68+ Employee Engagement Examples in 2025 [9 Categories]

At Matter, we understand the challenges businesses face when it comes to fostering meaningful employee engagement. Balancing the needs of your team while striving for positive business outcomes can feel overwhelming, especially with the rise of hybrid and remote work environments. You want your employees to feel valued, motivated, and connected to their roles and your organization's mission.

That's why we're here to help. Whether you're exploring employee engagement strategies, looking for tools to improve team engagement, or searching for inspiration to boost employee satisfaction, we've got you covered. With Matter's intuitive tools, like real-time recognition and actionable feedback features, we make creating a culture of appreciation and active participation easy. Our goal is to support businesses like yours with solutions that drive employee engagement, promote job satisfaction, and ultimately lead to positive work environments.

In addition to our tools, we've compiled 68+ employee engagement examples across nine categories to give you actionable ideas that work. From employee engagement activities to performance management strategies, you'll find practical examples that resonate with your team and your business goals. Let's explore how these insights—and Matter—can help you build a thriving, engaged workforce.

Employee engagement and why it's essential for long-term success

Employee engagement refers to the passionate dedication and active participation employees have toward their work and the organization's mission. Highly engaged employees go beyond simply completing tasks; they bring passion, creativity, and a sense of ownership to their roles. For businesses, this commitment is a critical driver of success, directly impacting employee retention, job satisfaction, and positive business outcomes.

When employees feel valued and connected to their organization, they are more inclined to maintain motivation and productivity. Studies like those from Harvard Business Review show that fostering employee engagement leads to better customer satisfaction, improved team performance, and even increased profitability. On the other hand, disengaged employees can lead to higher turnover rates, decreased morale, and lost opportunities for growth.

Prioritizing employee engagement isn't just a strategy—it's a necessity. By implementing effective employee engagement programs, providing professional development opportunities, and fostering a healthy work atmosphere, organizations can realize the complete capabilities of their personnel. Tools like Matter make this easier by providing seamless recognition, feedback, and team-building solutions, ensuring employees perceive their worth and are empowered to contribute significantly. This focus on engagement ultimately cultivates a workplace where team members aren't just fulfilling their roles—they're thriving, driving innovation, and contributing to the company's long-term success. Ready to transform your approach? Dive into the following examples and strategies that make engagement a reality.

10 employee engagement examples for remote/virtual and hybrid companies

With the rise of remote work and hybrid models, keeping employees connected and motivated has become more challenging and important than ever. Engaging remote workers requires innovative approaches to ensure they feel valued, supported, and part of the larger team. Here are ten practical examples of employee engagement activities tailored to remote and hybrid companies that foster team engagement and strengthen connections.

1. Virtual team-building activities

Virtual team-building games and challenges can strengthen relationships and promote collaboration. Activities like escape rooms or trivia games can replicate the bonding that occurs in office settings while fostering a sense of fun and shared purpose.

Examples of virtual team-building activities:

• Online escape rooms for problem-solving and teamwork.
• Trivia competitions that test knowledge and spark friendly competition.
• Virtual scavenger hunts to encourage creativity and collaboration.

These activities help employees feel connected, no matter where they are located.

2. Flexible work arrangements

Remote and hybrid employees often value flexibility as it allows them to reconcile personal and professional obligations. Providing options for customized work schedules can reduce stress and increase job satisfaction.

• Benefits of flexible work arrangements:
• Promotes better work-life balance.
• Empowers employees to work during their most productive hours.
• Reduces burnout and enhances overall well-being.

3. Recognition and rewards programs

Recognition is vital in remote settings, where achievements may not always be visible. Tools like Matter enable managers and peers to acknowledge contributions through virtual employee recognition programs, creating a culture of appreciation.

• Examples of recognition initiatives:
• Peer-to-peer recognition using a platform like Matter.
• Awarding digital badges or tokens for outstanding performance.
• Providing redeemable points for gift cards or experiences.

Recognition not only enhances morale but also solidifies preferred actions.

4. Professional development opportunities

Remote employees can sometimes feel stagnant if they lack access to growth opportunities. Offering training programs and courses demonstrates the company's commitment to their career development.

Expand professional development opportunities by:

• Sponsoring virtual conferences and webinars.
• Facilitating access to online learning platforms such as LinkedIn Learning or Coursera.
• Creating mentorship programs to foster skill-building and knowledge-sharing.

