35+ Tips for Employee Engagement and Wellbeing in 2025

At Matter, we understand the challenges leaders face when it comes to prioritizing employee engagement and wellbeing in today's ever-changing workplace. Balancing the demands of work with personal responsibilities can take a toll on employees' mental health, physical health, and overall motivation. Many organizations are concerned about how to provide meaningful support, and employees are often left feeling overlooked, overworked, or disconnected.

The truth is, when employees feel valued, cared for, and supported, it makes a real difference—not just in their performance but in their lives. By taking a holistic approach to engagement and wellbeing, organizations can build an environment where employees thrive, teams connect, and businesses flourish.

This guide shares 35+ actionable tips to help you support employees, strengthen employee engagement levels, and foster a workplace culture focused on wellbeing. From practical wellness initiatives to effective recognition strategies, you'll find insights to create positive changes that lead to high engagement, lower stress, and happier employees.

Because at Matter, we believe that when people thrive, businesses succeed. Let's explore ways to help your team feel engaged, supported, and ready to achieve their best in 2025.

What is employee engagement?

Employee engagement refers to the level of commitment, enthusiasm, and connection employees feel toward their work, team, and organization. It goes beyond job satisfaction—creating an environment where employees feel motivated, valued, and connected to a larger purpose. Engaged employees don't just show up to work; they bring energy, creativity, and passion to what they do, driving business outcomes and making a measurable difference.

At its core, employee engagement focuses on three critical areas:

• Emotional connection: Employees feel a sense of belonging and purpose within the organization.
• Commitment to goals: Employees are motivated to contribute to the team and company's success.
• Meaningful experiences: Employees have opportunities for personal growth, recognition, and wellbeing.

What employee engagement is not

Understanding what employee engagement is not can help clarify its importance.

• It's not simply employee happiness. A happy employee might enjoy their role but not actively contribute to the organization's success.
• It's not just productivity. While high engagement often leads to productivity, it's driven by employees' motivation, not just their ability to meet deadlines.
• It's not about constant work. Authentic engagement also emphasizes work-life balance and overall wellbeing.

The connection between engagement and wellbeing

Employee engagement and wellbeing are closely intertwined. When employees feel supported mentally, emotionally, and physically, they are more likely to be engaged and perform at their best. Leaders who focus on employee wellbeing — such as addressing stress, encouraging work-life balance, and offering wellness resources—build teams that are resilient, motivated, and more connected to the organization's mission.

Why it matters

When organizations prioritize engagement and wellbeing, the impact is profound.

• Employees feel recognized, supported, and valued.
• Teams experience higher engagement levels and greater collaboration.
• Companies see fewer sick days, higher retention rates, and improved performance.

By focusing on employee engagement, organizations create a culture where employees aren't just doing their jobs but thriving in their roles.

Why is employee engagement important in the workplace today?

Employee engagement has become a cornerstone of organizational success in today's dynamic work environment. With shifting workplace trends, evolving employee expectations, and increasing conversations about employee wellbeing, organizations need to prioritize engagement to stay competitive, innovative, and sustainable.

At its core, employee engagement fosters a culture where employees feel deeply connected to their work, team, and mission. Organizations that focus on employee engagement and wellbeing don't just improve workplace satisfaction—they see tangible improvements across 

their workforce and business outcomes.

Why engagement matters now more than ever

1. Shifting workplace dynamics: With hybrid and remote work becoming the norm, employees face challenges like disconnection, poor wellbeing, and work-life balance struggles. Engagement strategies that emphasize connection and recognition ensure that employees remain motivated and aligned with company goals.‍
2. Combatting burnout and stress: Employees are increasingly dealing with stress, both professionally and personally. Prioritizing mental health through targeted engagement initiatives can alleviate employee suffering, improve overall wellbeing, and reduce turnover.‍
3. Retaining top talent: High-performing employees are in demand, and many organizations are focused on creating environments where workers feel valued. Engaged employees are less likely to seek other employment opportunities because they feel connected, supported, and empowered.‍
4. Improving business performance: Organizations with high levels of engagement experience increased productivity, innovation, and employee loyalty. Engaged employees bring energy, creativity, and focus to their roles, directly impacting the company's bottom line.‍
5. Addressing changing employee expectations: Modern employees want more than just a paycheck—they seek meaningful work, personal growth, and opportunities to thrive. Focusing on employee engagement and wellbeing demonstrates that a company is invested in its people, not just its profits.

The business case for employee engagement

Organizations prioritizing employee engagement are not only creating happier workplaces but setting themselves up for long-term success. Research shows that engaged employees:

• Fewer sick days and lower absenteeism rates.
• Demonstrate higher productivity and performance.
• Contribute to lower turnover rates and improved retention.
• Drive innovation, collaboration, and problem-solving.

When employees feel engaged, they're not just fulfilling their roles—they're contributing to the entire organization's success.

Why employee wellbeing is part of the equation

Engagement cannot exist without employee wellbeing. Employees who feel emotionally, physically, and mentally supported are far more likely to be engaged. Organizations that take a holistic approach to wellbeing—through programs addressing stress, physical health, and work-life balance—create an environment where employees can thrive.

A thriving workforce starts with engagement

Engaging employees today is about more than boosting productivity; it's about building meaningful relationships, supporting overall wellbeing, and helping individuals succeed in all areas of life. Organizations create environments in which employees feel valued, supported, and inspired to perform at their best when they prioritize engagement and wellbeing, in addition to enhancing business performance.

5 benefits of prioritizing employee engagement and wellbeing

Focusing on the benefits of employee engagement and wellbeing creates a workplace where employees feel valued, motivated, and supported. Organizations that invest in both areas are more likely to retain top talent, drive innovation, and see measurable improvements in overall performance. 

Here are 5 key benefits of making employee engagement and wellbeing a priority.

1. Increased productivity and performance

Engaged employees bring energy, focus, and creativity to their work, which translates into higher levels of productivity. When organizations also prioritize employee wellbeing, employees are better equipped to manage stress, stay motivated, and deliver results.

• Why it matters: Employees who feel supported are 21% more productive than those experiencing poor wellbeing, leading to better business outcomes.
• Example: Offering flexible schedules and mental health resources allows employees to maintain focus while reducing stress.

2. Improved employee retention

Employee engagement plays a critical role in retaining talent. When employees feel connected to their work, recognized for their contributions, and supported in their wellbeing, they are far more likely to stay with the organization.

• Why it matters: High turnover is costly for businesses. Engaged employees who feel cared for are 59% less likely to seek other opportunities.
• Example: Recognition tools like Matter allow leaders and peers to celebrate achievements, helping employees feel appreciated and seen.

3. Better mental and physical health

A focus on employee wellbeing supports healthier, happier employees. Programs that promote mental health, stress reduction, and physical health help employees maintain balance and prevent burnout.

• Why it matters: Employees with access to wellness programs report lower rates of absenteeism, fewer sick days, and higher levels of satisfaction.
• Example: Offering virtual wellness programs, fitness challenges, and mental health workshops can boost engagement while improving overall health.

4. Enhanced team collaboration and morale

Prioritizing employee engagement and wellbeing fosters a sense of connection, trust, and camaraderie among team members. Employees who feel engaged and supported are more likely to work together effectively and contribute positively to team dynamics.

