#1 Guide To Employee Engagement in 2025 [150+ Tips & Ideas]

Employee engagement remains at the heart of organizational success. Companies worldwide are facing a rapidly evolving workplace environment where fostering an engaged workforce has never been more critical. From remote and hybrid teams to shifting employee expectations, leaders need actionable strategies to boost engagement, improve job satisfaction, and drive business outcomes.

At Matter, we understand that engaged employees are the cornerstone of a thriving organization. When employees feel connected to their work, their teams, and their company's mission, the results speak for themselves: increased productivity, improved retention, and higher levels of employee satisfaction. However, achieving and maintaining employee engagement requires intentional efforts, innovative solutions, and a deep understanding of what truly motivates employees.

This guide offers 150+ actionable tips and ideas to help leaders, HR professionals, and teams build effective employee engagement strategies. From understanding the core factors of engagement to implementing surveys, tools, and activities, we'll provide everything you need to create a productive workplace where employees feel valued, supported, and inspired to give their best.

Let's explore how to boost engagement, drive organizational success, and turn disengaged employees into highly engaged employees!

What is employee engagement?

Employee engagement refers to the emotional commitment and connection employees have toward their work, team, and organization. It goes beyond simply being satisfied with a job; engaged employees are motivated to contribute their best efforts, demonstrate discretionary effort, and actively support the organization's success.

At its core, employee engagement is about creating a work environment where employees feel:

• Valued for their contributions.
• Connected to the company's mission, goals, and values.
• Inspired to grow professionally and personally.
• Empowered with tools, resources, and opportunities to succeed.

Employee engagement vs. job satisfaction

It's important to distinguish between employee engagement and job satisfaction:

• Job satisfaction refers to how content employees are with their roles and workplace conditions.
• Employee engagement, however, measures the deeper emotional investment employees have in their work, inspiring them to go above and beyond for their teams and the organization.

For example, employees may be satisfied with their salary and benefits but remain disengaged if they lack meaningful work or career development opportunities. On the other hand, an engaged employee finds purpose, passion, and fulfillment in their role.

Why does employee engagement matter?

Effective employee engagement strategies result in:

• Higher productivity and performance.
• Improved employee retention rates.
• Increased job satisfaction and morale.
• Greater innovation and collaboration.
• Positive business outcomes like customer satisfaction and organizational growth.

An engaged workforce doesn't just perform tasks—they actively contribute to the company's success and feel personally invested in achieving its goals.

The role of leaders in employee engagement

Leaders and HR professionals play a crucial role in fostering employee engagement by:

• Building strong relationships with employees through open and honest communication.
• Recognizing contributions and making employees feel appreciated.
• Offering professional development opportunities to help employees grow.
• Promoting a positive company culture that values inclusion, trust, and wellbeing.

Organizations can design effective programs, initiatives, and tools that make employees feel connected, valued, and inspired to succeed by understanding what drives employee engagement.

Why is employee engagement important?

Employee engagement is the foundation of a thriving workplace and plays a pivotal role in driving organizational success. Engaged employees are more than just contributors—they are motivated, passionate individuals who align their goals with the company's mission, creating meaningful impact at every level.

In today's competitive environment, organizations that invest in effective employee engagement strategies enjoy benefits that directly affect productivity, employee retention, and overall business outcomes.

The importance of employee engagement

Here are the key reasons why employee engagement is critical for companies of all sizes:

1. Boosts productivity and performance

Engaged employees demonstrate discretionary effort by going above and beyond in their roles. It is their personal investment in the organization's success that drives them to surpass and meet expectations.

Why it matters? A highly engaged workforce can improve productivity by up to 21%, helping teams achieve goals efficiently and effectively.

2. Improves employee retention

Organizations with high levels of engagement are more likely to retain top talent. Engaged employees feel valued and connected to the company's purpose, reducing the likelihood of turnover.

Why it matters? High turnover rates lead to costly recruitment efforts, loss of expertise, and disruptions to team dynamics. Prioritizing engagement helps companies keep employees motivated and loyal.

3. Enhances customer satisfaction

Engaged employees positively impact customer satisfaction by delivering better service, building stronger relationships, and contributing to positive brand experiences.

Why it matters? Employees who are passionate about their work tend to go the extra mile for customers, driving higher satisfaction and loyalty.

4. Reduces absenteeism and disengagement

Disengaged employees often struggle with stress, burnout, and poor wellbeing, leading to higher rates of absenteeism. A strong focus on engagement and employee wellbeing creates a healthier, more resilient team.

Why it matters? Organizations with strong employee engagement initiatives report up to 41% lower absenteeism and improved overall morale.

5. Drives innovation and business growth

Highly engaged employees bring fresh ideas, creative problem-solving, and enthusiasm to their work. Their commitment to the company's success motivates them to find innovative solutions that propel the business forward.

Why it matters: Innovation is essential for staying competitive, meeting market demands, and achieving long-term business success.

Employee engagement fuels organizational success

An engaged workforce is the engine of a successful organization. When employees feel connected to their work, appreciated for their contributions, and supported in their growth, the impact extends beyond individual performance. Organizations with high employee engagement benefit from stronger teamwork, improved company culture, and better overall business outcomes.

Investing in engagement isn't just about achieving short-term goals—it's about building a workplace where employees are empowered, fulfilled, and motivated to contribute to the organization's long-term success.

5 benefits and statistics of employee engagement

Investing in employee engagement yields significant advantages that directly influence an organization's success. 

Here are five key benefits supported by recent statistics:

1. Increased productivity and performance

Engaged employees are more motivated and committed, leading to higher productivity levels.

• Statistic: Organizations with high employee engagement experience a 17% increase in productivity.
• Why it matters: Enhanced productivity contributes to achieving business goals more efficiently.

2. Improved employee retention

High engagement levels correlate with lower employee turnover rates.

• Statistic: Highly engaged teams see 59% lower turnover in high-turnover organizations.
• Why it matters: Reduced turnover saves on recruitment costs and maintains team stability.

3. Enhanced customer satisfaction

Engaged employees contribute to better customer experiences.

• Statistic: Businesses with highly engaged employees see a 10% increase in customer ratings.
• Why it matters: Satisfied customers are more likely to remain loyal and promote the brand.

4. Reduced absenteeism

Engaged employees are less likely to miss work.

• Statistic: Highly engaged teams experience 41% lower absenteeism.
• Why it matters: Lower absenteeism leads to consistent workflow and productivity.

5. Increased profitability

Employee engagement positively impacts a company's financial performance.

• Statistic: Teams with high employee engagement experience a 21% higher profitability.
• Why it matters: Higher profitability enables further investment in growth and development.

Prioritizing employee engagement delivers numerous advantages, including improved productivity, higher retention rates, enhanced customer satisfaction, reduced absenteeism, and increased profitability. By focusing on the benefits of employee engagement and implementing effective strategies, organizations can cultivate a motivated workforce and build a foundation for long-term success.

Pros and cons of employee engagement

Employee engagement is widely recognized as a key driver of organizational success, but like any initiative, it comes with both benefits and challenges. Understanding these pros and cons allows leaders to create effective employee engagement strategies that address potential roadblocks while maximizing positive outcomes.

Pros of employee engagement

1. Increased productivity and performance

When employees are engaged, they are motivated to deliver their best work, often going above and beyond expectations.

Why it matters: Engaged employees demonstrate greater discretionary effort, leading to improved productivity and better business outcomes.

2. Higher employee retention

Engaged employees are more loyal to their organizations and less likely to seek new opportunities.

Why it matters: Reduced turnover saves recruitment costs, preserves team cohesion, and enhances workplace stability.

3. Improved employee wellbeing

Prioritizing employee engagement wellbeing helps organizations create a supportive environment that reduces stress, prevents burnout, and minimizes absenteeism. This integrated approach fosters a healthier, more productive, and motivated workforce.

Why it matters: Organizations with high engagement often see healthier, happier employees who are more energized and resilient.

4. Enhanced company culture

Employee engagement initiatives foster a positive and inclusive company culture where employees feel appreciated and connected.

Why it matters: A supportive culture improves teamwork, boosts morale, and strengthens alignment with company values.

5. Greater innovation and creativity

Engaged employees are more likely to contribute new ideas and solutions, helping organizations remain competitive and adaptable.

Why it matters: A culture that encourages innovation drives long-term growth and business success.

Cons of employee engagement

1. Time and resource investment

Building and sustaining an effective employee engagement strategy requires time, effort, and resources.

The challenge: Developing programs, gathering feedback, and implementing solutions can be resource-intensive for HR teams.

2. Risk of burnout from over-engagement

While engagement is positive, pushing employees to be "always on" can lead to stress and employee burnout.

The challenge: Employees need balance. Overemphasizing engagement without addressing work-life balance can have the opposite effect.

3. Measuring engagement can be complex

Tracking and improving employee engagement metrics requires the right tools, processes, and regular monitoring.

The challenge: Without clear goals and accurate measurements, engagement initiatives may not deliver the desired results.

4. Resistance to engagement programs

Some employees or managers may resist employee engagement initiatives, viewing them as unnecessary or unimpactful.

The challenge: Overcoming skepticism requires clear communication, leadership buy-in, and visible program benefits.

5. Ineffective programs may lead to disengagement

If engagement programs are generic, poorly implemented, or not aligned with employee needs, they can backfire and lead to further disengagement.

The challenge: Tailoring programs to address employee feedback and offering personalized solutions is essential for success.

Balancing the pros and cons

The benefits of employee engagement far outweigh the challenges when approached strategically. While implementing engagement initiatives requires effort and investment, the long-term rewards—such as improved performance, retention, and employee wellbeing—make it worthwhile.

To succeed, organizations must:

• Use effective tools to measure and improve employee engagement.
• Prioritize balance to prevent burnout and support employee wellbeing.
• Tailor programs to meet the unique needs of their teams.

By addressing potential challenges proactively, leaders can ensure their employee engagement efforts create a workplace where employees feel valued, motivated, and ready to drive the organization forward.

Factors of successful employee engagement

Creating a successful employee engagement strategy requires an understanding of the key factors that drive employees to feel connected, valued, and motivated within their roles. By focusing on these critical elements, organizations can design effective initiatives that improve performance, enhance employee satisfaction, and contribute to overall organizational success.

Here are the top factors that contribute to successful employee engagement:

1. Strong leadership and communication

Leaders play a pivotal role in driving employee engagement. Transparent and open communication builds trust and ensures employees feel aligned with company goals and values.

• What to do: Leaders should regularly communicate company updates, recognize achievements, and actively listen to employee feedback. Tools like Matter make maintaining open channels for peer and leadership recognition easier.
• Why it matters: Effective communication fosters a sense of purpose and helps employees feel valued and understood.

2. Recognition and appreciation

Employees who feel appreciated for their contributions are more likely to remain engaged and motivated.

• What to do: Implement employee recognition programs that highlight accomplishments in real-time. Platforms like Matter simplify sending personalized kudos cards and celebrating milestones.
• Why it matters: Regular recognition boosts morale, reinforces company culture, and ensures employees feel their efforts are making a difference.

3. Career development opportunities

Offering clear pathways for professional growth is essential for maintaining high employee engagement.

• What to do: Provide mentorship programs, learning workshops, and access to career development resources. Encourage HR professionals to create personalized growth plans.
• Why it matters: Employees who see opportunities for professional development are more likely to stay committed and motivated.

4. Work-life balance and employee wellbeing

Supporting employee wellbeing is a foundational element of engagement. Employees who feel their health and time are respected are more likely to stay connected and productive.

• What to do: Offer flexible work hours, remote options, and wellness programs that prioritize work-life balance. Integrate mental and physical health initiatives into engagement strategies.
• Why it matters: Promoting employee wellbeing reduces burnout and improves long-term retention.

5. Employee feedback and involvement

Employees feel valued and empowered when their voices are heard and acted upon. Feedback loops ensure that engagement strategies address real needs.

• What to do: Use employee engagement surveys or tools like Matter to collect regular feedback. Analyze results and implement changes that reflect employee suggestions.
• Why it matters: Involving employees in decision-making fosters trust, increases satisfaction, and ensures that engagement programs remain relevant.