Investing in employee growth drives employee engagement and encourages loyalty.

5. Wellness programs

Virtual wellness initiatives address the physical and mental health needs of remote workers. These programs demonstrate the company's commitment to employee well-being and help maintain a healthy, balanced workforce.

Examples of virtual wellness programs include:

• Weekly virtual yoga or meditation sessions.
• Hosting mental health awareness workshops.
• Offering stipends for gym memberships or fitness apps.

A focus on wellness improves productivity and reduces absenteeism.

6. Clear and transparent communication

Insufficient face-to-face engagement may result in misunderstandings or a sense of isolation. Transparent communication builds trust and ensures everyone is aligned with the organization's goals.

Strategies for effective remote communication:

• Schedule weekly team updates and Q&A sessions.
• Use collaborative tools like Slack or Microsoft Teams to keep everyone informed.
• Encourage feedback to ensure employees feel heard and valued.

Open communication cultivates a positive work environment.

7. Virtual coffee chats

Informal conversations can be harder to facilitate remotely but are critical for maintaining camaraderie. Organize virtual coffee breaks where team members can connect on non-work topics.

• Ideas for virtual coffee chats:
• Pair employees randomly for one-on-one "coffee meetups."
• Host themed chats, like "pet show-and-tell" or "travel stories."
• Create a dedicated Slack channel for casual conversations.

These activities strengthen relationships and humanize the remote work experience.

8. Collaborative goal setting

Involving employees in goal-setting fosters a sense of ownership and accountability. By aligning personal goals with company objectives, employees feel more motivated and invested.

Steps to implement collaborative goal-setting:

• Host brainstorming sessions to define team objectives.
• Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for clarity.
• Check progress regularly to celebrate milestones and make adjustments.

This approach enhances employee motivation and ensures alignment with organizational priorities.

9. Feedback loops

Regularly seeking and acting on employee feedback is essential for continuous improvement. Feedback loops help employees feel valued and ensure leadership stays attuned to their needs.

Tips for effective feedback loops:

• Use pulse surveys to gather real-time insights on employee engagement metrics.
• Incorporate anonymous feedback options to encourage honesty.
• Follow up on feedback to show that input leads to meaningful changes.

Feedback loops drive employee engagement by promoting a culture of listening and responsiveness.

10. Social responsibility initiatives

Employees increasingly value organizations that give back to their communities. Virtual initiatives centered on corporate social responsibility can engage employees and strengthen their emotional connection to the company.

Ideas for virtual social responsibility programs:

• Organize online fundraising events or donation drives.
• Partner with charities for remote volunteering opportunities.
• Allow employees to nominate causes for company support.

By involving employees in meaningful causes, organizations can cultivate a sense of purpose and shared values.

10 employee engagement initiative examples

Employee engagement initiatives are strategic efforts intended to develop a workplace culture where employees feel valued, motivated, and connected to the company's mission. These initiatives foster team engagement, improve employee retention, and drive positive business outcomes. Below are ten impactful examples, expanded and enriched with actionable tips and employee engagement strategies to suit diverse organizations.

1. Onboarding programs that inspire engagement: Effective onboarding establishes the foundation for employee engagement from day one. Programs designed to familiarize new hires with the company culture, values, and team dynamics lead to employees feeling valued and prepared.

• Key components of an engaging onboarding program:
• Interactive orientation sessions with senior leaders.
• Assigning mentors or buddies for support.
• Gamifying onboarding tasks for fun and participation.

By aligning new hires with organizational goals, onboarding fosters emotional commitment and ensures a smooth transition into the workplace.

2. Recognition-based engagement programs: Recognizing employees for their contributions drives employee motivation and outstanding performance. Platforms like Matter streamline recognition, enabling companies to highlight achievements in real-time.

• How to boost recognition:
• Publicly celebrate wins during team meetings or through digital channels.
• Use rewards such as points or personalized notes for milestones.
• Leverage peer-to-peer recognition to strengthen bonds among team members.

These programs reinforce a culture of appreciation, encouraging employees to feel engaged and connected.

3. Professional development opportunities: Offering training programs and career growth paths creates a workplace where employees are encouraged to thrive. When employees see opportunities for advancement, their job satisfaction and loyalty improve.

• Examples of professional development initiatives:
• Hosting skill workshops tailored to employee interests.
• Sponsoring leadership development programs.
• Encouraging participation in industry conferences or certifications.

