Top 6 Employee Engagement Strategies in 2025

Employee engagement used to be a “nice to have” on the HR checklist. Today, it’s a business imperative.

With hybrid work, quiet quitting, and AI reshaping the workplace, employee engagement has become a business essential. Without it, growth stalls and retention suffers.

And yet, while most organizations agree engagement matters, few are measuring it, and even fewer are acting on what they find. Consider this: Between 20% and 40% of a typical workforce may be quietly disengaged, a silent drain on energy, innovation, and momentum.

So how do you close this gap between knowing engagement matters and actually doing something about it? That’s where engagement strategies come in. 

Think of them as your company’s internal GPS, keeping your culture aligned, your people inspired, and your business moving forward with purpose (and without detours into burnout or disengagement).

In this blog, we’ll cut through the noise and give you clear, actionable steps to not just measure engagement but boost it in ways that stick.

In this blog, you'll find:

🤔     What Is Employee Engagement?

💥     Why Does Employee Engagement Matter More Than Ever?

🎯     6 Best Employee Engagement Strategies That Work in 2025

👣     4 Practical Steps To Build Your Employee Engagement Strategy

📲      Leveraging Internal Comms Tools for Better Employee Engagement

🏁     Conclusion

❓       Employee Engagement FAQs

What Is Employee Engagement?

Employee engagement is the emotional connection employees feel to their work, their team, and the company’s mission.

In other words, it refers to the extent to which employees feel passionate about their jobs, are committed to the organization, and put extra effort into their work to drive better outcomes.

This is a critical foundation for building successful and sustainable organizations. By prioritizing employee engagement, businesses can create a positive workplace culture that not only attracts and retains top talent but also drives productivity, innovation, and ultimately, business success.

Why Does Employee Engagement Matter More Than Ever?

Imagine trying to sail a ship with half your crew not rowing, or worse, paddling in the opposite direction. That’s what poor engagement looks like.

In a hybrid world, where face-to-face time is limited and digital noise is high, engagement is what cuts through the static. It’s how you build culture, accountability, and trust even across time zones.

But here's the reality: Global employee engagement dropped to 21% in 2024 according to Gallup’s 2024 State of the Global Workplace Report.

That means nearly 8 out of 10 employees are either coasting or actively disengaged, and that is serious money.

The global economy lost an estimated $438 billion in productivity last year alone due to disengagement.

Even more eye-opening? Only 27% of managers worldwide reported being engaged at work, a sharp drop from the previous year. And since managers influence about 70% of team engagement, a disengaged leader often leads to a disengaged team.

It’s a ripple effect that hurts performance, morale, and retention.

The good news? Engagement isn’t set in stone... You can change it. You can turn disengaged teams into motivated, high-performing ones.

The question is: How?

6 Best Employee Engagement Strategies That Work in 2025

Here are 6 high-impact employee engagement strategies we see working for top-performing organizations in 2025:

1. Build A Communication Ecosystem. Not A One-Way Channel.

Clear, honest communication is one of the strongest drivers of trust and engagement.

This includes clarity of expectations, continuous feedback, and transparency from leadership that helps foster trust and a sense of involvement among employees.

When communication flows both ways, people feel included, respected, and aligned with company goals. It builds trust, and trust builds engagement.

You may be wondering: What works now?

The organizations we see succeeding tend to move beyond monthly all-hands or buried email updates, and instead, they:

• Centralize comms in one platform where people can find updates, resources, and shoutouts in one scroll.

• Empower leaders to be visible and vulnerable during times of change or uncertainty.

• Use pulse surveys, Ask Me Anything (AMAs), and sentiment check-ins to give employees a voice and close the feedback loop.

2. Recognition Isn’t Extra. It’s Essential.

Acknowledgment is fuel. And in a distributed workforce, it has to be more intentional than ever.

Recognition done well creates a positive feedback loop. People feel valued, which inspires them to do their best work, which in turn makes them more likely to be recognized again.

What works now?

• Create a multi-directional recognition system. Peer-to-peer shoutouts, virtual kudos walls, or even gamified badges work well.