6. Inclusive and supportive company culture

A positive, inclusive company culture that values diversity and teamwork drives employee engagement by creating a sense of belonging.

• What to do: Promote inclusivity through employee resource groups (ERGs), open dialogues, and diversity training. Encourage collaboration and team-building activities.
• Why it matters: Employees who feel included and connected to their teams are more likely to contribute to the company's success.

7. Alignment with organizational goals

Employees are more engaged when they understand how their work aligns with the company's mission and vision.

• What to do: Clearly communicate company goals, values, and strategies. Recognize employees who contribute to organizational success.
• Why it matters: Alignment fosters a shared sense of purpose and motivates employees to contribute meaningfully.

Why these factors matter

Successful employee engagement doesn't happen by chance—it requires intentional strategies and a focus on the factors that drive connection, motivation, and employee satisfaction. Organizations can create a workplace where employees feel valued, supported, and inspired to contribute their best work by prioritizing recognition, communication, career growth, and employee wellbeing.

When employees are engaged, the benefits are clear: improved performance, reduced turnover, and a stronger, more connected organization.

What is employee engagement software and its benefits?

Employee engagement software is a digital tool designed to help organizations measure, track, and enhance their employees' engagement, satisfaction, and overall experience. These platforms streamline processes like feedback collection, recognition, surveys, and performance tracking to create a positive and connected workplace environment.

Employee engagement software allows leaders and HR professionals to better understand and support their teams by providing actionable insights and automating engagement efforts.

Key functions of employee engagement software

1. Recognition and rewards: Platforms offer tools for peer-to-peer recognition and rewards to make employees feel valued for their contributions.
2. Feedback and surveys: Allows organizations to gather real-time feedback through customizable surveys and pulse checks.
3. Performance tracking: Helps monitor individual and team achievements, aligning goals with organizational success.
4. Communication tools: Improves internal communication by enabling open dialogue and information sharing across teams.
5. Wellness and development support: Many platforms include features that promote employee wellbeing, career growth, and work-life balance.

Benefits of employee engagement software

Here are the key benefits of using employee engagement software:

1. Boosts employee recognition and morale

Recognition is at the heart of employee engagement. Software like Matter allows employees to send customizable kudos cards, celebrate milestones, and reward contributions with minimal effort.

Why it matters: Regular recognition reinforces positive behaviors, boosts morale, and ensures employees feel appreciated.

2. Provides actionable employee feedback

Engagement platforms simplify the process of gathering and analyzing employee feedback through surveys and pulse checks.

Why it matters: Insights from feedback help organizations identify engagement gaps, improve processes, and better address employee needs.

3. Enhances communication and connection

Strong communication is a cornerstone of engagement. Software facilitates transparent communication across teams, whether employees work remotely, in-office, or in hybrid settings.

Why it matters: Open communication fosters trust, alignment, and stronger relationships between employees and leadership.

4. Supports employee wellbeing and work-life balance

Many tools include wellness features, such as fitness challenges, mental health resources, and flexible schedules, to promote employee wellbeing.

Why it matters: Supporting work-life balance reduces burnout, improves mental health, and increases overall satisfaction.

5. Improves performance and productivity

Employee engagement programs help align individual and team goals with the company's mission, enabling employees to focus on meaningful outcomes.

Why it matters: Clear goals and regular feedback improve productivity, accountability, and overall organizational success.

6. Reduces turnover and enhances retention

Engaged employees are more likely to remain loyal to the organization. Engagement software identifies areas where improvements can enhance satisfaction and employee retention.

Why it matters: Lower turnover leads to cost savings, improved morale, and a stable workforce.

6. Increases organizational insights

Engagement tools provide real-time analytics and reports that offer more insights into the factors driving employee satisfaction and engagement levels.

Why it matters: Data-driven decisions help leaders create strategies that address employee needs and improve business outcomes.

Why employee engagement software matters

Employee engagement software empowers organizations to create a workplace where employees feel connected, valued, and inspired to contribute their best work. By automating recognition, feedback, and wellness initiatives, these tools help companies foster a culture of support and appreciation, leading to improved employee satisfaction, retention, and productivity.

When employees are engaged, the organization thrives—achieving long-term growth and success through a motivated and aligned workforce.

Why are employee engagement surveys important?

Employee engagement surveys are powerful tools that help organizations measure, understand, and improve their employee engagement efforts. By gathering real-time insights directly from employees, these surveys allow leaders and HR professionals to identify what drives engagement and address challenges that may be hindering progress.

In today's dynamic workplace, where employees' needs are constantly evolving, employee engagement surveys play a vital role in creating a workplace where employees feel heard, supported, and connected to the company's success.

Benefits of employee engagement surveys

Here are the key reasons why employee engagement surveys are so important:

1. Provides actionable feedback from employees

Engagement surveys give employees an opportunity to share their thoughts, concerns, and ideas in a structured way. This feedback provides valuable insights into employee satisfaction, team dynamics, and workplace challenges.

Why it matters: Leaders can make informed decisions to improve employee engagement and create a more supportive and productive work environment.

2. Identifies drivers of employee engagement

Surveys help pinpoint the specific factors influencing engagement levels, such as recognition, career development opportunities, leadership support, and workplace culture.

Why it matters: Understanding what motivates employees allows organizations to create targeted strategies that drive high employee engagement.

3. Builds trust through open communication

Conducting regular surveys shows employees that their opinions matter. When organizations act on feedback, it builds trust, transparency, and stronger relationships between employees and leadership.

Why it matters: Employees feel valued and respected, leading to increased engagement, morale, and loyalty.

4. Detects disengagement early

Engagement surveys identify teams or individuals experiencing low engagement, allowing organizations to take proactive measures before issues escalate.

Why it matters: Addressing disengaged employees early prevents turnover, improves performance, and creates a more positive work environment.

5. Measures the success of engagement initiatives

Surveys provide a straightforward way to evaluate the impact of employee engagement programs and identify areas for improvement.

Why it matters: Tracking progress over time ensures that engagement efforts remain effective, relevant, and aligned with employees' evolving needs.

Best practices for employee engagement surveys

To ensure surveys are effective, organizations should:

• Keep surveys simple and focused: Use clear, concise questions to gather actionable insights.
• Be consistent: Conduct surveys regularly (e.g., quarterly or annually) to track trends and changes over time.
• Follow up on feedback: Share results with employees and outline the actions being taken to address their input.
• Use engagement tools: Platforms like Matter allow organizations to automate surveys, incentivize participation, and analyze results with ease.

Why engagement surveys matter for organizational success

Employee engagement surveys bridge the gap between leadership and employees by providing a direct line of communication. They allow organizations to measure engagement levels, uncover challenges, and design strategies that enhance employee satisfaction and employee wellbeing.

When surveys are conducted thoughtfully and acted on, employees feel heard, valued, and empowered to contribute meaningfully to the company's success. This leads to a more engaged workforce, stronger team connections, and improved business outcomes.

10 employee engagement survey questions

Crafting the right employee engagement survey questions is essential for gathering actionable feedback and understanding what drives employee satisfaction and connection within your organization. These questions help measure engagement levels, identify challenges, and highlight opportunities for growth and improvement.

Here are 10 practical employee engagement survey questions that provide more insights into employee needs and workplace experiences:

1. How meaningful do you find your work?

Why ask this? Understanding whether employees find purpose in their work helps identify how connected they feel to their roles and the company's mission.

2. Do you feel recognized and appreciated for your contributions?

Why ask this? Recognition plays a critical role in employee engagement. This question helps evaluate whether employees feel valued for their efforts.

3. Do you have opportunities for career development and growth?

Why ask this? Growth opportunities are a key driver of engagement. This question helps uncover whether employees feel supported in their professional development.

4. How likely are you to recommend this company as a great place to work?

Why ask this? This serves as a measure of overall satisfaction and employee engagement levels. A positive response signals high morale and trust in the company.

5. Do you feel that your opinions and feedback are valued by leadership?

Why ask this? Employees who feel heard are more likely to remain engaged and committed. This question assesses the effectiveness of open and honest communication.

6. How well do you understand the company's goals and values?

Why ask this? Alignment with organizational goals creates a sense of purpose and improves employee engagement efforts.

7. Do you have the tools and resources to perform your job effectively?

Why ask this? Access to the right resources supports productivity and reduces frustration, helping employees remain engaged.

8. How satisfied are you with your work-life balance?

Why ask this? Assessing work-life balance helps organizations prioritize employee wellbeing and identify areas where flexibility may be needed.

9. Do you feel connected to your team and coworkers?

Why ask this? Team connection and collaboration are essential for building strong relationships and fostering a positive company culture.

10. How effectively does leadership communicate with the organization?

Why ask this? Transparent leadership communication builds trust and ensures employees feel informed and aligned with the organization's goals.

Why these questions matter

The right employee engagement survey questions help organizations collect meaningful feedback and gain a deeper understanding of their employees' experiences. By identifying what drives engagement and where improvements are needed, leaders can implement targeted strategies that enhance employee satisfaction, employee wellbeing, and overall engagement levels.

Regularly conducting surveys and acting on feedback ensures employees feel heard, valued, and empowered to contribute to the company's success.

7 employee engagement survey providers

Choosing the right employee engagement survey provider is essential for gathering valuable insights, tracking engagement levels, and improving your organization's overall performance. 

These platforms streamline the process of creating, distributing, and analyzing employee surveys, making identifying engagement drivers and challenges more manageable.

Here are 7 of the best employee engagement survey providers:

1. Matter

About Matter: Matter is a leading platform for employee engagement and peer-to-peer recognition, seamlessly integrating with Slack and Microsoft Teams. Designed to foster open communication and recognition, Matter also offers tools to gather actionable feedback through quick, automated surveys. With incentivized pulse surveys and easy distribution, Matter ensures participation while delivering insights that drive organizational success.

Matter main features:

• Incentivized surveys: Increase participation with automated, reward-based surveys distributed through Slack or Teams.
• Customizable feedback tools: Tailor pulse surveys to address team-specific needs and goals.
• Real-time insights: Analyze results quickly to identify engagement trends and areas for improvement.
• Recognition-driven engagement: Use kudos cards and Feedback Friday to foster a culture of communication and celebration.

Matter pricing: 

• Free Forever: $0/user/month
• Basic: $1/user/month, billed annually
• Pro: $3/user/month, billed annually
• Pro + Surveys: $5/user/month, billed annually

To learn more, view Matter’s pricing page.

Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.

What Matter customers are saying on G2: “The interface of Matter is extremely user-friendly and intuitive, which significantly reduces the learning curve for new users. The customer support team is responsive and genuinely helpful, providing quick solutions to any issues that arise. Additionally, the robust analytics features have made it much easier to track performance and make data-driven decisions." - Vincent M., Subject Matter Expert (G2 Review for Matter).

2. Culture Amp

About Culture Amp: Culture Amp is an employee experience platform that specializes in measuring and improving employee engagement through powerful surveys and analytics.

Culture Amp's main features:

• Pre-built and customizable surveys for engagement and feedback.
• Actionable analytics with real-time benchmarking.
• Continuous performance and development tools.

Culture Amp pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Culture Amp.

Culture Amp G2 score: Culture Amp has a G2 score of 4.5/5 based on user reviews.

What Culture Amp customers are saying on G2: “I’ve been using this software for a while now, and one of its standout features is how well-organized the system is. Everything is laid out in a clear and intuitive way, making it easy to navigate. Additionally, the punctuality of the communications is exceptional – notifications and updates are always timely, ensuring that I stay on top of tasks and deadlines. It’s a reliable tool for those who value efficiency and clear communication. Highly recommended!” - Anna L., SEO Consultant (G2 Review for Culture Amp).

3. Lattice

About Lattice: Lattice is a people management platform that combines employee engagement surveys with performance management and career growth tools.

Lattice main features:

• Customizable engagement surveys and pulse checks.
• Employee feedback tools to measure satisfaction.
• Performance tracking and goal-setting capabilities.

Lattice pricing: 

• Talent Management: $11/seat/month
• HRIS: $5/seat/month
• Engagement: $4/seat/month
• Grow: $4/seat/month
• Compensation: $6/seat/month

To learn more, view Lattice’s pricing page.