Development opportunities contribute to long-term employee retention by aligning individual growth with organizational goals.

4. Team-building events: Regular team-building activities help foster relationships, collaboration, and trust. These initiatives can be in-person or virtual, catering to hybrid or remote teams.

• Creative team-building ideas:
• Volunteer as a group for local causes or charitable events.
• Organize fun activities like hackathons, trivia nights, or escape rooms.
• Create challenges that reward teamwork, like group fitness goals.

These events enhance team engagement, promote knowledge sharing, and strengthen connections across teams.

5. Wellness-focused initiatives: Prioritizing employee well-being by addressing physical, mental, and emotional health is essential. Wellness programs show employees that the organization cares for them holistically.

• Examples of wellness initiatives:
• Monthly wellness stipends for fitness classes or mental health resources.
• Group challenges for steps, hydration, or mindfulness.
• Access to private counseling services via an employee assistance program.

These initiatives lead to positive work environments and healthier, more productive employees.

6. Transparent communication campaigns: Establishing clear, consistent communication builds trust and enhances engagement. Transparent messaging ensures employees understand company objectives and feel aligned with its mission.

• Ways to improve communication:
• Conduct regular "Ask Me Anything" sessions with leadership.
• Use platforms like Slack or Microsoft Teams for open updates.
• Create a feedback portal for employees to voice ideas and concerns.

Strong communication drives employee satisfaction and creates a culture of inclusion.

7. Flexible work policies: Providing flexible work arrangements effectively enhances work-life balance and addresses varied employee requirements. This includes options like remote work, flextime, or condensed workweeks.

• Benefits of flexibility:
• Empowers employees to structure their day for productivity.
• Reduces stress by balancing personal and professional priorities.
• Attracts and retains top talent by offering modern work options.

Flexibility is a crucial factor in fostering employee engagement, especially for hybrid or remote teams.

8. Corporate social responsibility initiatives: Employees value working for organizations that give back to their communities. Engaging employees in CSR programs enhances their connection to the company's mission.

• CSR engagement ideas:
• Offer paid volunteer days for employees to support causes they care about.
• Host donation drives for local nonprofits.
• Collaborate with teams to identify and fund impactful projects.

CSR initiatives create a sense of purpose, encouraging emotional commitment and shared values.

9. Employee feedback and continuous improvement: Regular employee feedback loops are essential for keeping employees engaged. Actively listening and responding to feedback shows that their voices matter.

• How to implement effective feedback loops:
• Conduct quarterly pulse surveys to gauge sentiment.
• Use anonymous platforms to encourage honest input.
• Share and act on feedback insights to show responsiveness.

Feedback programs help improve employee engagement and build trust.

10. Engagement metrics and analytics: Tracking employee engagement metrics allows organizations to understand the effectiveness of their initiatives. Metrics like employee satisfaction scores or retention rates provide valuable insights.

Useful engagement metrics to track:

• Net Promoter Score (NPS) for employee sentiment.
• Turnover rates for monitoring retention.
• Participation rates in engagement activities.

Leveraging data ensures programs are aligned with goals and adjusted for maximum impact.

By implementing these employee engagement initiatives, organizations can foster a more inclusive, motivated, and connected workforce. Combining these strategies with tools like Matter simplifies the process, enabling businesses to see positive business outcomes and create thriving workplace cultures.

10 employee engagement survey examples

Employee engagement surveys are powerful instruments for understanding what drives employee satisfaction and identifying areas for improvement. Effective surveys go beyond measuring sentiment—they provide actionable insights that can shape employee engagement strategies and enhance the overall workplace environment. Here are ten types of surveys that can help you measure and improve employee engagement.

1. Onboarding surveys: Solicit comments from recent hires regarding their onboarding experience. These surveys can uncover gaps in the process and help improve future employee engagement initiatives.Key questions to include:

• "Did you feel supported during your onboarding process?"
• "What could we improve to make the transition smoother?"

This feedback helps ensure new employees feel welcome and aligned with company culture.

2. Work-life balance surveys: Understanding how employees manage their workloads and personal responsibilities can lead to improved work-life balance initiatives. Sample questions:

• "Do you feel you have enough flexibility in your work schedule?"
• "How often do you feel stressed due to work demands?"

These insights can guide changes to flexible work arrangements and wellness programs.