• Why it matters: A healthy team culture leads to better communication, problem-solving, and collaboration across departments.
• Example: Hosting team-building activities, recognizing individual contributions, and promoting open conversations build stronger relationships among teams.

5. Stronger organizational growth and innovation

Engaged employees contribute innovative ideas, problem solve creatively, and align their efforts with company goals. Organizations empower employees to bring their best selves to work by ensuring employee wellbeing, fueling company growth and sustainability.

• Why it matters: Employees who feel valued and healthy are 3x more likely to contribute ideas that drive business success.
• Example: Offering a mix of development opportunities and wellness programs keeps employees motivated and connected to the organization's long-term vision.

Why it's worth the investment

Prioritizing employee engagement and wellbeing isn't just about creating a great workplace but building a thriving, sustainable business. Employees who are engaged, healthy, and supported will not only perform better but also stay loyal to your organization, driving growth and success for years to come.

The role of leadership in fostering employee engagement and wellbeing

Leaders play a critical role in shaping workplace culture and driving both employee engagement and wellbeing. Effective leadership goes beyond managing tasks—it's about building strong relationships, offering support, and creating an environment where employees can thrive. When leaders prioritize engagement and wellbeing, they empower their teams to stay motivated, connected, and fulfilled.

How leaders impact engagement and wellbeing

1. Setting the tone for organizational culture

‍Leaders set the example for how employees engage with their work and prioritize their wellbeing. Leaders establish a positive and supportive workplace culture by promoting empathy, recognition, and balance.

• Why it matters: Employees are more likely to be engaged when they see leadership embracing the same principles they expect from their team.
• Example: Leaders who take regular breaks and emphasize work-life balance signal their employees that wellbeing is a priority.

2. Recognizing and celebrating employee contributions

‍Consistent recognition is one of the most powerful tools leaders can use to drive high levels of engagement. By celebrating big and small achievements, leaders help employees feel seen and valued.

• Why it matters: Employees who feel recognized are 63% more likely to stay engaged and report greater job satisfaction.
• Example: Using tools like Matter to send personalized kudos cards for team wins, milestones, or individual efforts promotes a culture of appreciation.

3. Prioritizing open communication

‍Transparent communication builds trust and keeps employees aligned with company goals. Leaders who encourage open dialogue about work and employee wellbeing create stronger relationships with their teams.

• Why it matters: Employees who feel heard are more engaged, motivated, and connected to their organization.
• Example: Regular one-on-one meetings and team check-ins allow leaders to address challenges, share updates, and offer support.

4. Supporting professional development and growth

Engaged employees often feel they have room to grow and develop. Leaders who prioritize employee development through mentorship, training, and opportunities for growth show employees that they are invested in their future.

• Why it matters: Providing growth opportunities boosts employee engagement levels and helps teams reach their full potential.
• Example: Offering leadership workshops, upskilling sessions, or access to learning platforms supports both engagement and employee wellbeing.

5. Fostering a culture of wellbeing

‍Leaders play a key role in normalizing conversations about mental health, stress management, and work-life balance. By promoting wellness initiatives and offering resources, leaders create a supportive environment that prioritizes both engagement and wellbeing.

• Why it matters: Employees in organizations with a strong focus on wellbeing are 2x more likely to be engaged and experience lower levels of burnout.
• Example: Introducing wellness programs, offering mental health days, and encouraging employees to take breaks reduces stress and promotes balance.

How Matter supports leaders in fostering engagement

Matter makes it easy for leaders to build a culture of recognition, connection, and wellbeing with tools that drive employee engagement effortlessly. By automating recognition through peer-to-peer kudos, celebrating milestones, and gathering real-time feedback, Matter empowers leaders to keep their teams motivated and connected.

Why leadership matters now more than ever

In today's workplace, employees look to leadership for guidance, support, and inspiration. Leaders who prioritize employee engagement and wellbeing create healthier teams and drive stronger business outcomes. By recognizing contributions, promoting open communication, and fostering a culture of wellbeing, leaders can unlock their team's full potential and help employees feel valued, supported, and ready to succeed.

Creating a culture of wellbeing through employee engagement

A strong employee engagement strategy is the foundation of a thriving workplace where wellbeing is prioritized. Organizations that focus on creating a culture of employee engagement and wellbeing ensure that their teams feel professionally and personally supported. When employees feel cared for, they are healthier, more motivated, and better equipped to contribute meaningfully.

Building a culture of wellbeing doesn't happen by accident—it requires intentional actions, thoughtful leadership, and strategies that address employees' mental health, physical health, and overall satisfaction.

Key ways to build a culture of wellbeing through engagement

1. Lead with empathy and understanding

Empathy must be at the core of all engagement initiatives. Leaders who take the time to understand their employees' challenges and support their wellbeing foster trust and loyalty.

• What to do: Check in regularly with your team, encourage honest conversations, and listen actively to their needs.
• Why it matters: Employees who feel heard and understood are more likely to experience high engagement and report greater wellbeing.

2. Prioritize work-life balance

A sustainable culture of wellbeing supports a balance between professional responsibilities and personal time.

• What to do: Offer flexible work hours, encourage breaks, and promote time off without guilt.
• Why it matters: Employees with a healthy work-life balance are less likely to experience burnout and are more engaged in their roles.

3. Encourage mental and physical wellbeing initiatives

Programs that address mental health and physical health show employees that their wellbeing is valued.

• What to do: Introduce virtual fitness programs, mindfulness sessions, or mental health workshops. Provide access to wellness platforms that focus on stress management and healthy habits.
• Why it matters: Supporting employee wellbeing reduces absenteeism, improves focus, and fosters a healthier workplace culture.

4. Recognize and celebrate employee achievements

Recognition is a key driver of engagement and wellbeing. Employees who feel their contributions are valued are more connected and motivated.

• What to do: Use tools like Matter to send personalized kudos cards, celebrate milestones, and acknowledge achievements in real-time.
• Why it matters: Consistent recognition fosters a positive culture where employees feel seen, appreciated, and engaged.

5. Build strong team connections

Connection is essential for a culture of wellbeing. Employees thrive when they feel part of a supportive, collaborative team.

• What to do: Host team-building activities, encourage virtual social events, and facilitate meaningful conversations that strengthen relationships.
• Why it matters: Building strong connections improves trust, communication, and a sense of belonging.

6. Provide professional growth opportunities

Offering opportunities for growth and development ensures employees stay engaged and motivated to reach their potential.

• What to do: Introduce mentorship programs, offer learning and development workshops, or provide access to online courses.
• Why it matters: Personal and professional growth boosts employee engagement and culture, contributing to where employees feel empowered and fulfilled.

7. Align engagement initiatives with company values

A culture of wellbeing is most effective when it aligns with your organization's core values and mission.

• What to do: Tie engagement initiatives to values like transparency, recognition, and innovation to build trust and consistency.
• Why it matters: Alignment between values and actions reinforces company culture and ensures employees feel connected to a shared purpose.

Why creating a culture of wellbeing matters

Organizations that prioritize both employee engagement and wellbeing build a workplace where employees feel cared for, supported, and empowered to succeed. When leaders take intentional actions—like fostering balance, promoting wellness, and offering recognition—they create a culture that benefits employees, teams, and the entire organization.