Lattice G2 score: Lattice has a G2 score of 4.7/5 based on user reviews.

What Lattice customers are saying on G2: “Ease of use and ease of implementation. The implementation time commitment was hours not weeks. We initially implemented all modules except Grow, Comp, and Engage and manged to configure and test all modules in less than two weeks. The product team is very receptive to feedback and also able to help come up with creative workarounds for functional gaps. The customer support is great and very responsive.” - Matthew H., Senior Human Resources Manager (G2 Review for Lattice).

4. Qualtrics

About Qualtrics: Qualtrics is a robust experience management platform offering in-depth employee engagement surveys and analytics for organizations of all sizes.

Qualtrics main features:

• Pre-designed and customizable surveys.
• Real-time analytics and trend tracking.
• Tools to measure employee experience and engagement metrics.

Qualtrics pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Qualtrics EmployeeXM.

Qualtrics G2 score: Qualtrics has a G2 score of 4.4/5 based on user reviews.

What Qualtrics customers are saying on G2: “Preston Donohoo, with Red Pepper, has been fantastic to partner with. He is thorough, excellent at training and his customer support is outstanding. He made our implementation go very smoothly. We have found the Qualtrics engagement survey and 360s tools easy to use, with the ability to dive deep into our results. We would definitely recommend Qualtrics to others.” - Kelli G., Global Talent Manager (G2 Review for Qualtrics EmployeeXM).

5. Quantum Workplace

About Quantum Workplace: Quantum Workplace is an employee success platform offering tools to measure and improve employee engagement, feedback, and performance.

Quantum Workplace main features:

• Engagement surveys with actionable reporting.
• Real-time pulse surveys to monitor trends.
• Integrated feedback and recognition tools.

Quantum Workplace pricing: 

• Engagement: $2-4/user/month, billed annually
• Performance: $3-5/user/month, billed annually

To learn more, view Quantum Workplace’s pricing page.

Quantum Workplace G2 score: Quantum Workplace has a G2 score of 4.4/5 based on user reviews.

What Quantum Workplace customers are saying on G2: “Quantum workplace is very user friendly. The platform is easy to navigate and when you cannot figure something out or have questions their support library and chat features are detailed and quick to use.” - Brittney C., Employee Engagement Manager (G2 Review for Quantum Workplace).

6. ThriveSparrow

About ThriveSparrow: ThriveSparrow helps companies measure employee engagement and gather actionable insights through intuitive surveys and analytics.

ThriveSparrow main features:

• Customizable pulse and annual surveys.
• Actionable insights with analytics dashboards.
• Tools for employee recognition and feedback.

ThriveSparrow pricing:

• Starts from $2 per user per month, billed on a monthly or annual basis

To learn more, view ThriveSparrow’s pricing page.

ThriveSparrow G2 score: ThriveSparrow has a G2 score of 4.5/5 based on user reviews.

What ThriveSparrow customers are saying on G2: “Hoping to see it become more and more detailed in terms of reporting capabilities. I also experienced a few times when the system was down.” - Sophie A., Learning & Development Specialist.

7. CultureMonkey

About CultureMonkey: CultureMonkey is a feedback-driven platform that focuses on improving employee engagement through personalized surveys and action-driven insights.

CultureMonkey main features:

• Customizable engagement surveys with templates.
• Real-time feedback dashboards.
• AI-powered insights to drive actionable outcomes.

CultureMonkey pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with CultureMonkey.

CultureMonkey G2 score: CultureMonkey has a G2 score of 4.7/5 based on user reviews.

What CultureMonkey customers are saying on G2: “Culture Monkey has the most advanced dashboards that I have come across in a lot of tools that i have evaluated or worked with in the past. There are customized reports and views available, split by manager level, locations, departments and roles. The best feature is the manager-level cuts and the action planning where we can actively involve stakeholders and make them a part of the solution to improve engagement scores across the org.” - Pallavi D., Mid-Market (G2 Review for CultureMonkey).

Why choosing the right provider matters

The right employee engagement survey provider can significantly impact understanding employee needs, improving engagement levels, and driving actionable change. Platforms like Matter and others offer tools that streamline the feedback process, provide valuable insights, and help organizations create a workplace where employees feel heard, valued, and connected.

How to improve employee engagement and retention

Improving employee engagement and retention requires intentional strategies prioritizing employee satisfaction, growth, and connection. Organizations that focus on creating a supportive and engaging environment see fewer disengaged employees, higher employee retention rates, and long-term organizational success.

Here are proven strategies to boost employee engagement while retaining top talent:

1. Foster a culture of recognition and appreciation

Employees thrive when they feel valued for their contributions. Recognizing achievements—big or small—encourages loyalty and motivates employees to stay engaged.

• How to do it: Use tools like Matter to send personalized kudos cards, celebrate milestones, and reward contributions in real-time.
• Why it matters: Recognition builds morale, strengthens connections, and creates a culture where employees feel appreciated and valued.

2. Provide opportunities for career development

Offering clear pathways for professional development helps employees grow their skills while aligning with the organization's goals.

• How to do it: Implement mentorship programs, offer access to training platforms, and create individualized growth plans. Regular performance reviews can highlight strengths and growth opportunities.
• Why it matters: Employees who see a future within the organization are more likely to stay and contribute meaningfully.

3. Support employee wellbeing and work-life balance

Promoting employee wellbeing—including mental, physical, and emotional health—is key to reducing burnout and improving retention.

• How to do it: Offer wellness programs, mental health resources, and flexible work schedules. Encourage breaks and time off to prioritize work-life balance.
• Why it matters: Supporting employee health leads to happier, more productive teams who are less likely to leave.

4. Gather and act on employee feedback

Regularly collecting feedback helps identify issues before they escalate, showing employees that their voices matter. Acting on this input builds trust and engagement.

• How to do it: Use employee engagement surveys or tools like Matter to gather quick pulse feedback. Share results transparently and outline actionable next steps.
• Why it matters: Listening to employees fosters trust, connection, and a sense of shared ownership in organizational improvement.

5. Build strong leadership and communication

Leaders who communicate effectively and lead with empathy create an environment where employees feel heard, supported, and aligned with company goals.

• How to do it: Encourage regular check-ins, open and honest communication, and transparency about company decisions and progress.
• Why it matters: Employees are more likely to remain loyal when they trust leadership and understand how their work contributes to the company's success.

6. Promote team collaboration and connection

Building meaningful relationships among employees fosters teamwork, trust, and a sense of belonging, which directly impacts engagement and retention.

• How to do it: Organize team-building activities, virtual social events, or group challenges to strengthen bonds. Use tools to encourage peer recognition and collaboration.
• Why it matters: Strong relationships create a supportive and engaging workplace where employees feel connected and motivated.

7. Offer competitive compensation and incentives

While engagement isn't just about salary, offering fair compensation and meaningful incentives reinforces an employee's decision to stay.

• How to do it: Provide competitive salaries, bonuses, and personalized rewards that align with employee achievements. Platforms like Matter make it easy to reward contributions with gift cards, donations, or prepaid incentives.
• Why it matters: Employees who feel fairly compensated are more likely to stay engaged and loyal to the organization.

8. Create a positive and inclusive company culture

An inclusive, positive company culture where employees feel respected and valued strengthens engagement and reduces turnover.

• How to do it: Promote diversity, equity, and inclusion initiatives, support employee resource groups (ERGs), and create policies that foster respect and belonging.
• Why it matters: Employees are more likely to remain loyal to a workplace where they feel seen, included, and celebrated.

9. Align roles with employee strengths and goals

Employees are more engaged when their roles match their strengths and personal career aspirations.

• How to do it: Conduct skills assessments and work with employees to design roles and projects that align with their abilities and long-term goals.
• Why it matters: Helping employees feel purposeful in their roles increases satisfaction and reduces disengagement.

10. Recognize and celebrate milestones

Celebrating milestones—such as birthdays, work anniversaries, and team achievements—shows employees they are valued as individuals and as part of the organization.

• How to do it: Automate celebrations with tools like Matter, making it easy to recognize important dates and achievements with personalized kudos and rewards.
• Why it matters: Recognizing personal and professional milestones strengthens relationships, builds morale, and reinforces employee loyalty.

Why improving engagement and retention matters

Organizations that focus on improving employee engagement and retention create workplaces where employees feel valued, supported, and motivated to stay. Leaders can reduce turnover, boost satisfaction, and foster a connected and engaged workforce by prioritizing recognition, feedback, professional development, and employee wellbeing.

When employees feel connected to their work, their teams, and the organization's mission, they are far more likely to contribute to business success and grow alongside the company.

How to measure employee engagement

Measuring employee engagement is essential for understanding how connected, motivated, and satisfied employees feel within an organization. Effective measurement gives leaders and HR professionals the insights to address engagement gaps, improve retention, and drive organizational success.

Here are key methods and tools to effectively measure employee engagement:

1. Employee engagement surveys

Employee engagement surveys are among the most common and reliable ways to measure engagement. These surveys collect valuable feedback about employee satisfaction, challenges, and alignment with organizational goals.

• What to do: Use customizable surveys to ask questions about job satisfaction, recognition, leadership, and professional growth. Tools like Matter automate survey distribution and collect real-time feedback.
• Why it matters: Surveys provide actionable insights into employee needs and help identify opportunities to improve engagement.

2. Pulse surveys

Pulse surveys are short, frequent surveys that provide quick snapshots of engagement levels over time.

• What to do: Send 3–5 targeted questions bi-weekly or monthly to monitor team morale, recognition, and employee wellbeing.
• Why it matters: Pulse surveys allow organizations to respond quickly to changes in engagement and address concerns in real time.

3. Employee Net Promoter Score (eNPS)

The eNPS measures how likely employees are to recommend their organization as a great place to work.

• What to do: Ask employees, "On a scale of 0–10, how likely are you to recommend this organization to others?" Categorize responses into Promoters, Passives, and Detractors.
• Why it matters: The eNPS provides a simple yet powerful indicator of overall employee satisfaction and loyalty.

4. One-on-one check-ins

Regular one-on-one conversations between managers and employees provide qualitative insights into engagement and performance.

• What to do: Schedule consistent check-ins to discuss goals, challenges, feedback, and career aspirations.
• Why it matters: Open communication builds trust, uncovers engagement challenges, and ensures employees feel supported.

5. Performance metrics and productivity levels

Performance data can offer indirect insights into engagement by measuring productivity, goal achievement, and discretionary effort.

• What to do: Track project completion rates, quality of work, and collaboration levels to identify trends in engagement.
• Why it matters: A drop in performance or productivity could signal disengagement or underlying challenges.

6. Turnover and retention rates

High turnover rates often indicate disengagement, while strong employee retention suggests higher satisfaction and connection to the organization.

• What to do: Monitor turnover data and compare it with engagement survey results to identify patterns.
• Why it matters: Understanding turnover trends helps organizations take action to retain top talent and address disengagement.

7. Absenteeism and attendance rates

Increased absenteeism may signal burnout, poor wellbeing, or a lack of motivation among employees.

• What to do: Track unplanned absences and participation in workplace activities to identify engagement gaps.
• Why it matters: Absenteeism data highlights areas where employees may need better support or resources to stay engaged.

8. Employee feedback tools

Engagement platforms like Matter offer tools for collecting ongoing feedback, recognizing achievements, and measuring morale.

• What to do: Use platforms to send surveys, analyze sentiment, and identify team engagement and satisfaction trends.
• Why it matters: Real-time feedback tools make measuring and improving employee engagement easy.

Why measuring employee engagement matters

Measuring employee engagement provides organizations with the insights needed to:

• Understand what drives or hinders engagement within teams.
• Improve employee satisfaction by addressing concerns and challenges.
• Design targeted strategies to enhance employee retention, productivity, and wellbeing.
• Foster a culture of transparency, trust, and communication.

Leaders can use employee engagement surveys, pulse checks, and performance metrics to identify engagement gaps, track progress, and take meaningful actions to build a more connected and motivated workforce.

How to use employee engagement metrics

Employee engagement metrics provide measurable insights into how connected, motivated, and satisfied employees are within an organization. By analyzing these metrics, leaders and HR professionals can track engagement trends, identify areas for improvement, and create targeted strategies to drive employee satisfaction and organizational success.