3. Recognition and rewards surveys: Evaluate how employees perceive the company's employee recognition programs. Use these surveys to refine your efforts and ensure employees feel valued.Questions to ask:

• "Do you feel your contributions are recognized?"
• "What types of rewards would you find most meaningful?"

Responses can guide the development of personalized recognition programs.

4. Remote work surveys: Gauge how remote workers feel about their setup and identify areas where support may be needed.

• Suggested topics:
• Access to necessary tools and resources.
• Feelings of connection to the team and company.

These surveys help maintain a positive work environment for remote teams.

5. Career development surveys: Assess employees' perceptions of professional development opportunities and identify areas for growth.Example questions:

• "Do you feel you have opportunities to grow within the company?"
• "What additional training programs would benefit your career?"

This feedback helps align training programs with employee goals.

6. Engagement driver surveys: Understand the fundamental elements that drive employee engagement. These surveys focus on uncovering what motivates your team. Common drivers to explore:

• Leadership support.
• Opportunities for meaningful work.
• Team collaboration and culture.

Insights from these surveys inform targeted engagement strategies.

7. Wellness surveys: Evaluate how employees feel about the company's wellness programs and their overall employee well-being. Sample questions:

• "How do you feel about your mental health support options?"
• "What additional wellness resources would you like to see?"

Wellness surveys guide improvements that promote health and employee satisfaction.

8. Pulse surveys: Conduct short, frequent surveys to gauge employee engagement metrics in real-time. These quick surveys help track changes in engagement levels. Best practices:

• Keep questions concise and focused on specific topics.
• Use tools like Matter to automate delivery and analysis.

Pulse surveys provide actionable insights without overwhelming employees.

9. Exit surveys: When employees leave, gathering their feedback can uncover trends in employee retention challenges and guide improvements. Key questions:

• "What led you to seek opportunities elsewhere?"
• "What could the company have done to improve your experience?"

Exit surveys are vital for improving employee retention efforts.

10. Diversity and inclusion surveys: Assess employees' perspectives on your organization's inclusivity efforts. These surveys help ensure that everyone feels valued and included. Example questions:

• "Do you feel your unique background is appreciated at work?"
• "What can we do to improve inclusivity in our workplace?"

Results from these surveys drive initiatives that foster positive work environments and a culture of belonging.By incorporating these employee engagement survey examples, businesses can acquire valuable insights into the expectations and requirements of their workforce. Using tools like Matter ensures surveys are seamless to deliver and easy to analyze, leading to actionable improvements in employee engagement and satisfaction.

10 employee engagement performance review examples

Performance reviews are vital to building relationships, providing valuable feedback, and connecting employees to their personal and organizational growth. When structured with employee engagement strategies in mind, they become more than evaluations—they become tools for motivation, alignment, and retention. Here are ten fresh and unique performance management examples that drive employee engagement.

1. Collaborative performance mapping: Rather than a traditional top-down review, involve employees in mapping their performance goals and achievements. This collaborative approach fosters transparency and ownership.

Key actions:

• Use visual tools to map out past accomplishments and future objectives.
• Invite employees to highlight their proudest moments and challenges.
• Align performance maps with organizational milestones.

This method helps employees see how their contributions fit into the company's broader vision, boosting emotional commitment.

2. Impact-driven reviews: Center reviews on the tangible impact employees have made. By focusing on how their work has contributed to the team, customers, or business, employees feel valued and appreciated.

Discussion points:

• Projects or tasks that had a measurable outcome.
• Contributions that enhanced customer satisfaction or team success.
• Recognition for initiatives that demonstrated innovation.

This approach ties personal contributions to positive business outcomes and encourages pride in their work.

3. Milestone performance check-ins: Rather than waiting for scheduled reviews, celebrate individual and team milestones with mini check-ins. These moments reinforce progress and keep employees motivated.

Examples:

• Acknowledge the completion of a major project with a personalized review.
• Use milestones as opportunities to set new short-term goals.
• Celebrate achievements with both recognition and actionable next steps.

Milestone check-ins make performance management an ongoing and engaging process.

4. Growth plan evaluations: Focus on growth rather than just achievements. This type of review emphasizes the employee's potential and how the organization can support their journey.

Key focus areas:

• Skills employees want to develop in the next quarter or year.
• Opportunities for leadership or cross-functional projects.
• Support systems, such as professional development opportunities or mentorship programs.