• Make recognition personal. It could be a Teams kudos, a handwritten note, or a unique reward aligned with their interests.

• Celebrate both effort and impact. Acknowledge what goes right before correcting what went wrong.

WHY IT MATTERS
According to Deloitte, companies with recognition programs have 31% lower turnover than those without and are 12x more likely to have strong business outcomes. 

3. Empower Continuous Growth and Upskilling.

People thrive when they can see a path forward. Growth opportunities are one of the strongest drivers of engagement; employees want to know they're building skills and advancing their careers.

In other words, nowadays it's not enough to offer promotions; you need to offer development.

When employees see a clear path for growth within the company and have access to comprehensive training and development resources, they’re more motivated to excel.

The smartest companies offer:

• Microlearning options that fit into the flow of work. 

• AI-focused training to help people stay competitive in their fields.

• Mentorship circles or cross-functional projects for broader experience.

Providing continuous learning opportunities not only enhances employees' skills and knowledge but also demonstrates a commitment to their professional growth and well-being.

WHY IT MATTERS
A LinkedIn Learning report found that 94% of employees would stay longer at a company that invests in their growth.

4. Foster Flexibility With Accountability.

Micromanagement doesn't work like it used to. Trust and ownership drive better results. Today's talent increasingly values autonomy and the tools to do their best work without friction.

Granting employees autonomy in their daily tasks and decision-making boosts engagement. By trusting them to take ownership of their work, you allow them to showcase their skills and creativity, which, in turn, strengthens their confidence and connection to the organization.

A good balance between freedom and structure is key. That’s where flexibility with accountability comes in:

• Set clear outcomes, not rigid inputs. Focus on what gets done, not how or where.

• Use OKRs or tools like Microsoft Loop or Microsoft Viva Goals to stay aligned without micromanaging.

• Allow teams to design their own “ways of working” agreements that balance autonomy with team needs

5. Make Wellbeing Non-Negotiable.

Burnout is still one of the biggest threats to engagement. As such, your strategy must proactively support mental, physical, and emotional well-being.

Flexible work arrangements such as telecommuting options, compressed workweeks, or flexible hours can have a profound impact on satisfaction and engagement.

Research by the McKinsey Health Institute in collaboration with the World Economic Forum indicates that enhanced employee health and well-being could generate up to $11.7 trillion in global economic value.

Employers can further support work-life balance by respecting boundaries between work and personal time, ensuring employees can fully disconnect and recharge outside of work hours.

Organizations that prioritize well-being often see improvements in productivity, reduced absenteeism, lower healthcare costs, and higher retention.

PRO TIP
An internal comms platform like Workvivo can create dedicated spaces for employees to share hobbies, vacations, and personal passions beyond work.

These moments of connection spark engagement and nurture a workplace culture that values individuality, community, and genuine human connection.

6. Inclusive & Trustworthy Leadership.

Leadership plays a fundamental role in setting the tone for engagement.

When leaders are approachable and open to feedback, they create psychological safety, encouraging employees to speak up, share ideas, and collaborate.

This type of leadership fosters a culture of trust, breaks down silos, and promotes unity across the organization. Inclusive leaders value diversity, promote equity, and empower employees to bring their whole selves to work, boosting creativity, innovation, and engagement.

PRO TIP
Leverage real-time feedback tools within your Employee Experience Platform (EXP) to keep conversations fresh and responsive.

Quick polls, reaction buttons, and comment threads allow employees to respond instantly to updates or questions. This boosts team agility, encouraging dialogue and creating a more vibrant, engaged workplace.

4 Practical Steps To Build Your Employee Engagement Strategy

Creating an effective employee engagement strategy is a journey that requires clarity, action, and commitment.

Here’s a practical roadmap to help you design and implement a strategy that truly resonates with your team:

1. Assess Current Engagement Levels.

Before you can improve engagement, you need to know where you stand.

Start by tracking metrics that provide a window into employee satisfaction and involvement. Key measures include:

• Turnover & Retention Rates. Are employees staying or leaving?

• Absenteeism & Wellness-Day Usage. Are employees taking breaks when needed, or showing signs of burnout?