Here's how to effectively use employee engagement metrics to improve outcomes:

1. Track trends in engagement over time

Monitoring employee engagement metrics consistently helps identify patterns and changes in employee morale, satisfaction, and connection.

• How to do it: Use pulse surveys and engagement surveys to measure engagement levels quarterly or monthly. Track metrics such as eNPS (Employee Net Promoter Score), participation rates, and feedback scores.
• Why it matters: Consistent tracking enables leaders to detect signs of disengaged employees early and implement corrective measures before challenges escalate.

2. Align engagement data with business outcomes

Understanding how engagement impacts key business outcomes—such as productivity, retention, and customer satisfaction—connects employee experience to organizational success.

• How to do it: Compare engagement scores with metrics like absenteeism, turnover rates, and team performance. Use the data to highlight how engaged employees contribute to overall results.
• Why it matters: Linking engagement to outcomes helps gain leadership buy-in for engagement initiatives and justifies ongoing investments.

3. Identify strengths and areas for improvement

Employee feedback collected through engagement surveys helps highlight what is working well and where teams need more support.

• How to do it: Analyze survey results to identify engagement drivers, such as leadership communication, recognition, and career development opportunities. Prioritize areas that require immediate attention.
• Why it matters: Addressing areas for improvement builds trust, enhances satisfaction, and ensures employees feel heard and supported.

4. Personalize strategies for different teams

Engagement metrics can uncover unique challenges or successes within different teams, departments, or demographics.

• How to do it: Break down engagement data by team, location, or role to understand specific engagement needs. Tailor strategies like recognition programs, training opportunities, or work-life balance initiatives based on team feedback.
• Why it matters: Personalized approaches address the unique needs of individual teams, increasing employee satisfaction and participation.

5. Measure the impact of engagement initiatives

Engagement metrics help evaluate the success of employee engagement strategies and programs, ensuring they deliver the intended results.

• How to do it: Compare pre- and post-engagement scores after launching new programs, such as recognition tools (e.g., Matter) or wellness initiatives. Analyze feedback to assess changes in morale, satisfaction, and engagement levels.
• Why it matters: Measuring impact helps organizations refine strategies, allocate resources effectively, and focus on what works best for employees.

6. Use engagement data to improve leadership effectiveness

Engagement metrics often reveal how well leaders are fostering employee engagement within their teams.

• How to do it: Use feedback from engagement surveys to assess leadership communication, support, and recognition efforts. Share results with managers and provide training or tools for improvement.
• Why it matters: Improving leadership effectiveness creates stronger relationships, builds trust, and drives higher employee engagement.

7. Foster accountability and transparency

Sharing employee engagement metrics with employees and leadership creates a culture of accountability and collaboration.

• How to do it: Communicate engagement results transparently, celebrate successes, and outline clear action plans to address challenges. Use tools like Matter to track progress and gather ongoing feedback.
• Why it matters: Transparency builds trust, motivates employees, and shows that leadership values their input and experiences.

Why using engagement metrics matters

Effectively using employee engagement metrics transforms data into meaningful action. By tracking trends, identifying areas for improvement, and measuring program success, organizations can:

• Create targeted strategies to improve employee engagement levels.
• Foster a workplace where employees feel valued, supported, and connected.
• Link engagement efforts to tangible business outcomes, like retention, productivity, and performance.

When engagement metrics are used proactively, organizations build stronger, healthier, and more engaged workforces, ensuring long-term growth and organizational success.

Remote teams and employee engagement

With remote work becoming a permanent reality for many organizations, implementing remote employee engagement activities has become both a challenge and an opportunity. Unlike traditional in-office setups, remote teams require deliberate strategies to foster connection, collaboration, and motivation. By prioritizing these activities, leaders can ensure their remote workforce stays productive, satisfied, and aligned with the company's mission.

Why is employee engagement important for remote teams?

Engaging remote employees is essential for:

• Maintaining a sense of belonging and team connection.
• Preventing employee burnout and isolation.
• Boosting employee satisfaction and morale despite physical distance.
• Ensuring alignment with company goals and values.
• Improving productivity, performance, and employee retention.

Without proper engagement strategies, remote employees can quickly become disengaged or feel disconnected from their teams, which can impact both individual and organizational success.

Key challenges in engaging remote teams

Leaders must address specific challenges that come with remote work, including:

1. Lack of face-to-face communication: Limited in-person interactions can reduce team bonding and trust.
2. Work-life balance struggles: Blurring of work and home life can lead to overworking and employee burnout.
3. Feelings of isolation: Remote employees may feel disconnected from their peers and company culture.
4. Lack of recognition: Remote workers may feel their contributions go unnoticed.
5. Reduced collaboration: Remote work can sometimes hinder teamwork and problem-solving.

How to keep remote employees engaged

Here are actionable strategies to boost employee engagement in remote teams:

1. Foster regular and transparent communication

Communication is key to keeping remote employees connected and informed.

• What to do: Schedule regular check-ins, team meetings, and one-on-one conversations. Use tools like Slack, Teams, or Zoom to maintain consistent dialogue.
• Why it matters: Open and transparent communication ensures employees feel heard, valued, and aligned with team goals.

2. Recognize and celebrate contributions

Recognition is just as important for remote teams as it is for in-office teams.

• What to do: Use platforms like Matter to send customizable kudos cards and celebrate remote employees' milestones, achievements, and wins.
• Why it matters: Recognition makes employees feel appreciated and motivates them to stay engaged.

3. Encourage virtual team bonding

Virtual team-building activities strengthen relationships and foster a sense of community among remote employees.

• What to do: Host virtual happy hours, online games, or team challenges. Try activities like virtual escape rooms, trivia nights, or virtual coffee breaks.
• Why it matters: Team bonding builds trust, reduces feelings of isolation, and improves collaboration.

4. Prioritize employee wellbeing

Supporting employee wellbeing is critical for keeping remote employees healthy and engaged.

• What to do: Offer mental health resources, encourage breaks, and promote a strong work-life balance. Wellness programs like virtual yoga classes or fitness challenges can also help.
• Why it matters: Prioritizing wellbeing reduces burnout and improves morale, satisfaction, and overall engagement.

5. Provide the right tools and resources

Equipping remote employees with the right tools ensures they can work efficiently and stay connected.

• What to do: Provide project management tools (e.g., Asana or Trello), communication platforms (e.g., Slack or Teams), and collaboration tools (e.g., Google Workspace).
• Why it matters: Empowering employees with the right tools increases productivity, reduces frustration, and improves engagement.

6. Offer flexibility and trust

Flexibility shows remote employees that their time and wellbeing are valued.

• What to do: Allow flexible work hours to accommodate different time zones and personal needs. Focus on outcomes instead of micromanaging.
• Why it matters: Flexibility promotes trust, autonomy, and a healthier work environment for remote teams.

7. Encourage professional development

Opportunities for growth keep remote employees motivated and invested in their roles.

• What to do: Provide access to online courses, virtual workshops, and mentorship programs. Celebrate learning milestones and growth.
• Why it matters: Investing in development helps employees feel valued and aligned with their long-term goals.

Why employee engagement matters for remote teams

For remote teams, engagement is about creating a workplace experience where employees feel connected, valued, and supported—even from a distance. By prioritizing communication, recognition, team connection, and employee wellbeing, leaders can ensure that remote employees remain productive, engaged, and committed to the company's success.

With the right tools and strategies, organizations can transform remote work into an opportunity to build stronger, more resilient teams, creating a workplace environment where everyone thrives.

5 employee engagement best practices

Successful employee engagement efforts require consistent, intentional strategies that align with the needs of employees and the organization's goals. By implementing best practices, organizations can foster a positive work environment where employees feel connected, motivated, and valued.

Here are 5 best practices to boost employee engagement and ensure long-term organizational success:

1. Foster a culture of recognition

Regular recognition is a cornerstone of employee engagement and helps employees feel seen, valued, and motivated to excel.

• What to do: Implement peer-to-peer recognition tools like Matter, where employees can send personalized kudos cards to celebrate accomplishments, milestones, and team successes. Encourage managers and leaders to acknowledge individual contributions publicly.
• Why it matters: Recognition boosts morale, increases employee satisfaction, and reinforces behaviors that align with organizational goals. Employees who feel appreciated are likelier to stay engaged and committed.

2. Prioritize open and transparent communication

Clear and consistent communication builds trust and ensures employees feel informed and connected to the organization's mission.

• What to do: Schedule regular team check-ins, leadership updates, and one-on-one meetings to keep employees aligned. Encourage open and honest communication where employees can voice concerns, share ideas, and receive feedback.
• Why it matters: Transparency eliminates uncertainty, strengthens relationships, and helps employees understand their role in driving organizational success.

3. Provide opportunities for growth and development

Employees want to know their organization values their growth and long-term success. Offering professional development opportunities keeps employees motivated and invested.

• What to do: Provide access to mentorship programs, virtual workshops, and learning platforms. Support employees in setting clear career goals and align growth opportunities with their strengths and aspirations.
• Why it matters: Professional development fosters loyalty, increases engagement, and ensures employees see a future within the organization.

3. Support employee wellbeing

A focus on employee wellbeing shows that the organization cares about employees as people, not just workers. Wellbeing initiatives promote healthier, happier teams that are more engaged and productive.

• What to do: Offer wellness programs, mental health support, and resources for achieving work-life balance. Encourage flexibility in schedules, remote work options, and breaks to reduce burnout.
• Why it matters: Prioritizing employee wellbeing improves morale, reduces absenteeism, and strengthens overall engagement.

4. Act on employee feedback

Employees are more engaged when they feel heard and see real action taken based on their feedback. Creating a culture of feedback ensures employees feel valued and involved in shaping the workplace experience.

• What to do: Use employee engagement surveys and pulse checks to gather insights regularly. Platforms like Matter streamline the process by incentivizing feedback collection and analyzing results. Share findings transparently and outline actionable next steps to address concerns.
• Why it matters: Acting on feedback builds trust, boosts satisfaction, and ensures that engagement initiatives address real employee needs.

Why these best practices matter

Implementing these employee engagement best practices creates a workplace where employees feel appreciated, supported, and empowered to succeed. Recognition, communication, development opportunities, and a focus on employee wellbeing ensure that employees remain connected to their work, their teams, and the organization's goals.

By fostering a culture of engagement, organizations can achieve stronger retention, higher productivity, and sustainable business outcomes.

10 employee engagement strategies

Building a successful employee engagement strategy requires a mix of intentional initiatives, tools, and leadership approaches. When implemented effectively, these strategies help organizations create a thriving workplace where employees feel motivated, valued, and aligned with company goals.

Here are 10 actionable strategies to boost employee engagement:

1. Implement a culture of recognition

Regular recognition is essential for making employees feel valued and appreciated for their efforts.

• What to do: Use platforms like Matter to encourage peer-to-peer recognition, celebrate milestones, and reward contributions with customizable kudos cards and incentives.
• Why it matters: Recognition strengthens morale, improves team relationships, and promotes a culture of positivity and appreciation.

2. Offer professional development opportunities

Investing in career development shows employees that their growth matters to the organization.

• What to do: Provide access to mentorship programs, online courses, and skill-building workshops. Support employees with clear growth paths and regular feedback.
• Why it matters: Employees who see opportunities for development are more engaged, loyal, and likely to contribute meaningfully.

3. Promote work-life balance

A healthy work-life balance helps employees manage workloads, reduce stress, and maintain engagement.

• What to do: Offer flexible work hours, remote work options, and mental health support. Encourage breaks and time off to prevent burnout.
• Why it matters: Prioritizing balance improves employee wellbeing and ensures teams remain energized and productive.

4. Foster strong leadership and communication

Leaders who communicate openly and lead with empathy build trust and inspire employees to stay engaged.

• What to do: Conduct regular check-ins, share company updates transparently, and provide clear expectations. Empower managers with leadership training to improve communication skills.
• Why it matters: Strong leadership creates alignment, reduces uncertainty, and ensures employees feel supported.

5. Encourage team collaboration and connection

Team engagement is critical for building strong relationships and fostering a sense of belonging.