Best practices for integrating engagement and wellbeing in hybrid workplaces

As hybrid work environments become the norm, organizations face a unique challenge: maintaining employee engagement and ensuring employee wellbeing across both remote and in-office teams. While hybrid work offers flexibility and balance, it can also lead to feelings of disconnection, unequal opportunities, and poor wellbeing if not handled intentionally.

Here are the best practices for successfully integrating engagement and wellbeing in a hybrid workplace.

1. Foster consistent and transparent communication

Hybrid teams often experience communication gaps that can cause confusion, frustration, or feelings of exclusion.

• What to do: Establish clear communication channels using platforms like Slack or Microsoft Teams. Regularly update employees on organizational goals and celebrate achievements in team meetings.
• Why it matters: Transparent communication ensures everyone—remote and in-office—feels included, aligned, and connected to company progress.

2. Prioritize equity in opportunities and recognition

In a hybrid environment, it's easy for remote employees to feel overlooked compared to in-office peers. Leaders must ensure fair recognition and access to growth opportunities.

• What to do: Use tools like Matter to deliver equal recognition for accomplishments across all teams. Track achievements and reward contributions based on outcomes, not visibility.
• Why it matters: Fair recognition creates a culture of inclusion, fostering higher employee engagement levels and morale.

3. Promote flexibility to support wellbeing

Flexibility is one of the greatest strengths of hybrid work. Providing employees control over their schedules helps them balance work-life commitments and reduces stress.

• What to do: Encourage flexible hours, allow remote work options, and respect boundaries between personal and professional life.
• Why it matters: Flexibility improves employee wellbeing, reduces burnout, and increases engagement.

4. Create intentional in-office and virtual experiences

Hybrid workplaces should maximize the benefits of both virtual and in-office environments to strengthen team dynamics and foster employee engagement.

• What to do: Plan in-person meetings or team days for collaboration and team-building. For remote teams, schedule virtual activities like coffee chats, brainstorming sessions, or wellness events.
• Why it matters: Balancing both types of experiences ensures employees feel connected, regardless of location.

5. Emphasize mental and physical wellbeing programs

Promoting mental health and physical health should be central to engagement initiatives in a hybrid environment.

• What to do: Offer wellness programs like virtual fitness challenges, meditation sessions, or mental health resources. Encourage employees to take regular breaks and avoid overworking.
• Why it matters: Supporting wellbeing helps employees feel healthier, more energized, and better equipped to perform at their best.

6. Ensure equal access to professional development

Professional growth should be equally accessible to both remote and in-office employees to drive employee engagement and retain top talent.

• What to do: Host virtual workshops, training sessions, and mentorship programs. Record in-office sessions so remote team members can access them asynchronously.
• Why it matters: Equal opportunities for growth ensure all employees feel valued and invested in.

7. Encourage feedback and continuous improvement

A successful hybrid workplace thrives on open feedback loops to address challenges and improve employee experience.

• What to do: Use pulse surveys or tools like Matter to collect regular feedback about engagement and wellbeing initiatives. Share action plans based on the feedback to demonstrate that employee voices are heard.
• Why it matters: Acting on feedback creates trust and shows employees that their opinions make a meaningful difference.

Why hybrid workplaces need a focus on engagement and wellbeing

Hybrid work environments offer opportunities for flexibility, connection, and innovation, but they require careful planning to prioritize employee engagement and wellbeing. By promoting transparent communication, fairness, flexibility, and wellness initiatives, leaders can create a hybrid culture where all employees feel supported and connected—no matter where they work.

5 common mistakes to avoid in employee engagement and wellbeing programs

While many organizations invest in employee engagement and wellbeing initiatives, some common mistakes can undermine their success. Despite good intentions, these oversights can leave employees feeling disconnected, unsupported, and disengaged. 

Here are 5 mistakes to avoid and strategies to address them effectively.

1. Treating engagement and wellbeing as separate initiatives

Engagement and wellbeing are deeply interconnected, yet some organizations approach them as separate efforts. Focusing on one while neglecting the other can limit results.

• Mistake: Implementing engagement programs without addressing employee wellbeing (e.g., stress management, mental health, or work-life balance).
• What to do: Take a holistic approach by integrating wellbeing initiatives into engagement strategies. For example, recognize achievements while promoting mental health programs and physical wellness activities.
• Why it matters: Employees thrive when they feel engaged and supported both personally and professionally.

2. Relying solely on one-size-fits-all programs

Every organization—and every team—has unique needs. A generic approach to engagement and wellbeing often fails to resonate with employees.

• Mistake: Offering standardized programs that don't account for diverse teams, work styles, or preferences.
• What to do: Gather employee feedback through surveys or one-on-one meetings to identify what matters most to your team. Tailor initiatives to meet the specific needs of remote, hybrid, and in-office employees.
• Why it matters: Personalizing programs show employees they are heard and valued, leading to higher engagement levels.

3. Overlooking leadership's role in engagement and wellbeing

Leaders are key drivers of engagement and wellbeing, yet some organizations underestimate their influence. Without leadership buy-in, programs can fall flat.

• Mistake: Launching programs without empowering managers and leaders to champion engagement and wellbeing.
• What to do: Train leaders to prioritize employee wellbeing, recognize contributions, and promote open communication. Use tools like Matter to make recognition easy, consistent, and meaningful.
• Why it matters: When leaders lead by example, they inspire teams to stay engaged and feel supported.

4. Failing to measure and act on feedback

Launching engagement and wellbeing programs without tracking their effectiveness can lead to missed opportunities for improvement.

• Mistake: Assuming programs are working without gathering data or feedback from employees.
• What to do: Use pulse surveys or engagement tools to collect regular feedback on program success. Share results transparently and take action to address concerns or suggestions.
• Why it matters: Continuous improvement ensures your initiatives stay relevant, effective, and aligned with employee needs.

5. Neglecting to recognize and celebrate achievements

Recognition is a simple yet powerful tool for driving employee engagement and wellbeing, but it's often overlooked or inconsistent.

• Mistake: Focusing solely on productivity without acknowledging individual and team contributions.
• What to do: Implement a consistent recognition program using platforms like Matter to celebrate wins, milestones, and employee efforts. Personalized kudos cards and automated celebrations make recognition simple and impactful.
• Why it matters: Recognized employees feel valued, motivated, and more connected to their teams and organizations.

Avoiding these mistakes for long-term success

Effective employee engagement and wellbeing programs require thoughtful planning, leadership support, and continuous improvement. Organizations can establish a culture in which employees feel valued, supported, and empowered to succeed by avoiding these common mistakes and implementing a comprehensive approach that integrates feedback, personalization, and recognition.

How to engage employees in wellness programs effectively

Implementing wellness programs greatly improves employee engagement and wellbeing, but participation is key to their success. Often, employees overlook wellness initiatives because they feel irrelevant, time-consuming, or disconnected from their needs. To engage employees effectively in wellness programs, organizations must tailor initiatives, communicate clearly, and emphasize the value they bring to individual wellbeing and overall team performance.

Here are proven strategies to increase participation and ensure wellness programs deliver meaningful results.

