finding creative ways to keep employees engaged can lead to higher-performing teams and greater innovation.

There are tangible ways leaders can boost employee engagement. Below are five specific approaches organizations can implement to strengthen engagement across the company.

1. Everyone has a voice

Giving employees a voice does not mean everyone gets their way all the time. It isn’t about creating a circular decision tree where nothing gets done. Encouraging employees to share their ideas and perspectives can both keep employees engaged and actually save time and money for the company. A real-world example of this is Costco, which “achieves roughly $100 million in savings each year from its own employee suggestion system.” That’s quite a savings!

Consider this scenario in your organization: your company is about to make a major process change in how it brings its product to market. One of the biggest elements of this change involves implementing an entirely new technology platform, costing hundreds of thousands of dollars. What would happen if the executive team selected a product that looked promising based on features, benefits, and cost, but didn’t realize it wasn’t capable of achieving the desired outcome because no one asked the end users what they needed?

Now imagine the same scenario with a different approach. Before the organization decides on which system to purchase, the executives ensure that everyone impacted by the change has a voice and shares what they truly need for the system to support the company’s strategies and highlighting potential issues with each platform under consideration. The result is a product that actually delivers on its purpose, saving both time and resources, while also ensuring that employees stay engaged in the process.

Leaders can ask for specific feedback on a project, change, or initiative, which both provides valuable insight for the leadership team and gives employees an opportunity to share their perspective, allowing them to engage in operational processes that directly impact their roles.

Ask for feedback, be curious, and take action

Asking for employees’ feedback is not a new concept. Many organizations do it, but where they fall short is in failing to act on it. Simply collecting feedback doesn’t create loyalty or trust with employees or increase engagement, but taking action when possible can.

It is understandable that organizations can’t implement every idea or piece of feedback, but they can analyze common issues and challenges, then take strategic action to make changes where possible. The truth is, employees are the best resource for understanding roadblocks, morale issues, and other challenges that impact the workplace. Upper leadership doesn’t always have a pulse on why things may be going sideways, but people-leaders and employees do. When leaders receive feedback with curiosity and address common problems that surface, change can be made that will directly impact the areas that need improvement the most.

Giving employees a voice achieves two big wins for an organization:

1. It ensures that big decisions are actually achievable based on the requirements for each position.

2. It engages employees in the process, which helps boost morale and trust.

Organizations can find creative ways to give their employees a voice that achieve both business and employee engagement goals at the same time.

2. Set clear accountability structures 

Accountability often gets a bad reputation. It can bring to mind micromanagement or constant check-ins, but in reality, clear accountability structures are one of the most powerful ways to build trust, increase employee engagement, and drive performance. When done well, accountability doesn’t feel restrictive; it creates clarity, ownership, and a sense of shared purpose.

Research from Gallup shows that only about 50% of employees strongly agree that they know what’s expected of them at work; and that clarity is a key driver of employee engagement. A lack of clarity often leads to frustration, rework, and disengagement. Conversely, when expectations are transparent, employees report higher levels of satisfaction, autonomy, and accountability to themselves and their teams.

When employees understand what’s expected of them, how success is measured, and how their work connects to larger organizational goals, they’re far more likely to feel motivated and engaged.

3. Create Intergenerational Mentorship Opportunities

There is currently a significant generational divide in the workplace. The differences between Baby Boomers and Gen Z employees are vast, and these gaps can lead to misunderstanding and tension. Gen Z has grown up in a completely different world than previous generations, creating gaps in understanding that can result in assumptions and biases on all sides. Encouraging mentorship between leaders and employees of different generations promotes knowledge sharing, boosts employee engagement, and fosters a stronger sense of community.