• What to do: Organize virtual and in-person team-building activities, group projects, or brainstorming sessions. Use collaboration tools like Slack, Teams, or project management platforms.
• Why it matters: Connected teams perform better, solve problems faster, and maintain high employee morale.

6. Collect and act on employee feedback

Gathering and acting on employee feedback demonstrates that employees' voices matter and drive meaningful improvements.

• What to do: Use employee engagement surveys or pulse checks to collect insights. Platforms like Matter streamline feedback collection and analysis. Share results and outline actions taken based on feedback.
• Why it matters: Employees feel heard and empowered when organizations address their concerns and suggestions.

7. Create a positive and inclusive company culture

An inclusive company culture promotes employee diversity, collaboration, and a sense of belonging.

• What to do: Establish diversity and inclusion programs, encourage open conversations, and celebrate employees' unique contributions and perspectives.
• Why it matters: A supportive culture helps employees feel valued, connected, and motivated to do their best work.

8. Use engagement and recognition tools

Leveraging employee engagement tools simplifies recognition, feedback, and engagement initiatives.

• What to do: Platforms like Matter automate recognition, pulse surveys, and milestone celebrations, making it easy to keep employees engaged.
• Why it matters: Tools help streamline engagement efforts, saving time while improving participation and team morale.

9. Align employees with organizational goals

Employees who understand how their roles contribute to company success are more engaged and motivated.

• What to do: Clearly communicate company goals, values, and strategies. Show how individual contributions impact overall results.
• Why it matters: Aligning employees with organizational objectives fosters a shared sense of purpose and direction.

10. Celebrate personal and professional milestones

Recognizing important milestones helps employees feel valued both as professionals and individuals.

• What to do: Automate celebrations for birthdays, work anniversaries, and project completions using platforms like Matter. Pair recognition with meaningful rewards.
• Why it matters: Celebrating milestones strengthens employee relationships, boosts morale, and enhances employee satisfaction.

Why these strategies matter

Implementing these employee engagement strategies helps organizations create a workplace where employees feel motivated, connected, and empowered to succeed. Organizations can improve employee retention, boost productivity, and foster long-term business success by focusing on recognition, growth, feedback, and employee wellbeing.

When employees are engaged, they become passionate advocates for their teams, their work, and their company's mission—leading to stronger relationships, better performance, and measurable growth.

10 employee engagement examples

Successful organizations implement creative and intentional employee engagement strategies to foster motivation, connection, and satisfaction. 

Here are 10 real-world employee engagement examples that inspire teams and improve organizational success:

1. Peer-to-peer recognition programs

Recognition is one of the most effective ways to boost employee engagement.

• Example: Platforms like Matter allow employees to send kudos cards, highlight contributions, and celebrate achievements in a fun, meaningful way.
• Why it works: Regular recognition boosts morale, builds trust, and makes employees feel valued for their hard work.

2. Professional development programs

Opportunities for growth and career development keep employees engaged and motivated to excel.

• Example: Companies like Amazon offer career progression programs, mentorship opportunities, and access to learning platforms for skill enhancement.
• Why it works: Employees who see a clear path for growth are more likely to stay connected and loyal to the organization.

3. Wellness initiatives and mental health support

Prioritizing employee wellbeing improves engagement by addressing physical and mental health needs.

• Example: Google provides on-site fitness centers, virtual yoga classes, and mental health counseling to promote a holistic approach to wellbeing.
• Why it works: Supporting employees' health reduces burnout, boosts energy, and encourages better work-life balance.

4. Virtual team-building activities

For remote teams, virtual activities promote connection and combat isolation.

• Example: Companies host virtual escape rooms, trivia games, or cooking classes to encourage team bonding and collaboration.
• Why it works: Engaging activities foster relationships, improve morale, and create a stronger sense of community.

5. Employee feedback and pulse surveys

Collecting regular employee feedback allows organizations to address concerns and improve satisfaction.

• Example: Tools like Matter distribute pulse surveys that incentivize feedback and provide actionable insights for leaders.
• Why it works: Acting on feedback shows employees their opinions matter, fostering trust and transparency.

6. Celebrating milestones and achievements

Recognizing personal and professional milestones strengthens engagement and relationships.

• Example: Automate birthday and work anniversary celebrations using tools like Matter and pair recognition with rewards like gift cards or time off.
• Why it works: Celebrating milestones makes employees feel appreciated and connected to their teams.

7. Inclusive and diverse company culture

An inclusive workplace promotes equity, respect, and belonging—key elements of employee engagement.

• Example: Salesforce prioritizes diversity through employee resource groups (ERGs), open dialogues, and inclusive hiring practices.
• Why it works: Employees are more engaged when they feel seen, heard, and valued in their unique identities.

8. Flexible work arrangements

Providing flexibility empowers employees to manage their workloads and personal lives effectively.

• Example: Organizations like Slack allow employees to work remotely and choose flexible hours that suit their needs.
• Why it works: Flexibility reduces stress, improves work-life balance, and keeps employees engaged and productive.

9. Recognition-based rewards programs

Rewarding employees for outstanding performance encourages continued effort and dedication.

• Example: Platforms like Matter offer rewards like digital gift cards, charitable donations, and prepaid incentives to recognize contributions.
• Why it works: Tangible rewards paired with recognition reinforce positive behaviors and show employees they are valued.

10. Company-wide communication and alignment

Transparent communication ensures employees understand how their work contributes to the company's mission.

• Example: Organizations hold regular town halls, leadership Q&A sessions, or weekly updates to keep employees informed and aligned.
• Why it works: Open communication creates a shared sense of purpose, ensuring employees feel connected to company goals.

Why these examples matter

These employee engagement examples demonstrate how recognition, development, wellbeing, and communication work together to create a thriving, motivated workforce. By implementing these strategies, organizations can boost morale, improve retention, and ensure employees feel connected to their work, their teams, and the company's overall mission.

When organizations prioritize employee satisfaction and engagement, they foster a workplace where employees are inspired to contribute their best, driving meaningful business outcomes and organizational success.

5 ways to improve employee engagement

Improving employee engagement requires a thoughtful and strategic approach that focuses on recognition, communication, growth, and overall employee satisfaction. Organizations can foster a positive, productive workplace where employees feel motivated, valued, and inspired to contribute their best by taking actionable steps to engage employees.

Here are 5 proven ways to improve employee engagement:

1. Recognize and reward contributions regularly

Consistent recognition ensures employees feel appreciated for their efforts and achievements, which directly improves employee satisfaction and motivation.

• How to do it: Use tools like Matter to send personalized kudos cards, celebrate team achievements, and reward milestones with digital gift cards, donations, or other incentives.
• Why it works: Recognition reinforces positive behaviors, boosts morale, and creates a culture of appreciation where employees feel truly valued.

2. Foster open communication and transparency

Open and honest communication builds trust, aligns teams, and ensures employees feel informed and connected to the company's mission.

• How to do it: Encourage regular check-ins, host company-wide updates, and use platforms like Slack or Teams for ongoing communication. Collect feedback through employee engagement surveys to identify challenges and opportunities.
• Why it works: Transparent communication eliminates confusion, strengthens relationships, and creates a sense of purpose and clarity for employees.

3. Support professional development and growth

Providing opportunities for learning and growth keeps employees motivated and engaged while demonstrating the organization's investment in their future.

• How to do it: Offer mentorship programs, online learning resources, and clear pathways for career development. Regular performance reviews can help set and align individual goals with organizational objectives.
• Why it works: Employees who see opportunities for growth are more likely to remain loyal, productive, and aligned with company goals.

4. Promote work-life balance and employee wellbeing

Supporting employee wellbeing is critical to reducing burnout and ensuring employees remain engaged, energized, and productive.

• How to do it: Offer flexible work schedules, mental health support, wellness programs, and tools for managing workloads effectively. Promote initiatives like virtual wellness challenges or paid mental health days.
• Why it works: Focusing on work-life balance improves mental and physical health, increasing employee satisfaction and reducing turnover.

5. Act on employee feedback to drive improvement

Employees are more engaged when they see their input being valued and acted upon. Gathering feedback and implementing changes helps address concerns while fostering trust.

• How to do it: Use platforms like Matter to gather real-time feedback through pulse surveys and incentivize participation. Share survey results and outline action steps based on employee input.
• Why it works: Acting on feedback demonstrates that employees' voices matter, which enhances trust, satisfaction, and overall engagement levels.

Why improving employee engagement matters

Improving employee engagement has a lasting impact on both individual employees and the organization as a whole. When employees feel recognized, supported, and connected, they are more likely to:

• Contribute to meaningful business outcomes.
• Stay loyal to the organization, improving employee retention.
• Collaborate effectively and foster a strong company culture.
• Go above and beyond to help the organization succeed.

By focusing on recognition, communication, growth, and employee wellbeing, leaders can create an environment where employees thrive and feel empowered to reach their full potential.

5 employee engagement tips and advice

Boosting employee engagement requires more than just implementing programs—it involves consistent effort, genuine connection, and a focus on creating a supportive and motivating workplace. 

Here are five expert tips to help organizations drive engagement and build stronger, more connected teams:

1. Prioritize meaningful recognition

Recognition is one of the simplest yet most impactful ways to motivate and engage employees.

• Tip: Go beyond generic "good job" praise and focus on recognizing specific contributions, achievements, and behaviors. Tools like Matter allow for personalized kudos cards and automated milestone celebrations.
• Advice: Pair recognition with rewards like gift cards, donations, or experiences to show genuine appreciation. Consistent and authentic recognition builds trust, reinforces employee satisfaction, and encourages long-term engagement.

2. Communicate frequently and transparently

Clear and consistent communication fosters trust and ensures employees feel informed and connected to organizational goals.

• Tip: Use regular team meetings, one-on-one check-ins, and company-wide updates to keep employees engaged. Platforms like Slack or Teams enable real-time communication, even for remote teams.
• Advice: Be transparent about challenges, successes, and plans. Employees who understand the bigger picture are more likely to feel invested in achieving business success.

3. Invest in employee wellbeing and work-life balance

A focus on employee wellbeing ensures teams stay energized, healthy, and committed to their work.

• Tip: Introduce wellness programs, mental health resources, and initiatives like virtual fitness challenges or flexible work hours. Encourage employees to take time off to recharge.
• Advice: Promote a culture where work-life balance is not just encouraged but celebrated. Supporting employee health reduces burnout and increases both morale and productivity.

4. Encourage professional development

Providing opportunities for career development shows employees that their growth is a priority and aligns their ambitions with organizational goals.

• Tip: Offer training programs, mentorship opportunities, and resources for skill-building. Regularly set and review personal development goals to keep employees on track.
• Advice: Celebrate learning milestones and recognize employees who invest in their growth. Empowering employees to develop professionally improves engagement levels and employee retention.

5. Act on employee feedback to build trust

Employees who feel heard and see changes based on their input are far more likely to remain engaged and committed to their roles.

• Tip: Regularly collect employee feedback through surveys, pulse checks, and team discussions. Use platforms like Matter to gather insights and incentivize participation.
• Advice: Share survey results transparently and outline specific actions to address feedback. Acting on feedback shows employees that their voices matter and builds a stronger connection between teams and leadership.

Why these tips matter

Improving employee engagement is about fostering a workplace culture where employees feel valued, supported, and empowered. Organizations can create an environment where employees thrive by prioritizing recognition, transparent communication, employee wellbeing, development, and feedback.

When employees feel connected to their work and recognized for their contributions, they are more likely to stay committed, motivated, and actively contribute to the organization's success.

5 employee engagement ideas for remote teams

Keeping remote teams engaged can be challenging without the right strategies and innovative employee engagement ideas. However, with intentional efforts, leaders can create a positive, connected, and motivated environment for employees working from home or across locations. 

Here are five innovative employee engagement ideas tailored to remote teams:

1. Virtual recognition and kudos programs

Recognition plays a crucial role in keeping remote employees engaged and connected to their teams.

• How to do it: Use platforms like Matter to send personalized kudos cards, celebrate achievements, and recognize milestones like birthdays, work anniversaries, or project completions. Encourage peer-to-peer recognition to build stronger team bonds.
• Why it works: Regular and meaningful recognition fosters appreciation, boosts morale, and helps employees feel valued despite physical distance.