1. Offer personalized wellness options

One-size-fits-all wellness programs often fail to resonate with diverse employee needs. A successful program allows employees to choose what works best for their physical health, mental health, and lifestyle.

• What to do: Provide a variety of wellness options, including virtual fitness programs, mental health workshops, nutrition support, and flexible schedules for self-care. Tools like Wellable or Limeade can help personalize programs.
• Why it matters: Personalization increases relevance, encouraging higher engagement levels and participation.

2. Communicate the value of wellness programs

Employees may hesitate to participate if they don't understand the benefits or goals of wellness initiatives. Clear, consistent communication helps build excitement and trust.

• What to do: Share program details, benefits, and success stories through internal emails, Slack channels, or video announcements. Highlight how participation can reduce stress, improve energy, and enhance work-life balance.
• Why it matters: Transparency and clear communication show employees that wellness programs are meaningful and valuable to their wellbeing.

3. Incentivize participation to encourage engagement

Incentives motivate employees to take part in wellness initiatives and stick with them over time. Small rewards can make participation fun and rewarding.

• What to do: Offer incentives such as gift cards, wellness stipends, extra time off, or donations to charities for program milestones. Platforms like Matter allow leaders to recognize participation while making it easy to celebrate achievements.
• Why it matters: Incentives encourage employees to take their health seriously while making wellness programs engaging and inclusive.

4. Integrate wellness into company culture

Wellness programs are most effective when they are embedded into the organization's day-to-day culture and not treated as optional add-ons.

• What to do: Encourage leaders to model wellness behaviors, like taking mental health breaks or joining wellness activities. Schedule wellness check-ins or fitness challenges during the workweek to normalize participation.
• Why it matters: A culture that prioritizes employee wellbeing makes wellness a collective effort, increasing long-term participation.

5. Make programs flexible and accessible

Employees have different schedules, roles, and needs, especially in remote or hybrid environments. Wellness programs should be flexible and easy to access to maximize participation.

• What to do: Offer virtual options, like on-demand fitness videos or guided mindfulness sessions, that employees can engage with at their own pace. Create a library of resources for easy access.
• Why it matters: Flexibility ensures employees can prioritize wellness without disrupting their work-life balance.

6. Gather feedback and adjust accordingly

To ensure wellness programs remain relevant and engaging, regularly gather employee feedback to understand what works and what needs improvement.

• What to do: Use pulse surveys or open forums to collect feedback on wellness initiatives. Adjust programs based on employee input to address gaps and challenges.
• Why it matters: Involving employees in program decisions makes them feel heard, increasing participation and overall employee engagement levels.

7. Recognize participation and progress

Recognition is a powerful motivator for encouraging employees to take part in wellness programs and celebrate their progress.

• What to do: Use tools like Matter to send kudos cards or spotlight team members who achieve wellness milestones. Highlight successes in team meetings or newsletters to inspire others.
• Why it matters: Consistent recognition reinforces a culture of appreciation and motivates employees to continue prioritizing their wellbeing.

Why engaging employees in wellness programs matters

Wellness programs are not just about reducing stress or improving physical health—they are integral to building a supportive workplace where employees can thrive. Organizations create an environment where employee wellbeing and engagement go hand in hand by personalizing initiatives, integrating them into company culture, and recognizing participation.

Employees who feel encouraged to prioritize their wellness bring more energy, focus, and positivity to their work. Wellness isn't just an investment in individuals—it's an investment in the success and sustainability of the entire organization.

15 employee engagement activities to promote wellbeing

Promoting employee wellbeing through engagement activities is essential for fostering a healthier, happier, and more productive workforce. Activities that focus on mental health, physical health, and emotional connection help employees feel supported, engaged, and energized in their roles.

Here are 15 actionable activities that blend employee engagement with wellbeing to create a thriving workplace.

1. Virtual wellness workshops

Host stress management, mindfulness, and work-life balance workshops to support employees' mental and emotional health.

• What to do: Partner with wellness coaches or mindfulness experts to conduct virtual sessions on topics like guided meditation, breathing exercises, or time management.
• Why it matters: Wellness workshops provide tools to manage stress and improve focus, contributing to employee wellbeing.

2. Step challenges for physical health

A little friendly competition can encourage employees to get moving and stay active.

• What to do: Use apps like Strava or Fitbit to track steps. Set team goals and offer rewards for achieving milestones.
• Why it matters: Physical activity boosts employee engagement, energy levels, and overall physical health.

3. Recognition for wellbeing achievements

Celebrate employee efforts to improve their health and wellbeing.

• What to do: Use tools like Matter to send personalized kudos cards for wellness milestones—whether it's completing a fitness goal, participating in a workshop, or embracing mindfulness.
• Why it matters: Recognizing wellness achievements keeps employees motivated and engaged.

4. Virtual coffee breaks with a purpose

Offer short, informal breaks that focus on connection and emotional wellbeing.

• What to do: Schedule 15-minute virtual coffee chats where team members discuss non-work topics, share tips for managing stress, or just socialize.
• Why it matters: Connection combats isolation and promotes team bonding, especially for remote teams.

5. Mental health awareness campaigns

Normalize conversations around mental health and provide resources for support.

• What to do: Organize monthly campaigns with webinars, educational content, and guest speakers to raise awareness about mental health and resilience.
• Why it matters: Reducing stigma encourages employees to seek help and prioritize their emotional wellbeing.

6. Company-wide fitness sessions

Group fitness sessions create opportunities for employees to prioritize physical health while engaging with their colleagues.

• What to do: Schedule weekly virtual yoga, stretching, or high-energy workout sessions led by a fitness instructor.
• Why it matters: Regular physical activity improves focus, energy, and overall wellbeing.

7. Virtual book clubs for personal growth

Create a space where employees can explore books on wellness, leadership, or life balance.

• What to do: Choose books focused on wellbeing topics like stress management, growth mindset, or mindfulness. Host discussions to share takeaways.
• Why it matters: Book clubs encourage learning, connection, and thoughtful conversations.

8. Financial wellness workshops

Financial stress can impact employee performance and wellbeing.

• What to do: Offer virtual workshops on budgeting, savings, retirement planning, and managing personal finances.
• Why it matters: Addressing financial stress improves overall employee wellbeing and focus at work.

9. Mindful Mondays or Wellness Wednesdays

Dedicate specific days to wellbeing activities that promote balance and mindfulness.

• What to do: Kick off the week with a 10-minute mindfulness session or schedule wellness check-ins midweek to help employees recharge.
• Why it matters: Structured wellness days encourage employees to reset and maintain balance.

10. Virtual volunteer opportunities

Giving back to the community boosts emotional wellbeing and creates a sense of purpose.

• What to do: Organize virtual volunteering events such as mentoring students, fundraising, or participating in charity challenges.
• Why it matters: Volunteering promotes fulfillment, strengthens team connections, and builds a positive company culture.

11. Gratitude and journaling programs

Practicing gratitude has been proven to reduce stress and improve emotional health.

• What to do: Encourage employees to maintain gratitude journals or participate in weekly "gratitude sharing" sessions during team calls.
• Why it matters: Gratitude practices promote positivity, reduce anxiety, and strengthen emotional resilience.

12. Healthy cooking challenges

Promote physical wellbeing through fun and interactive activities like cooking challenges.