Pairing younger employees with seasoned professionals helps bridge generational gaps and enhances engagement across teams. If a younger leader supervises someone older than them, they can bridge the gap by mentoring on new technologies, offering fresh perspectives, and showing compassion for the challenges older employees may face when reporting to a younger manager. There’s a real opportunity to find similarities and build connections, regardless of which generation is managing the other. In fact, 83% of employees who participate in a mentoring program say their experience influenced their desire to stay with their organization, further highlighting the positive impact on employee engagement.This is especially true for millennials, as 79% say mentoring is crucial to their development. (EPALE)

Organizations can make this fun as well! Cross-generational team-building activities can bring people together in creative and enjoyable ways. For example, teams could play a game where each generation shares the “slang” of their time, and others guess what the meanings are. Or they could share music from different eras. The key is to create human connection. When people laugh and have fun together, bonds grow stronger, building trust, a genuine sense of respect, and higher employee engagement. When mentorship is encouraged from the start, mutual respect can be established early in the relationship, which motivates newer or younger employees to stay actively engaged in their roles.

Perhaps the most important point is that looking down on someone from a different generation does nothing but create more of a divide. Finding connections and fostering mutual respect is the key to stronger teams and sustained employee engagement.

4. See employees as humans, not just ‘cogs in the wheel’

There has been a growing movement to humanize the workplace. While some leaders may roll their eyes at this idea, or dismiss it as unnecessary, research consistently shows (American Psychology Association) that employees are far more engaged when they feel their contributions make a real difference, and when their personal well-being is valued by their employer. (National Library of Medicine)

In the 1950s and 60s, work was seen purely as a job. Something to do in exchange for a paycheck. That perspective, however, is now outdated. Younger generations in the workforce want more than just a role; they want meaning. People want to know they are more than a “cog in the wheel” and that what they do truly matters.

Seeing employees as humans means recognizing their individuality, strengths, and needs both inside and outside of work. It means showing empathy, setting clear accountability structures, and creating an environment where people feel they can bring their whole selves to the job. This may seem like ‘fluff,’ but it has a direct impact on an organization’s bottom line. When employees feel empowered and valued, employee engagement rises, and they are less likely to leave for another job. This acknowledgment doesn’t have to be filled with exaggerated fanfare; it can be as simple as a ‘thank you,’ a shout-out in a meeting, or a question to understand the impact of a project. Seeing employees as humans doesn’t mean a lack of accountability either, both can and should coexist in an organization.

As explored earlier, giving everyone a voice, asking for feedback, and encouraging intergenerational mentorship are powerful ways to help employees feel valued and seen. When leaders take this approach, employees not only experience higher employee engagement but also become more loyal, innovative, and motivated to help the organization thrive.

As explored earlier, giving everyone a voice, asking for feedback, and encouraging intergenerational mentorship are powerful ways to help employees feel valued and seen. When leaders take this approach, employees not only become more engaged but also more loyal, innovative, and motivated to help the organization thrive.

5. Focus on Team Building

Humans come in all shapes and sizes. Some are outgoing, while others are more introverted. Some feel comfortable sharing their ideas openly, while others are more reserved. Some jump into work with both feet, while others prefer a little more guidance. People are dynamic and complex, and they don’t always naturally fit together on a team. That’s why intentional team building and finding ways to collaborate and communicate should be a priority.

The human brain is a fascinating (and sometimes quirky) organ. When it doesn’t know the outcome or answer to something, it tends to fill in the gaps with whatever ‘makes sense,’ and unfortunately, it often defaults to negative interpretations. Rather than assuming the best of intentions, the brain may leap to the worst-case scenario. Perhaps it’s an evolutionary quirk!

Regardless of the reason, building strong teams requires intentional connection and thoughtful problem-solving. It takes effort to discover similarities, understand individual working styles, and collaborate on best practices for working together. That doesn’t mean every team interaction will be perfect, but research shows that people are far more engaged, productive, and satisfied when they work with colleagues they know, like, and trust.

Employee engagement is not just a buzzword—it’s attainable and drives success across all areas of an organization. At Ekata, we have built The VIBE Game™ specifically to foster employee engagement and positive team cohesion in an introspective and creative way.

Explore how our revolutionary team-building game can strengthen your teams at TheVIBEGame.org!

Written by Kelli Oberndorf, CoFounder, The VIBE Game™