2. Virtual team-building activities

Team-building activities encourage collaboration, improve communication, and strengthen relationships among remote team members.

• How to do it: Host virtual events like trivia nights, online escape rooms, scavenger hunts, or "show and tell" sessions. Tools like Zoom and Slack make it easy to organize and engage participants.
• Why it works: These activities reduce feelings of isolation, encourage teamwork, and create a sense of belonging.

3. Remote wellness challenges

Focusing on employee wellbeing through virtual wellness programs helps promote a healthy work-life balance and keeps employees energized.

• How to do it: Organize monthly fitness challenges, meditation sessions, or virtual yoga classes. Encourage employees to track steps or share wellness goals, offering rewards for participation and completion.
• Why it works: Wellness initiatives prioritize mental and physical health, reducing burnout and increasing employee satisfaction.

4. Coffee chats and virtual hangouts

Casual conversations help build stronger connections among team members by mimicking in-office interactions.

• How to do it: Schedule virtual coffee breaks, happy hours, or "lunch and learn" sessions where employees can discuss non-work-related topics. Platforms like Slack allow teams to create dedicated channels for casual chats.
• Why it works: Informal gatherings improve team relationships, reduce stress, and build a sense of community among remote employees.

5. Learning and development opportunities

Providing growth opportunities keeps employees engaged and invested in their professional development.

• How to do it: Offer online courses, virtual workshops, and mentorship programs tailored to employee needs and aspirations. Platforms like Udemy or LinkedIn Learning can provide accessible resources for upskilling.
• Why it works: Investing in career development shows employees that their growth matters, encouraging loyalty and higher engagement levels.

Why these ideas matter

Engaging remote teams requires creativity and consistent effort. Organizations can foster a workplace where remote employees feel connected, motivated, and supported by implementing virtual recognition programs, team-building activities, wellness initiatives, casual hangouts, and growth opportunities.

These ideas improve morale and strengthen team relationships, reduce feelings of isolation, and promote long-term employee satisfaction. When remote teams feel valued and engaged, they are empowered to contribute to the organization's success from anywhere.

7 employee engagement activities

Employee engagement activities are designed to improve connection, morale, and motivation among teams. Organizations can create a more engaging and supportive workplace environment by organizing activities that promote collaboration, recognition, and personal growth.

Here are 7 effective employee engagement activities to inspire and energize your teams:

1. Peer recognition sessions

Recognition is a key driver of employee engagement and creates a positive, appreciative work culture.

• How to do it: Host monthly or quarterly peer recognition sessions where employees can publicly appreciate their colleagues. Use tools like Matter to send kudos cards that highlight specific achievements or milestones.
• Why it works: Celebrating wins boosts morale, strengthens relationships, and makes employees feel valued for their contributions.

2. Team-building workshops

Team-building activities help employees collaborate effectively, fostering trust and stronger connections.

• How to do it: Organize workshops focusing on problem-solving, brainstorming, or creative tasks. Activities like escape rooms, group challenges, or personality assessments (e.g., Myers-Briggs) can strengthen teamwork.
• Why it works: These activities improve communication, encourage teamwork, and create a sense of camaraderie.

3. Lunch and learn sessions

Providing opportunities for professional growth keeps employees motivated and engaged while encouraging knowledge sharing.

• How to do it: Host virtual or in-person "lunch and learn" sessions where employees can present on a topic, share skills, or discuss trends relevant to the industry. Invite guest speakers for added insights.
• Why it works: Learning activities foster career development, promote continuous growth, and empower employees with new skills.

4. Wellness programs and challenges

Supporting employee wellbeing through physical and mental health initiatives improves morale and reduces burnout.

• How to do it: Launch wellness challenges like step competitions, virtual fitness classes, or mindfulness workshops. Offer rewards or incentives for participation, such as digital gift cards or donations.
• Why it works: Wellness programs improve work-life balance and show employees that their health and wellbeing are priorities.

5. Recognition-based competitions

Friendly competitions encourage productivity and create excitement while promoting recognition.

• How to do it: Create competitions around performance milestones, such as "Employee of the Month" or "Top Innovator." Use platforms like Matter to automate rewards, provide personalized recognition, and celebrate wins.
• Why it works: Competitions motivate employees, celebrate achievements, and increase engagement levels.

6. Volunteer and community service days

Engaging employees in meaningful activities outside of work fosters purpose, team bonding, and community impact.

• How to do it: Organize team volunteer days for local nonprofits or allow employees to participate in service projects that align with company values. Virtual volunteering can include fundraising campaigns or online mentoring.
• Why it works: Volunteer programs connect employees to causes they care about, promoting fulfillment and boosting morale.

7. Personal milestone celebrations

Recognizing personal milestones makes employees feel appreciated as individuals, not just professionals.

• How to do it: Celebrate birthdays, work anniversaries, and other personal milestones using tools like Matter. Automate celebrations with customizable kudos cards, team shout outs, and meaningful rewards.
• Why it works: Acknowledging personal achievements builds trust, fosters relationships, and enhances overall employee satisfaction.

Why employee engagement activities matter

Engaging employees through activities that promote recognition, teamwork, wellness, and personal connection is critical for building a thriving, motivated workforce. These activities strengthen relationships, reduce disengagement, and show employees that they are valued, supported, and connected to the company's mission.

By incorporating regular employee engagement activities, organizations can boost morale, improve retention, and create a workplace culture where employees feel energized and excited to contribute to their teams' success.

10 fun employee engagement activities in-office

In-office employee engagement activities are a great way to boost morale, strengthen team connections, and create a fun, positive workplace. By organizing activities that balance productivity and enjoyment, organizations can ensure employees remain motivated, connected, and excited to contribute to their teams.

Here are 10 fun and impactful employee engagement activities for the workplace:

1. Office scavenger hunts

A scavenger hunt adds a playful element to the workplace and encourages teamwork.

• How to do it: Create a list of fun items or tasks for employees to find within the office. Add a mix of personal challenges like solving riddles or sharing facts about coworkers. Offer rewards for the winning team.
• Why it works: It promotes collaboration, problem-solving, and friendly competition while breaking the monotony of the workday.

2. Themed dress-up days

Themed days allow employees to showcase creativity and participate in team-based fun.

• How to do it: Organize dress-up days such as "Retro Day," "Pajama Day," or "Favorite Sports Team Day." Encourage participation with small prizes or shout outs.
• Why it works: It adds energy to the workplace, sparks conversation, and builds team camaraderie.

3. Monthly trivia competitions

Trivia challenges offer a fun way for employees to test their knowledge while promoting teamwork.

• How to do it: Create trivia questions on general knowledge, company history, or pop culture. Split employees into teams and host competitions during lunch breaks or team meetings.
• Why it works: Trivia encourages friendly competition, reduces stress, and promotes collaboration.

4. Desk decorating contests

Let employees showcase their personalities by decorating their workspaces.

• How to do it: Choose a theme (e.g., holidays, favorite movies, or seasons) and let employees decorate their desks. Host a voting session to award the most creative designs.
• Why it works: It sparks creativity, boosts team spirit, and enhances employee satisfaction by creating a lively workplace.

5. Office game tournaments

Games are a fun and engaging way to build teamwork and encourage friendly competition.

• How to do it: Set up tournaments for board games, card games, or video games. Popular options include ping pong, foosball, or chess. Create a bracket and reward winners.
• Why it works: Games allow employees to unwind, build stronger connections, and improve morale.

6. Celebrate work milestones and achievements

Acknowledging achievements helps employees feel valued and motivated.

• How to do it: Celebrate individual and team accomplishments like project completions, work anniversaries, or promotions. Use tools like Matter to send kudos cards and automate rewards.
• Why it works: Recognizing contributions creates a culture of appreciation and strengthens employee engagement.

7. Lunch-and-learn sessions

Lunch-and-learn events combine professional growth with team bonding.

• How to do it: Invite employees or external speakers to share knowledge or teach skills over lunch. Topics can range from industry trends to personal development.
• Why it works: These sessions encourage learning, promote career development, and allow teams to connect over shared interests.

8. Team fitness challenges

Promoting health and wellness keeps employees energized and improves engagement.

• How to do it: Organize fitness challenges like step competitions, yoga sessions, or group walks. Use fitness apps to track progress and reward top performers.
• Why it works: Fitness challenges improve employee wellbeing, reduce stress, and promote healthy habits.

9. Office "escape room" challenges

Escape room activities encourage teamwork, critical thinking, and problem-solving.

• How to do it: Set up puzzles, clues, and tasks in a conference room or common area. Teams work together to solve challenges and "escape" within a time limit.
• Why it works: Escape rooms build team collaboration and add excitement to the workplace.

10. Casual Friday socials

Ending the week with a relaxed, informal social gathering helps employees connect and unwind.

• How to do it: Host Friday afternoon socials with snacks, games, or themed activities. Encourage employees to share highlights from their week or give kudos to teammates.
• Why it works: Social events strengthen relationships, improve morale, and create a positive, connected team atmosphere.

Why in-office engagement activities matter

Fun and engaging activities in the office create a positive environment where employees feel energized, appreciated, and connected. Organizations can boost employee satisfaction, improve collaboration, and reduce employee burnout by implementing activities that promote teamwork, creativity, and wellness.

Employees who enjoy their work environment are more likely to stay engaged, productive, and loyal to the company's mission—driving long-term business success.

5 employee engagement solutions

Organizations looking to enhance employee engagement need reliable tools that foster recognition, communication, and feedback. These platforms offer features to track engagement, celebrate achievements, and strengthen team morale. 

Here are 5 employee engagement solutions that can help organizations create a more connected and motivated workforce.

1. Matter

About Matter: Matter is a leading employee engagement platform designed to make peer-to-peer recognition and feedback effortless. Built to integrate seamlessly with Slack and Microsoft Teams, Matter empowers teams to celebrate wins, share kudos, and build stronger connections. The platform automates recognition programs, pulse surveys, and milestone celebrations, ensuring teams remain engaged and valued.

Matter also stands out for its flexibility and ease of use. In just minutes, organizations can customize kudos cards for company values, achievements, or team milestones. From Feedback Friday reminders to automated rewards for birthdays and anniversaries, Matter makes employee engagement consistent, fun, and impactful.

Matter main features:

• Peer-to-peer recognition with customizable kudos cards.
• Automated Feedback Friday to encourage weekly recognition.
• Reward options include gift cards, donations, and branded perks.
• Incentivized engagement surveys with real-time analytics.
• Automated milestone celebrations for birthdays and work anniversaries.

Matter pricing: 

• Free Forever: $0/user/month
• Basic: $1/user/month, billed annually
• Pro: $3/user/month, billed annually
• Pro + Surveys: $5/user/month, billed annually

To learn more, view Matter’s pricing page.

Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.

What Matter customers are saying on G2: “The interface of Matter is extremely user-friendly and intuitive, which significantly reduces the learning curve for new users. The customer support team is responsive and genuinely helpful, providing quick solutions to any issues that arise. Additionally, the robust analytics features have made it much easier to track performance and make data-driven decisions." - Vincent M., Subject Matter Expert (G2 Review for Matter).

2. WorkTango

About WorkTango: WorkTango provides tools to improve employee engagement by focusing on recognition, feedback, and performance alignment. Its platform offers pulse surveys, actionable analytics, and peer recognition to strengthen team morale and drive organizational success.

WorkTango main features:

• Real-time pulse surveys and engagement analytics.
• Recognition programs with rewards and peer acknowledgment.
• Insights for improving team satisfaction and engagement.

WorkTango pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with WorkTango.

WorkTango G2 score: WorkTango has a G2 score of 4.6/5 based on user reviews.

What WorkTango customers are saying on G2: “I tried to sell back points that were awarded to me so I could give more to others. The demo made it seem like this was an immediate point transfer. It was difficult and not immediate. It takes a lot of points to earn a meaningful award.” - Verified User in Biotechnology (Customer G2 Review).

3. Empuls

About Empuls: Empuls is an all-in-one platform for boosting employee engagement through recognition, rewards, and feedback tools. Designed for teams of all sizes, Empuls makes it easy to celebrate wins, incentivize participation, and improve employee satisfaction.