• What to do: Host monthly healthy cooking contests where employees share recipes, photos, or videos of their creations. Vote on favorites for small rewards.
• Why it matters: Healthy eating habits improve energy, focus, and long-term health.

13. Goal-setting workshops for personal growth

Support employees in setting goals that align with their personal and professional wellbeing.

• What to do: Host virtual workshops where employees set realistic, measurable goals for areas like health, skills development, or work-life balance.
• Why it matters: Goal-setting provides direction, accountability, and motivation for employees to prioritize their wellbeing.

14. Flexible "wellbeing hours"

Offer employees dedicated time to focus on their health and wellness.

• What to do: Allow flexible hours for activities like workouts, meditation, or attending wellness workshops.
• Why it matters: Providing time for self-care reduces stress and improves productivity.

15. Team wellness challenges

Encourage collaboration while prioritizing health through team-based wellness activities.

• What to do: Launch challenges like "drink more water," "meditate for 5 minutes daily," or "take a 10-minute walk." Track progress as a team and celebrate participation.
• Why it matters: Wellness challenges create camaraderie and shared accountability for health-focused goals.

Why wellbeing activities matter

Wellbeing activities play a vital role in fostering a workplace culture where employees feel valued, supported, and motivated. These activities can range from promoting physical health and reducing stress to encouraging team collaboration, all contributing to a more connected and engaged workforce.

By prioritizing wellbeing, organizations can achieve higher levels of employee engagement, improved health outcomes, and a more positive work environment. Tools like Matter make it easier to integrate recognition and support into these efforts, ensuring employees feel appreciated and aligned with organizational goals.

15 employee engagement examples for a healthy workplace

A healthy workplace combines strong employee engagement with initiatives that support wellbeing. By implementing strategies that prioritize mental health, physical health, and team connection, organizations can foster an environment where employees feel motivated, cared for, and ready to thrive.

Here are 15 real-world examples of employee engagement practices that contribute to a healthier, happier workplace.

1. Peer-to-peer recognition programs

Empowering employees to celebrate each other's contributions fosters positivity and high engagement levels.

Example: Use platforms like Matter to send kudos cards that celebrate achievements, milestones, and team contributions. Recognition reinforces a culture of appreciation and strengthens team relationships.

2. Employee wellness stipends

Providing wellness stipends gives employees the flexibility to invest in their wellbeing.

Example: Offer monthly stipends that can be used for gym memberships, meditation apps, healthy meal subscriptions, or personal wellness activities. This supports individual physical health and stress reduction.

3. Mental health support programs

Prioritizing mental health initiatives ensures employees feel supported in managing stress and emotional challenges.

Example: Partner with mental health platforms like Headspace or Calm to offer guided meditations, therapy access, or workshops focused on stress management and emotional resilience.

4. Flexible work hours

Flexibility helps employees maintain a healthy work-life balance, improving both engagement and productivity.

Example: Allow employees to structure their work hours to fit personal responsibilities, like childcare, exercise routines, or personal wellness time.

5. Career development and mentorship programs

Investing in employee development boosts engagement by showing employees their growth is a priority.

Example: Pair team members with mentors for professional guidance and host quarterly workshops on leadership, skill-building, and career progression.

6. Team-based wellness challenges

Collaborative wellness activities promote team bonding and healthier habits.

Example: Launch step challenges, hydration competitions, or group meditation streaks with prizes for achieving team goals. This encourages accountability and shared success.

7. Personalized recognition initiatives

Tailored recognition resonates more deeply and makes employees feel valued.

Example: Use recognition tools like Matter to create personalized kudos cards that align with company values and highlight individual strengths or achievements.

8. Inclusive employee resource groups (ERGs)

Creating spaces for employees to connect over shared interests fosters community and belonging.

Example: Support ERGs for wellness, diversity, mental health advocacy, or creative hobbies. Host virtual or in-person meetups to encourage participation and connection.

9. Company-sponsored fitness programs

Prioritizing physical health creates healthier, more energized employees.

Example: Offer access to virtual fitness classes, yoga sessions, or partnerships with fitness platforms like ClassPass. Host weekly team workouts to encourage participation.

10. Virtual "gratitude walls"

Focusing on gratitude improves emotional wellbeing and team positivity.

Example: Create a virtual "gratitude wall" where employees can post messages highlighting what they appreciate about their team or workplace. Tools like Miro or Trello work well for this purpose.

11. Celebrating milestones and life events

Recognizing personal and professional milestones contributes to employee wellbeing and connection.

Example: Automate celebrations for birthdays, work anniversaries, and project completions with tools like Matter, which makes recognition fun and meaningful.

12. Financial wellness workshops

Financial stress can impact engagement and performance, so providing tools for financial health supports overall wellbeing.

Example: Host virtual workshops on budgeting, saving, and retirement planning. Offer financial counseling services for employees seeking personalized advice.

13. Virtual team-building retreats

Annual or quarterly virtual retreats focus on team bonding and rejuvenation.

Example: Host half-day retreats featuring activities like virtual escape rooms, mindfulness sessions, and collaborative brainstorming. Mix fun, relaxation, and team alignment.

14. Pulse surveys for ongoing feedback

Regular feedback ensures that engagement and wellness initiatives address real employee needs.

Example: Use tools like Matter to send quick, automated pulse surveys asking employees about their stress levels, satisfaction, and suggestions for improvement.

15. Encouraging unplugged time

Promoting breaks from work ensures employees recharge, reducing burnout and improving focus.

Example: Set clear expectations for "no email after hours" policies and encourage employees to disconnect during vacations or after completing major projects.

Why these examples matter

Implementing employee engagement strategies helps build a workplace that prioritizes both performance and personal satisfaction. Recognition programs, flexible work arrangements, and development opportunities show employees they are appreciated and supported, strengthening their connection to the organization.

When companies focus on engagement and wellbeing simultaneously, they cultivate a more motivated workforce that drives long-term success and fosters a culture of collaboration and innovation.

Employee engagement and development for overall wellbeing

Employee engagement and development go hand in hand with fostering employee wellbeing. When organizations provide opportunities for growth and learning, employees feel valued, motivated, and supported—key components of high engagement levels. Supporting professional development not only enhances employees' skills but also contributes to their mental, emotional, and even financial wellbeing.

Here's how organizations can tie employee engagement to meaningful development opportunities, creating an environment where individuals can thrive personally and professionally.

How employee development contributes to wellbeing

1. Supports mental wellbeing through purpose and growth

‍When employees see clear pathways for growth, they feel a stronger sense of purpose, which directly impacts their mental health.

• What to do: Offer mentorship programs, upskilling opportunities, and access to learning platforms like Udemy, Coursera, or LinkedIn Learning.
• Why it matters: Feeling stagnant in one's role can lead to disengagement and frustration, whereas opportunities for growth inspire engaged employees to take initiative and excel.

2. Reduces stress by improving skills and confidence

‍Equipping employees with the right tools and skills helps them manage their work more effectively, reducing stress and burnout.

• What to do: Conduct regular training sessions to improve job-specific skills or soft skills like time management, communication, and leadership.
• Why it matters: Confident employees are less likely to feel overwhelmed and are better prepared to overcome challenges.

3. Strengthens emotional wellbeing through recognition of progress

‍Recognizing employees' development efforts builds emotional resilience and keeps employees motivated.