• Employee Feedback Surveys & Ratings.  Use internal surveys, eNPS (Employee Net Promoter Score), and workplace rating platforms to gauge morale and culture alignment.
  
  

• Customer Reviews & Outcomes. Happy employees often correlate with happy customers.

Collecting both quantitative and qualitative data helps you identify patterns and pinpoint areas that require attention.

Think of this as taking the pulse of your organization. Without an accurate diagnosis, any engagement efforts are just guesswork.

2. Identify Key Areas for Improvement.

Once you have a clear picture of engagement levels, it’s time to dig deeper. Compare your findings with industry benchmarks or your organization’s goals to spot gaps.

Engage directly with employees to understand their experiences, needs, and challenges. This might include:

• One-on-one conversations or focus groups.

• Anonymous surveys for candid insights.

• Regular feedback sessions during team meetings.

By actively listening and responding to employees, you can tailor your engagement strategy to address real concerns. This approach not only improves morale but also fosters a more inclusive, supportive, and collaborative workplace.

Think of it as co-creating your culture with the people who live it every day.

3. Craft an Action Plan.

An engagement strategy without an action plan is just theory. A practical roadmap should clearly outline specific initiatives to address identified gaps.

Consider how each of the 6 key strategies — communication, recognition, continuous learning, autonomy, work-life balance, and inclusive leadership — can be applied to your organization.

Tips for an effective action plan:

• Break initiatives into manageable, measurable steps.

• Assign responsibilities and timelines.

• Communicate results and next steps back to employees.
  
  
• Thank employees for their feedback. It reinforces the value of their voices.

A thoughtful action plan ensures engagement efforts are structured, measurable, and impactful, creating a more positive and productive environment for everyone.

4. Champion Your Engagement Strategy.

The most successful engagement strategies have strong leadership support.

Leaders must actively model engagement behaviours, demonstrating commitment to a positive workplace culture.

Here are some ways to champion engagement:

• Be visible in initiatives and activities.

• Actively listen to employee feedback and respond promptly.

• Share results, successes, and learnings from engagement programs.
  
• Celebrate contributions to reinforce their value.

As leaders weave engagement into their everyday actions, it naturally evolves from a side project to an organizational value.

Leveraging Internal Communication Tools for Better Employee Engagement

Nowadays, digital tools are essential for fostering a connected, motivated, and high-performing workforce. Platforms like Workvivo are redefining how organizations approach internal communication and employee engagement.

Workvivo is a full-fledged Employee Experience Platform (EXP) that combines communication, recognition, collaboration, and culture-building into one intuitive space. Designed with a familiar, social media-like interface, it encourages natural adoption and active participation across all levels of the organization.

With Workvivo, organizations can:

• Streamline communication across teams and departments through instant messaging, live video streams, podcasts, and push notifications.

• Foster a culture of recognition with peer-to-peer shoutouts, kudos, badges, and leadership acknowledgments that are publicly visible and tied to company values.

• Build community and inclusion through employee-led interest groups, community spaces, and “Say Hi” features that help new hires feel welcome and connected from day one.
  
  

• Capture employee sentiment with built-in surveys, polls, and pulse checks, turning feedback into actionable insights for HR and leadership.

By integrating a dynamic, all-in-one internal comms tool like Workvivo into your engagement strategy, you’re not just improving communication but also cultivating a workplace culture rooted in transparency, appreciation, and belonging.

Technology like Workvivo transforms engagement from a static HR initiative into a vibrant, everyday experience. It empowers employees to connect, contribute, and celebrate each other.

Wrapping Up

Employee engagement isn't just an HR initiative; it's a powerful engine that drives productivity, retention, and innovation.

The organizations winning in 2025 are the ones that listen to their people, act on feedback, and make connection a daily habit, not a quarterly checkbox.

Whether it’s improving communication, recognizing contributions, supporting well-being, or building inclusive leadership, the strategies we’ve covered are your roadmap to a more engaged, committed, and high-performing team.

Now it’s your move. Start small, stay consistent, and use the right tools to make engagement part of your culture’s DNA.

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EMPLOYEE ENGAGEMENT FAQs