Empuls main features:

• Peer and manager recognition with reward options.
• Customizable engagement surveys and actionable dashboards.
• Gamified features to encourage team participation.

Empuls pricing:

• Reward & Recognize: $3 per employee/month, billed annually
• Surveys: $3 per employee/month, billed annually
• Perks & Benefits: $2 per employee/month, billed annually
• Employee Gifting & Service Rewards: $0 Platform Fees  (5% Fees on rewards issued)
• Social Intranet & Community Groups: $1 per employee/month, billed annually

To learn more, view Empuls’s pricing page.

Empuls G2 score: Empuls has a G2 score of 4.6/5 based on user reviews.

What Empuls customers are saying on G2: “The user interface seems still in it's nascent stages so I'd rather say, it is a bit less user-friendly. For example, I wanted to checkout the complete Org chart, but I could only go step by step at a time.” - Gangamai K.

4. Officevibe

About Officevibe: Officevibe is a platform focused on improving employee satisfaction through pulse surveys, feedback tools, and actionable insights. It helps managers identify engagement challenges and build stronger team relationships.

Officevibe main features:

• Weekly pulse surveys for tracking engagement trends.
• Anonymous feedback tools for employees.
• Analytics to measure and improve team satisfaction.

Officevibe pricing:

• Free: $0/user/month
• Essential: $3.50/person/month
• Pro: $5/person/month

To learn more, view Officevibe’s pricing page.

Officevibe G2 score: Officevibe has a G2 score of 4.3/5 based on user reviews.

What Officevibe customers are saying on G2: “Officevibe provides a regular stream of honest feedback and discussion between managers and employees across our company. GoodVibes has become THE way our employees appreciate and recognize one another. Our management team disucsses the data and anonymous responses on a monthly basis.” - Anthony B., President (G2 Review for Workleap).

5. Motivosity

About Motivosity: Motivosity is an innovative employee engagement platform designed to foster meaningful connections, recognize contributions, and build a positive workplace culture. Its user-friendly interface encourages employees to express gratitude, share feedback, and celebrate successes, driving stronger engagement and collaboration across teams.

Motivosity main features:

• Peer-to-peer recognition tools to encourage appreciation.
• Rewards and incentive programs tailored to employee preferences.
• Feedback and communication channels to promote transparency.
• Engagement analytics to track employee satisfaction and participation.

Motivosity pricing: 

• $3,000 Minimum annual spend
• Standard
• Pro
• Custom
• Add-Ons: Communications, Spaces, Surveys, Meetings

To learn more, view Motivosity’s pricing page.

Motivosity G2 score: Motivosity has a G2 score of 4.7/5 based on user reviews.

What Motivosity customers are saying on G2: “I love the idea of what it will be. I love the focus on positivity and improving the culture of your company. I'm very disappointed in thd customer care. You have to schedule an appointment to get help and it's very frustrating. We paid for the more expensive package and haven't even been able to accurately use it because they don't have the lead completely working correct. We spent A LOT of money to not get the help or compensation st least until they get the kinks worked out.” - Tresa B., Owner (Customer G2 Review).

Why employee engagement solutions matter

Implementing the right employee engagement solutions ensures organizations can streamline recognition, communication, and feedback while fostering a culture of appreciation and connection. Platforms like Matter, WorkTango, Empuls, Officevibe, and Workvivo empower organizations to:

• Celebrate achievements and milestones effortlessly.
• Gather actionable insights to improve employee satisfaction.
• Strengthen team collaboration and alignment with company goals.

By using these tools, organizations can create a positive and engaging workplace that drives employee retention, performance, and overall organizational success.

5 employee engagement platforms for wellness

Employee wellbeing plays a critical role in maintaining high engagement levels, improving morale, and reducing burnout. Wellness-focused platforms help organizations support employees' mental, physical, and emotional health while fostering a culture of care.

Here are 5 employee engagement platforms for wellness to consider:

1. Matter

About Matter: Matter is a versatile engagement tool that seamlessly integrates wellness and recognition to improve employee satisfaction. In addition to peer-to-peer kudos and feedback features, Matter supports employee wellbeing by celebrating personal milestones, offering meaningful rewards, and fostering a culture of positivity.

The platform's automated celebration tools, such as birthdays and work anniversaries, contribute to work-life balance, while its customizable rewards—like donations to charities, wellness incentives, and prepaid gift cards—empower teams to prioritize health and self-care. Matter's easy-to-use design ensures these initiatives happen effortlessly within Slack and Teams environments.

Matter main features:

• Automated celebration tools to recognize milestones and achievements.
• Rewards that promote wellbeing, such as wellness-focused gift cards or donations.
• Incentivized pulse surveys to encourage participation and feedback.
• Peer-to-peer recognition builds positivity and morale.
• Integration with Slack and Microsoft Teams for seamless use.

Matter pricing: 

• Free Forever: $0/user/month
• Basic: $1/user/month, billed annually
• Pro: $3/user/month, billed annually
• Pro + Surveys: $5/user/month, billed annually

To learn more, view Matter’s pricing page.

Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.

What Matter customers are saying on G2: “The reward options that you can redeem Matter coins for are unrivaled! Definitely the most extensive selection of companies/gift cards to choose from.” - Chris Miller, E-Commerce Manager at DYODE (Customer Story).

2. Wellhub

About Wellhub: Wellhub (formerly Gympass) is a wellness platform that connects employees with fitness and mental health resources to promote healthier lifestyles and work-life balance.

Wellhub main features:

• Access to thousands of fitness classes, gyms, and wellness apps.
• Personalized health programs for physical and mental wellbeing.
• Resources for meditation, therapy, and stress management.

Wellhub pricing: 

• Digital: $0/user/month
• Starter: $11.19/user/month
• Starter+: $24.99/user/month
• Basic: $37.99/user/month

To learn more, view Wellhub’s pricing page.

Wellhub G2 score: Wellhub has a G2 score of 3.6/5 based on user reviews.

What Wellhub customers are saying on G2: “They have better class availability than other apps.” - Emily S., Member (G2 Review for Wellhub).

3. Wellable

About Wellable: Wellable is a wellness platform that supports employee wellbeing through custom programs focused on fitness, nutrition, and mental health.

Wellable main features:

• Wellness challenges and fitness tracking programs.
• Resources for nutrition, mental health, and mindfulness.
• Rewards and gamification to encourage participation.

Wellable pricing: 

• Essentials: $625/user/month
• Pro: $1,000/user/month
• Enterprise: $1,500/user/month

To learn more, view Wellable’s pricing page.

Wellable G2 score: Wellable has a G2 score of 4.7/5 based on user reviews.

What Wellable customers are saying on G2: “I appreciate the ability to miss a few days and not be daunted by daily engagement on the app itself. I do try to be mindful and log daily for meals and activities, both, but sometimes life is just too busy. To be able to return to it two or three days later, definitely makes it so that I am not overwhelmed or burdened by it. The target point ranges are reasonably attainable, again minimizing the anxiety or feelings of failure. The extra benefits tab and meal planning and the on-demand fitness videos are a big help, as well. Less googling new, healthier meal options for my family, or at home fitness routines. I just default to my Wellable app when I have time and go from there. This app has a great tool to add to my overall wellness journey.” - Beth K., Rental Coordinator (G2 Review for Wellable).

4. Workvivo

About Workvivo: Workvivo combines communication, recognition, and wellbeing tools into a single platform that supports employee engagement and morale.

Workvivo main features:

• Social intranet for sharing wellness programs and updates.
• Recognition tools to celebrate employee contributions.
• Virtual spaces for fitness challenges and wellness initiatives.

Workvivo pricing: 

• Business Plan: $20,000/250-2000 employees/typical minimum pricing starts
• Enterprise Plan: 2,000+ employees

To learn more, view Workvivo’s pricing page.

Workvivo G2 score: Workvivo has a G2 score of 4.8/5 based on user reviews. 

What Workvivo customers are saying on G2: “I like that we're able to celebrate our company's wins within the company. You don't have to give out your own personal social media handles so there's still that separation from work and home. You're able to share work-related thoughts and appreciation towards your employees. Our company has used it to keep us up to date on company podcasts, charity work, and goals reached by different departments. It's given me a sense of pride in our business.” - Tony L., Media Development Executive (G2 Review for Workvivo).

5. Wellics

About Wellics: Wellics focuses on improving employee wellbeing through personalized wellness programs, tools, and insights. It empowers employees to track their progress toward healthier lifestyles.

Wellics main features:

• Personalized wellness plans tailored to employee goals.
• Analytics to track progress and measure program impact.
• Gamified challenges to boost participation and engagement.

Wellics pricing: 

• Starter: $5/user/month
• Professional: custom pricing

To learn more, view Wellics pricing page.

Wellics G2 score: There is no G2 score for Wellics at this time. To learn more, view Wellics G2 profile.

What Wellics customers are saying on G2: There are no reviews available for Wellics at this time.

Why wellness platforms matter

Employee engagement platforms for wellness ensure that employees have the tools and resources to prioritize their physical, mental, and emotional health. Platforms like Matter, Wellhub, Wellable, Workvivo, and Wellics make it easier for organizations to:

• Improve employee morale by supporting healthier lifestyles.
• Reduce burnout and stress with wellness-focused programs.
• Promote a positive work environment that fosters employee satisfaction and retention.

By investing in wellness initiatives, organizations can build healthier, happier, and more engaged employees, leading to greater productivity and long-term organizational success.

5 employee engagement tools for recognition and rewards

Recognition and rewards are essential for building a culture where employees feel valued, motivated, and connected to their teams. The right employee engagement tools simplify recognition, automate rewards, and encourage consistent participation, helping organizations foster an environment of appreciation and positivity.

Here are 5 employee engagement tools for recognition and rewards to consider:

1. Matter

About Matter: Matter is a Slack- and Teams-first platform that specializes in peer-to-peer recognition and rewards. Designed to celebrate team wins and individual contributions, Matter makes it easy for employees to send kudos cards, celebrate milestones, and reward achievements—all seamlessly integrated into the tools your team already uses.

Matter also supports customizable rewards, including digital gift cards, charitable donations, and prepaid incentives. Its automated features, like Feedback Friday, milestone reminders, and weekly coin resets, encourage regular participation and create an ongoing culture of recognition.

Matter main features:

• Customizable kudos cards for peer-to-peer recognition.
• Rewards include gift cards, donations, and branded incentives.
• Automated milestone celebrations for birthdays and work anniversaries.
• Feedback Friday for weekly recognition nudges.
• Seamless integration with Slack and Microsoft Teams.

Matter pricing: 

• Free Forever: $0/user/month
• Basic: $1/user/month, billed annually
• Pro: $3/user/month, billed annually
• Pro + Surveys: $5/user/month, billed annually

To learn more, view Matter’s pricing page.

Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.

What Matter customers are saying on G2: “Our company’s culture & morale changed overnight! In under 2 months, we’ve had over 2,000 kudos sent and 80%+ engagement across all employees. Matter has motivated people to participate like no other software we have ever used.” - Jeff Hagel, President at McInnis & Holloway (Customer Story)

2. Bonusly

About Bonusly: Bonusly is a recognition and rewards platform that encourages peer-to-peer recognition with small, meaningful rewards. Employees earn points that can be redeemed for gift cards, donations, or branded rewards.

Bonusly main features:

• Real-time peer recognition and rewards.
• Points-based system for redeeming incentives.
• Integrations with Slack, Teams, and HR platforms.

Bonusly pricing: 

• Appreciate: $2/user/month, billed annually
• Connect: $5/user/month, billed annually
• Achieve: $7/user/month, billed annually

To learn more, view Bonusly’s pricing page.

Bonusly G2 score: Bonusly has a G2 score of 4.7/5 based on user reviews.

What Bonusly customers are saying on G2: “The aspect of gifs and uploading photos and a fun UI with funny messages about bugs is nice. Creates a system of a popularity contest. It's added a bit of fun. But not a replacement for lousy workplace culture.” - Verified User in Apparel & Fashion.

3. Nectar

About Nectar: Nectar is an employee recognition and rewards platform that helps teams celebrate achievements, encourage peer recognition, and incentivize positive behaviors.