• What to do: Celebrate skill development milestones with public recognition through tools like Matter. Personalized kudos for completing certifications or hitting professional goals make progress feel rewarding.
• Why it matters: Acknowledging growth reinforces employees' sense of accomplishment and encourages continuous learning.

4. Boosts overall engagement with career path clarity

‍Clear career development plans show employees that their growth aligns with the organization's success, increasing their engagement and dedication.

• What to do: Conduct regular career conversations to help employees identify their goals and create action plans for achieving them. Provide learning opportunities that support their aspirations.
• Why it matters: Employees who see a future within the company are more engaged, loyal, and proactive in driving their success.

5. Contributes to financial wellbeing through skill development

‍Professional growth often leads to promotions, increased job security, and better financial opportunities, which directly contribute to employee wellbeing.

• What to do: Offer certification programs, leadership workshops, or tuition reimbursement to help employees develop skills that benefit both their current role and long-term career goals.
• Why it matters: Employees who feel they're advancing professionally experience less financial stress, leading to higher employee engagement levels.

Best practices for combining development and wellbeing

1. Provide flexible learning opportunities: Make learning accessible and stress-free with on-demand training and development resources that employees can engage with at their own pace.‍
2. Align development with organizational goals: Ensure that growth opportunities align with employees' personal goals and the company's mission, fostering a sense of shared success.‍
3. Promote peer-to-peer learning: Encourage employees to share their skills and experiences with others through knowledge-sharing sessions, skill-based workshops, or internal mentoring programs.‍
4. Recognize learning and growth: Use tools like Matter to celebrate employees' progress, whether they've completed a course, earned a certification, or achieved a personal development goal.‍
5. Incorporate wellbeing into development initiatives: Combine learning opportunities with wellness practices, such as hosting workshops on stress management, building resilience, or improving work-life balance.

Why development drives overall wellbeing

Investing in employee development enables individuals to enhance their skills, boost confidence, and alleviate workplace stress, all contributing to increased engagement. Aligning development opportunities with personal and professional goals shows employees they are valued and supported, fostering a sense of purpose and motivation.

As employees grow and contribute meaningfully, they not only advance organizational success but also enhance their wellbeing, creating a healthier, more satisfied workforce prepared to excel.

Employee health and wellbeing: 13+ tips for engagement

Promoting employee health and wellbeing is essential for creating a motivated, productive, and connected workforce. Employees who feel supported in their physical, mental, and emotional health are more likely to be engaged, focused, and able to contribute meaningfully to their roles. 

Organizations can ensure employee wellbeing is prioritized at every level by offering a mix of actionable strategies and supportive resources.

Here are 13+ practical tips to drive employee engagement while improving health and wellbeing.

1. Encourage regular physical activity

Incorporating movement into the workday boosts both physical health and mental clarity.

• What to do: Offer virtual fitness classes, step challenges, or wellness stipends for gym memberships. Encourage walking meetings for remote employees.
• Why it matters: Physical activity reduces stress, increases energy, and enhances focus.

2. Promote mental health resources

Supporting mental health ensures employees have the tools they need to manage stress and emotional challenges.

• What to do: Provide access to counseling services, mental health apps, or workshops on mindfulness, stress reduction, and emotional resilience.
• Why it matters: Employees with strong mental health experience improved engagement, focus, and emotional balance.

4. Implement flexible work schedules

Flexibility allows employees to manage work alongside their personal responsibilities, promoting work-life balance.

• What to do: Offer hybrid or remote work options and allow employees to adjust hours to suit their wellbeing needs.
• Why it matters: Flexible schedules reduce burnout and increase job satisfaction.

5. Encourage breaks and time off

Breaks are essential for avoiding fatigue and improving overall employee wellbeing.

• What to do: Encourage regular breaks, lunch hours, and time off. Implement "no-email after-hours" policies to promote disconnection.
• Why it matters: Rested employees are more productive, engaged, and less prone to burnout.

6. Provide wellness stipends or incentives

Financial support for wellness-related activities motivates employees to prioritize their health.

• What to do: Offer stipends for wellness tools, like fitness apps, therapy sessions, or ergonomic equipment for home offices.
• Why it matters: Providing financial support reinforces the importance of health while showing employees they are valued.

7. Host virtual wellness challenges

Wellness challenges inspire employees to adopt healthier habits while building team connections.

• What to do: Organize step challenges, hydration goals, or mindfulness streaks with rewards for participation or completion.
• Why it matters: Challenges encourage accountability and teamwork while promoting employee engagement.

8. Create a culture of recognition and appreciation

Recognizing contributions and milestones supports emotional wellbeing and morale.

• What to do: Use tools like Matter to send kudos for achievements, wellness goals, or team contributions. Acknowledge both professional and personal milestones.
• Why it matters: Recognition fosters a positive culture where employees feel valued and engaged.

9. Provide education on healthy habits

Raising awareness about wellness helps employees make informed decisions about their health.

• What to do: Host webinars or share resources on nutrition, sleep habits, time management, and stress reduction.
• Why it matters: Education empowers employees to develop habits that support their wellbeing.

10. Offer financial wellness programs

Financial stress can affect employees' emotional health and productivity.

• What to do: Provide budgeting, debt management, or retirement planning workshops to improve financial confidence.
• Why it matters: Addressing financial wellbeing reduces stress and promotes peace of mind.

11. Promote social connection through team activities

Social interaction is key to emotional health and a sense of belonging.

• What to do: Organize team-building activities, virtual lunches, or informal "water cooler" chats to strengthen relationships.
• Why it matters: Connected employees feel supported and more engaged in their roles.

12. Normalize mental health days

Allowing employees to take time for their mental health reinforces a culture of wellbeing.

• What to do: Offer designated mental health days or flexible PTO policies that emphasize self-care.
• Why it matters: Employees who feel supported in their mental health are more likely to be productive and committed.

13. Introduce ergonomic workplace support

Comfortable workspaces promote physical wellbeing and reduce long-term health risks.

• What to do: Provide ergonomic chairs, standing desks, or home office stipends for remote employees.
• Why it matters: Ergonomic tools improve posture, reduce strain, and boost comfort while working.

14. Promote mindfulness practices

Mindfulness improves focus, reduces stress, and fosters emotional resilience.

• What to do: Offer guided meditation sessions, access to mindfulness apps, or regular "Mindful Monday" activities.
• Why it matters: Employees who practice mindfulness report improved mental clarity, stress management, and emotional wellbeing.

Why health and wellbeing drive engagement

Focusing on employee health and wellbeing creates a foundation for a more productive, satisfied, and dedicated workforce. Organizations that implement initiatives addressing mental, physical, and emotional wellness demonstrate genuine care for their teams, fostering a supportive workplace culture.

When employees feel healthy and supported, they are more prepared to overcome challenges, work collaboratively, and contribute meaningfully to their organization’s goals.

The 5 levels of employee engagement and their impact on wellbeing

Employee engagement is not a one-size-fits-all state; it exists on a spectrum. Understanding the varying levels of engagement can help leaders identify where their teams stand and take steps to improve both engagement and employee wellbeing. Each level affects employees' emotional, mental, and physical health differently, influencing their contributions to the organization.