Nectar's main features:

• Peer-to-peer recognition with customizable shout outs.
• Rewards catalog with gift cards, swag, and charitable donations.
• Integration with popular collaboration tools like Slack and Teams.

Nectar pricing: 

• Plus $5/user/month, billed annually
• Premium $6/user/month, billed annually
• Custom [Book Demo for Quote]

To learn more, view Nectar’s pricing page.

Nectar G2 score: Nectar has a G2 score of 4.7/5 based on user reviews.

What Nectar customers are saying on G2: “Its fun to be able to support co workers and receive in return. I wish it had more local charities that I could support.” - Verified User in Computer Software.

4. Achievers

About Achievers: Achievers focuses on building a culture of appreciation through recognition, rewards, and performance management tools that drive engagement and loyalty.

Achievers main features:

• Real-time recognition and rewards for individuals and teams.
• Performance-driven reward systems with a global rewards catalog.
• Analytics to measure the impact of recognition programs.

Achievers pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Achievers.

Achievers G2 score: Achievers has a G2 score of 4.7/5 based on user reviews.

What Achievers customers are saying on G2: “The navigation can be a little clunky at times. I would have loved to see more detailed analytic reporting be available. Not all functionality is at your fingertips. You have to work towards learning how to maximize all the features available to you as a user. It isn't really a con but I feel the program offers a lot more than I understand. I find myself wanting to do things with this platform that I am not sure how to do. I know there are tutorials to learn but it takes time to go through them all.” - Brandon L., eSAIL Distance Education Production Support (Customer G2 Review).

5. Awardco

About Awardco: Awardco is a rewards and recognition platform that partners with Amazon to offer flexible, personalized incentives for employees across the globe.

Awardco's main features:

• Peer-to-peer and manager-driven recognition programs.
• Rewards options include Amazon products, gift cards, and travel incentives.
• Real-time engagement analytics and reporting.

Awardco pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Awardco.

Awardco G2 score: Awardco has a G2 score of 4.8/5 based on user reviews.

What Awardco customers are saying on G2: “The preload of money also doesn't let me know when we are low on funds, it just declines the automatic settings. there is no phone number to call when I need help or have questions. Only email and I have yet to figure out how to video call. The communication between our HR system and Awardco was never set up correctly. I still have to configure that. - Alena C. (Customer G2 Review).

Why recognition and rewards platforms matter

The right employee engagement tools for recognition and rewards ensure that employees feel valued, motivated, and connected to their teams. Platforms like Matter, Bonusly, Nectar, Achievers, and Awardco streamline recognition, making it easy to:

• Celebrate contributions and milestones regularly.
• Foster a positive, appreciative workplace culture.
• Drive employee satisfaction and improve employee retention.

By investing in tools that encourage consistent recognition, organizations create an environment where employees are inspired to contribute their best, driving long-term business success.

10 employee engagement quotes

Sometimes, the right words can inspire action, boost morale, and remind teams of the importance of staying connected and engaged. These employee engagement quotes from thought leaders, business experts, and industry innovators highlight the value of employee engagement in driving organizational success and creating meaningful workplaces.

Here are 10 powerful quotes about employee engagement to inspire leaders, teams, and organizations:‍

1. "To win in the marketplace, you must first win in the workplace." — Doug Conant, Former CEO of Campbell Soup Company

This quote highlights the direct connection between engaged employees and business success. Organizations that prioritize employee satisfaction create a foundation for long-term growth.

2. "When people are financially invested, they want a return. When people are emotionally invested, they want to contribute." — Simon Sinek, Author and Leadership Expert

Emotional engagement leads to employees who go above and beyond. Building trust, purpose, and connection keeps employees deeply invested in their work.

3. "Employees who believe that management is concerned about them as a whole person—not just an employee—are more productive, more satisfied, and more fulfilled." — Anne M. Mulcahy, Former CEO of Xerox

A holistic approach to employee wellbeing—including mental, physical, and emotional support—creates healthier, happier, and more productive teams.

4. "The greatest asset of a company is its people." — Jorge Paulo Lemann, Brazilian Investor and Entrepreneur

Companies that recognize employees as their most valuable resource create a culture where individuals feel valued, heard, and empowered to contribute.

5. "Treat employees like they make a difference, and they will." — Jim Goodnight, CEO of SAS

Acknowledging and recognizing contributions motivates employees to show up, engage, and excel in their roles.

6. "In order to build a rewarding employee experience, you need to understand what matters most to your people." — Julie Bevacqua, Chief Revenue Officer at Rise

Listening to employees, acting on feedback, and addressing needs creates an environment that supports engagement and drives organizational success.

7. "When you take care of your employees, they will take care of your business." — Richard Branson, Founder of Virgin Group

Prioritizing employee wellbeing and satisfaction fosters loyalty and encourages employees to contribute to the organization's success.

8. "People want to know they matter, and they want to be treated as people. That's the new talent contract." — Pamela Stroko, Author and Talent Management Expert

Employees are more engaged when they feel valued as individuals, not just as workers. Recognition, communication, and care are critical to building strong relationships.

9. "Engaged employees are in the game for the sake of the game; they believe in the cause of the organization." — Paul Marciano, Author of Carrots and Sticks Don't Work

Engaged employees are driven by purpose and alignment with company goals, contributing passionately to their teams and the organization.

10. "Customer satisfaction is worthless if employee satisfaction is nonexistent." — Kevin Kruse, Author of Employee Engagement 2.0

Happy, engaged employees lead to satisfied customers. Organizations that invest in employee engagement strategies improve both workplace and business outcomes.

Why these quotes matter

These employee engagement quotes remind us that creating a culture where employees feel valued, connected, and supported is critical for driving success. Whether through recognition, growth opportunities, or focusing on employee wellbeing, organizations that prioritize their people see greater productivity, loyalty, and innovation.

Leaders can use these quotes as inspiration to motivate teams, align organizational values, and reinforce the importance of engagement in building a thriving workplace.

FAQs about employee engagement

Here are answers to some of the most common questions about employee engagement programs, strategies, and tools, helping leaders address challenges and build thriving, motivated teams.

1. What are the different levels of employee engagement?

Employee engagement can be categorized into several levels:

• Highly engaged employees: Actively contribute, align with company values, and go above and beyond in their roles.
• Moderately engaged employees: Perform adequately but lack enthusiasm or initiative.
• Barely engaged employees: Show little interest in their work and may disengage further without intervention.
• Actively disengaged employees: Contribute minimally and may negatively impact team morale.

Understanding these levels helps organizations design targeted employee engagement programs to re-engage and motivate teams.

2. How do you design effective employee engagement surveys?

Designing employee engagement surveys requires thoughtful planning to gather actionable feedback. Key steps include:

• Crafting clear, specific questions that measure satisfaction, recognition, and growth opportunities.
• Including quantitative and qualitative elements to capture data and provide detailed feedback.
• Focusing on critical areas like leadership, communication, and workplace engagement.
• Regularly distributing surveys, such as pulse checks or an annual engagement survey, for ongoing insights.

By carefully designing surveys, organizations can identify areas of low employee engagement and take steps to improve satisfaction.

3. How can workplace wellness programs improve employee engagement?

Workplace wellness programs focus on mental, physical, and emotional wellbeing, directly impacting engagement levels. Key elements include:

• Mental health resources like counseling, meditation apps, or stress management workshops.
• Physical health initiatives, such as fitness challenges, ergonomic workspaces, and nutrition programs.
• Work-life balance policies, including flexible schedules and remote work options.

Wellness programs help employees feel supported, reducing burnout and improving overall employee engagement outcomes.

4. What are some signs of low employee engagement?

Recognizing low employee engagement early allows organizations to take corrective action. Common signs include:

• Increased absenteeism and turnover rates.
• Reduced productivity and performance issues.
• Lack of participation in team meetings, surveys, or projects.
• Disengaged behaviors among barely engaged employees, such as withdrawal or lack of enthusiasm.

Addressing these signs with targeted strategies can help re-ignite motivation and improve workplace engagement.

5. How do senior leaders impact employee engagement?

Senior leaders play a critical role in fostering engagement by:

• Setting clear expectations and aligning teams with company goals.
• Promoting transparent communication and open dialogue with employees.
• Providing recognition, feedback, and opportunities for professional growth.
• Supporting wellness initiatives and addressing employee concerns effectively.

When leaders actively participate in engagement efforts, they inspire trust, connection, and loyalty across the entire organization.

6. How do you measure employee engagement benchmarks?

Employee engagement benchmarks help organizations evaluate their performance compared to industry standards or internal goals. Key metrics include:

• Annual engagement survey results and pulse survey participation rates.
• Turnover rates and absenteeism trends.
• Levels of engagement (highly engaged, moderately engaged employees, or disengaged).
• Productivity, goal completion, and employee feedback scores.

Benchmarks provide valuable insights for refining engagement programs and driving measurable improvements.

7. How does employee recognition impact engagement?

Employee recognition is a cornerstone of successful employee engagement programs because it:

• Reinforces positive behaviors and contributions.
• Motivates both moderately engaged employees and those at risk of disengagement.
• Builds a culture of appreciation and connection across the organization.

Tools like Matter simplify recognition with peer-to-peer kudos, automated milestones, and meaningful rewards—making engagement consistent and impactful.

8. What are the outcomes of an effective employee engagement program?

A well-designed employee engagement program delivers measurable outcomes, including:

• Improved productivity and job satisfaction.
• Reduced turnover and absenteeism rates.
• Healthier workplace culture and higher morale.
• Increased alignment between teams and organizational goals.

These outcomes directly contribute to long-term organizational success and employee loyalty.

9. How can technology improve workplace engagement?

Employee engagement tools and platforms streamline recognition, feedback, and communication, making engagement efforts easier and more effective. Platforms like Matter automate programs with features such as:

• Peer-to-peer recognition and rewards.
• Incentivized surveys to gather real-time feedback.
• Analytics to measure progress and outcomes.

Using technology ensures consistent engagement efforts across entire organizations, including remote and hybrid teams.

10. What's the best way to engage barely engaged employees?

To re-engage barely engaged employees, organizations should:

• Identify the root causes of disengagement through surveys and feedback.
• Recognize and celebrate small wins to rebuild confidence and motivation.
• Offer opportunities for professional development to help employees grow.
• Promote open communication between employees and senior leaders.
• Implement initiatives that focus on workplace wellness programs and work-life balance.

Taking these steps shows employees they are valued and supported, encouraging renewed enthusiasm and commitment.

Why these FAQs matter

By addressing common questions about employee engagement programs, surveys, and outcomes, leaders gain clarity on how to improve satisfaction, alignment, and motivation across the entire organization.

From designing effective surveys to addressing low employee engagement, organizations that prioritize engagement create workplaces where employees feel supported, appreciated, and inspired to grow.

Final thoughts/advice on employee engagement

Prioritizing employee engagement is no longer optional—it's essential for building a thriving, productive workplace. When employees feel connected to their work, valued for their contributions, and supported in their professional growth and wellbeing, they are more likely to stay motivated, loyal, and aligned with the organization's success.

To achieve meaningful engagement, organizations must:

• Create a culture of recognition that celebrates both big wins and small milestones.
• Design opportunities for employees to develop their skills and achieve personal growth.
• Promote workplace wellness programs that focus on mental, emotional, and physical wellbeing.
• Foster open and transparent communication to strengthen relationships between employees and leadership.
• Continuously measure and act on engagement insights to address concerns and improve employee engagement outcomes.

By focusing on these pillars of engagement, organizations can move beyond addressing barely engaged employees to cultivating a workforce that is highly engaged, productive, and motivated to excel.

Drive engagement with Matter

Matter makes improving employee engagement simple, fun, and impactful. As a Slack- and Teams-first platform, Matter automates peer-to-peer recognition, milestone celebrations, and feedback collection—helping you create a culture of appreciation and connection. From customizable kudos cards to wellness-focused rewards, Matter empowers organizations to celebrate teams consistently and effortlessly.

Ready to boost employee engagement and see real results?

Try Matter for free today and experience how easy it is to build a workplace where employees feel valued, recognized, and inspired to succeed.