Here's a breakdown of the 5 levels of employee engagement and how they impact overall wellbeing:

1. Highly engaged employees

Highly engaged employees are enthusiastic, motivated, and deeply connected to their roles, teams, and company mission. They consistently go above and beyond because they find purpose and satisfaction in their work.

• Impact on wellbeing: These employees often experience higher mental wellbeing, lower stress, and a strong sense of accomplishment. A workplace culture that recognizes and supports their efforts further enhances their satisfaction.
• What to do: Keep these employees engaged by offering leadership opportunities, recognition programs (like Matter), and growth initiatives to maintain their high levels of motivation.

2. Moderately engaged employees

Moderately engaged employees contribute to the organization but may not go out of their way to take initiative. While they're relatively satisfied with their jobs, they lack the deep emotional connection seen in highly engaged employees.

• Impact on wellbeing: These employees may feel stagnant or under appreciated, which can affect their motivation and long-term wellbeing. They may need more personalized recognition and growth opportunities.
• What to do: Focus on reenergizing these employees through mentorship programs, professional development workshops, and recognition of their unique contributions.

3. Neutral or indifferent employees

Indifferent employees are disengaged but not overtly dissatisfied. They do just enough to get by but lack enthusiasm or a sense of purpose. Often, they feel disconnected from the organization's goals or overlooked by leadership.

• Impact on wellbeing: This level of disengagement can lead to feelings of boredom, stress, or frustration. Employees in this category may struggle with low energy and mental health challenges over time.
• What to do: Reignite their interest with meaningful wellness programs, clear career paths, and opportunities to connect with their peers through team-building initiatives.

4. Disengaged employees

Disengaged employees are unmotivated and detached from their work. They may show minimal effort, poor productivity, and little emotional connection to their team or company.

• Impact on wellbeing: Disengaged employees are often stressed, dissatisfied, and more likely to experience poor wellbeing, including mental and physical fatigue.
• What to do: Identify the root cause of disengagement through pulse surveys or one-on-one check-ins. Address their concerns with tailored wellness initiatives, support systems, and a renewed focus on work-life balance.

5. Actively disengaged employees

Actively disengaged employees are not just disconnected—they may openly express dissatisfaction and negatively influence team morale. These employees feel unrecognized, unsupported, or undervalued.

• Impact on wellbeing: Actively disengaged employees often struggle with severe stress, frustration, and low emotional wellbeing. Their dissatisfaction can spread to others, creating a negative workplace environment.
• What to do: Leaders should prioritize empathy and active listening. Address their grievances thoughtfully, provide targeted resources for mental health, and foster a supportive culture that encourages open communication.

Why understanding engagement levels matters

Recognizing where employees fall on the engagement spectrum allows leaders to take meaningful actions that improve both engagement and wellbeing. A workplace that supports highly engaged employees while lifting disengaged ones fosters better communication, reduced stress, and a more connected and productive workforce.

By identifying these levels and acting with care, organizations can create an environment where employees feel valued, supported, and empowered to succeed—not just in their work but overall wellbeing.

7 best tools to boost employee engagement and wellbeing

The following tools are designed to help organizations prioritize employee engagement and wellbeing, offering solutions that simplify recognition, foster team connection, and improve overall workplace satisfaction.

1. Matter

About Matter: Matter is a leading Slack-first and Teams-first employee recognition platform that helps organizations build a culture of appreciation and engagement. Matter enables employees to send beautifully customizable kudos cards that celebrate achievements, milestones, and company values—all from within Slack or Microsoft Teams. Its automated features, such as Feedback Friday and milestone celebrations, make it easy to foster consistent recognition without adding extra workload.

Matter main features:

• Customizable kudos cards for peer-to-peer recognition.
• Feedback Friday to automate weekly recognition reminders.
• Automated milestone celebrations for birthdays and work anniversaries.
• Incentivized surveys with rewards to gather employee feedback.
• Engaging rewards system with options like gift cards, charitable donations, or prepaid Visa/Mastercard.

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. Wellable

About Wellable: Wellable is a holistic wellness platform that helps organizations engage employees through personalized health programs, fitness challenges, and educational content. It seamlessly integrates physical, emotional, and financial wellness into one engaging solution.

Wellable main features:

• Fitness and step challenges with progress tracking.
• Mental health and mindfulness workshops.
• Health risk assessments for identifying wellness needs.
• Integration with wearables like Fitbit and wellness apps.

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).

3. Vantage Fit

About Vantage Fit: Vantage Fit is an employee wellness platform that promotes physical and mental health through gamified challenges, incentives, and engagement tools. Designed for organizations of all sizes, it focuses on creating a healthier, happier workforce.

Vantage Fit's main features:

• Fitness tracking with step challenges and activity logging.
• Gamified wellness programs to keep employees motivated.
• Virtual rewards and incentives for wellness milestones.
• Integration with fitness apps and wearables.

Vantage Fit pricing: To learn more, view Vantage Fit’s pricing page.

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

What Vantage Fit customers are saying on G2: “I did not find anything that I do not like about this app. Although there are always ways to improve on the features, but as of now i find this to be equipped with all appropriate features to work for heath fitness.” - Jay Gopal M., Scientist CMC Formulations (G2 Review for Vantage Fit).

4. Limeade

About Limeade: Limeade is a wellbeing and engagement platform that improves employee health, reduces stress, and increases job satisfaction. It connects employee engagement with organizational wellbeing to help companies drive meaningful cultural change.

Limeade's main features:

• Personalized wellbeing programs with mental and physical health support.
• Tools for measuring employee feedback and wellness impact.
• Engagement campaigns to encourage participation.
• Real-time insights and analytics on employee wellbeing.

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

Limeade G2 score: There is no G2 score listed for Limeade at this time.

What Limeade customers are saying on G2: There is currently no G2 review for Limeade at this time.

5. Yumuuv

About Yumuuv: Yumuuv is an innovative wellness platform focusing on holistic employee health and wellbeing through personalized fitness programs, nutrition plans, and wellness challenges. It emphasizes creating sustainable habits that promote long-term health and engagement across teams.

Yumuuv main features:

• Personalized wellness plans tailored to individual goals.
• Virtual fitness classes and nutrition coaching.
• Team-based challenges and wellness leaderboards.
• Analytics and reporting to track wellness program success.

Yumuuv pricing: 

• 45 days: $650/ Up to 200 users
• 90 days: $975/ Up to 200 users
• 365 days: $1,300/ Up to 200 users

To learn more, view Yumuvv’s pricing page.

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

What Yumuuv customers are saying on G2: “Now, not everything is perfect. There's something that bothers me a bit: the blind trust in users' honesty. I don't want to sound like a party pooper, but sometimes I wonder if we're all equally sincere when logging our activities. It would be great if there was some way to verify achievements, you know? That way, we'd all be on a level playing field and the competition would be even more exciting.” - Lori A., Research and Consulting Analyst (G2 Review for Yumuuv).

6. Sprout

About Sprout: Sprout is a workplace wellness platform that combines health tracking, employee engagement, and rewards to promote a culture of wellbeing. Designed to support both physical and mental health, Sprout empowers employees to take control of their wellness journeys.

Sprout main features:

• Health risk assessments and goal tracking.
• Customizable wellness challenges for teams and individuals.
• Gamified wellness programs with rewards and recognition.
• Integrated reporting and insights for program optimization.

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

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

What Sprout customers are saying on G2: “I love how everything is automated and easy to access, making tasks more efficient and convenient. The streamlined processes save time and effort, allowing me to focus on more important responsibilities. Plus, the user-friendly interface makes it simple to navigate and find what I need quickly” - Edcel "Eds" S., HR Officer - Employee experience (G2 Review for Sprout).

7. Woliba

About Woliba: Woliba is a comprehensive employee engagement and wellbeing platform that combines recognition, wellness challenges, and employee feedback into a single solution. Designed for modern workplaces, Woliba improves employee experience and promotes healthier habits.

Woliba's main features:

• Interactive wellness programs with challenges and incentives.
• Employee recognition tools to celebrate achievements.
• Real-time pulse surveys and feedback tools.
• Analytics and reporting to measure engagement and wellbeing.

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

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

What Woliba customers are saying on G2: “The platform is very easy to use, and I appreciate the ability to track engagement amongst users. It really does the bulk of our company health and wellness inititiaves for us. There is great diversity in what can be done within the app with activity challenges, tutorials, educational articles, and tailored recipes. The support we receive from the Woliba team helps us increase participation and the tech support is always fast and efficient.” - Sierra R., Mid-Market (G2 Review for Woliba).

Why these tools matter

Investing in tools like Matter, Wellable, and Woliba helps organizations integrate employee engagement and wellbeing into their culture seamlessly. By recognizing achievements, promoting physical and mental health, and fostering team connections, these platforms empower organizations to create healthier, happier, and more productive workplaces.

FAQs about employee engagement and wellbeing

Here are answers to frequently asked questions about employee engagement and wellbeing to help organizations create supportive, connected, and thriving workplaces.

1. What is the connection between employee engagement and wellbeing?

Employee engagement and wellbeing are deeply connected. When organizations support employees' physical, mental, and emotional health, they create an environment where employees feel valued, motivated, and engaged. Wellbeing provides the foundation for engagement, enabling employees to contribute their best work without sacrificing their health.

2. How does employee wellbeing impact business outcomes?

Prioritizing employee wellbeing leads to measurable productivity, retention, and job satisfaction improvements. Healthier, happier employees have fewer sick days, lower stress levels, and higher motivation, which directly improves business outcomes like performance, innovation, and customer satisfaction.

3. What are simple ways to improve employee engagement and wellbeing?

Organizations can improve engagement and wellbeing by:

• Implementing recognition tools like Matter to celebrate employee contributions.
• Offering wellness programs focused on mental health and physical health.
• Encourage work-life balance with flexible work schedules.
• Providing opportunities for employee development and career growth.
• Collecting and acting on employee feedback through pulse surveys.

4. What role do managers play in employee engagement and wellbeing?

Managers play a critical role in fostering employee engagement and wellbeing by:

• Leading with empathy and open communication.
• Recognizing achievements and celebrating milestones.
• Offering support for work-life balance and stress management.
• Providing professional growth opportunities to motivate employees.
• Checking in regularly to address challenges and offer encouragement.

5. How can organizations measure employee engagement and wellbeing?

To measure engagement and wellbeing, organizations can:

• Use pulse surveys or tools like Matter to gather real-time feedback.
• Analyze absenteeism, turnover rates and participation in wellness programs.
• Monitor productivity, collaboration, and employee satisfaction through regular check-ins.
• Review results from employee recognition programs to gauge the impact on morale and connection.

6. How do wellness programs increase employee engagement?

Wellness programs demonstrate that organizations care about employees' overall health and happiness. By addressing stress, encouraging physical activity, and promoting mental health, wellness programs create healthier employees who feel supported and valued. This leads to increased engagement, focus, and loyalty.

7. What are some examples of effective employee wellbeing initiatives?

Examples include:

• Virtual fitness challenges and mindfulness programs.
• Recognition tools like Matter for celebrating achievements.
• Mental health workshops and access to counseling services.
• Flexible hours to support a healthier work-life balance.
• Wellness stipends for gym memberships, meditation apps, or ergonomic equipment.

8. What are common challenges in improving employee engagement and wellbeing?

Organizations often face challenges like:

• Lack of leadership support or buy-in.
• Generic programs that don't address unique team needs.
• Poor communication about the purpose and benefits of initiatives.
• Difficulty measuring engagement or wellbeing outcomes.
• Low participation in programs due to a lack of incentives or awareness.

9. How can remote employees stay engaged and connected?

For remote employees, organizations can:

• Use tools like Matter to provide peer-to-peer recognition and celebrate milestones.
• Host virtual team-building activities, like wellness challenges or trivia games.
• Promote mental health resources and flexible work schedules.
• Schedule regular virtual check-ins and feedback sessions to keep communication open.
• Create virtual spaces for informal chats, such as virtual coffee breaks.

10. Why should organizations prioritize employee engagement and wellbeing in 2025?

In 2025, organizations face increasing pressure to address employee engagement and wellbeing amid evolving workplace dynamics, like remote work, hybrid teams, and rising mental health concerns. Prioritizing these initiatives helps organizations:

• Retain top talent and reduce turnover.
• Improve employee morale, satisfaction, and productivity.
• Support healthier, happier employees who contribute to a positive workplace culture.
• Drive business outcomes like innovation, collaboration, and long-term sustainability.

The Connection Between Employee Engagement and Well-Being

Understanding how engagement and wellbeing intersect enables organizations to create strategies that address both effectively. By identifying key challenges and implementing thoughtful solutions, leaders can build a workplace where employees feel valued, motivated, and fully supported to contribute their best.

Final thoughts/advice on employee engagement and wellbeing

Fostering a culture of employee engagement and wellbeing is essential for any organization striving to build a thriving, motivated, and resilient workforce. By prioritizing employee wellbeing through thoughtful initiatives like recognition, development opportunities, and mental health support, leaders can create a workplace where employees feel valued, supported, and empowered to contribute their best work.

Organizations that focus on engagement and wellbeing gain more insights into what drives their teams, allowing them to implement strategies that reduce burnout, improve productivity, and boost team morale. When employees experience genuine care for their emotional, mental, and physical wellbeing, they become more connected to their teams and the company's overall mission.

To succeed, leaders should:

• Recognize and celebrate achievements to promote a culture of appreciation.
• Provide wellness programs that address mental health and encourage balance.
• Gather feedback and use those insights to improve the employee experience continuously.
• Empower teams with tools and opportunities for professional and personal growth.

Integrating employee engagement and wellbeing into your company's culture, you'll build a healthier, happier workforce that contributes to long-term success and sustainability.

Take the next step with Matter

If you're ready to improve employee engagement and wellbeing with ease, Matter is here to help. Matter's simple and intuitive tools make it easy to:

• Recognize and celebrate contributions with customizable kudos cards.
• Gather more insights through incentivized pulse surveys to understand and improve team dynamics.
• Celebrate important milestones like birthdays, work anniversaries, and team wins.
• Foster a culture of connection and employee wellbeing with automated, meaningful recognition.

‍Get started with Matter for free today and take the first step toward a workplace where employees feel engaged, appreciated, and supported every day.