Growth-focused reviews inspire active participation and employee motivation.

5. Employee-led reviews: Empower employees to take the lead in their reviews. This structure flips the traditional format, allowing employees to present their progress and areas for improvement.

Steps to implement:

• Provide a framework or prompts for employees to prepare their presentation.
• Encourage them to highlight their accomplishments, challenges, and goals.
• Follow up with constructive feedback and support.

This approach fosters employee autonomy and helps employees take ownership of their development.

6. Recognition-integrated reviews: Integrate recognition directly into the performance review process. Begin reviews by celebrating the employee's unique contributions to set a positive and motivating tone.

Techniques:

• Highlight specific examples of outstanding performance using peer feedback or manager observations.
• Share a written acknowledgment from leadership.
• Tie recognition to company values or team achievements.

Recognition-integrated reviews leave employees feeling valued and appreciated.

7. Role evaluation and redesign: Use reviews to explore how an employee's role has evolved and whether adjustments are needed to enhance engagement. This ensures the position continues to align with the employee's strengths and aspirations.

Key questions to ask:

• "What aspects of your role do you find most fulfilling?"
• "Are there tasks or projects you'd like to take on or step away from?"
• "How can we support you in making your role more rewarding?"

Role evaluations encourage alignment and ensure employees feel valued.

8. Peer-driven performance insights: Incorporate peer-driven insights to highlight team dynamics and collaboration. This isn't about formal 360-degree feedback but informal, targeted input.

How to gather insights:

• Ask team members to share one example of how the employee has positively impacted their work.
• Use anonymous peer feedback for candid input.
• Include these insights as discussion points during the review.

This encourages collaboration and builds a stronger sense of team engagement.

9. Values-based storytelling: Rather than simply discussing metrics or objectives, use reviews to tell a story of how the employee has embodied the company's mission and values.

Example stories to highlight:

• Contributions that align with the organization's corporate social responsibility efforts.
• Instances of employees supporting team members during critical moments.
• Demonstrations of leadership skills in challenging situations.

Storytelling connects personal achievements to the company's culture and mission.

10. Innovation feedback sessions: Dedicate part of the review to discussing how employees have contributed innovative ideas or tackled problems creatively.

Discussion points:

• Examples of innovative solutions the employee has proposed or implemented.
• Opportunities for the employee to lead future creative projects.
• Feedback on how innovation is valued and supported within the team.

This focus encourages creativity and establishes the employee as a crucial contributor to the organization's success.

By adopting these unique approaches to performance reviews, organizations can transform what is often seen as a routine process into an opportunity to foster employee engagement, growth, and recognition. Using tools like Matter can simplify the feedback and recognition process, making reviews both meaningful and impactful.

12 monthly employee engagement examples – one for each month of the year

Employee engagement is not a singular initiative but a continuous endeavor necessitating strategic preparation throughout the year. By aligning employee engagement activities with seasonal themes, company milestones, or cultural moments, businesses can create consistent opportunities to connect with their teams. 

Here are twelve monthly examples to inspire a year-long approach to employee engagement.

1. January: Set goals and plan for success

Kick off the year with goal-setting activities that align personal and professional objectives. Use this opportunity to inspire active participation and focus on growth.

Activities:

• Host a workshop on creating SMART goals.
• Offer vision board sessions to help employees visualize their aspirations.
• Share the company's strategic goals for the year and connect them to team contributions.

This establishes a sense of purpose and motivation for the year ahead.

2. February: Celebrate employee appreciation day

Dedicate February to recognizing and rewarding your team. Employee appreciation boosts morale and fosters a culture of gratitude.

Ways to celebrate:

• Send personalized thank-you notes to each team member.
• Host a virtual or in-person appreciation event with prizes.
• Use tools like Matter to facilitate peer-to-peer recognition.

Recognition during this time enhances employee satisfaction and employee motivation.

3. March: Focus on wellness

With spring around the corner, prioritize employee well-being by launching wellness challenges or programs.

Ideas for wellness initiatives:

• Create a step challenge with rewards for top performers.
• Offer virtual mindfulness sessions or stress management workshops.
• Share resources for physical and mental health support.

A focus on wellness improves productivity and promotes work-life balance.

4. April: Host a leadership skills workshop

Encourage growth by offering professional development opportunities tailored to leadership skills.

Workshop topics:

• Building emotional intelligence and communication.
• Strategies for conflict resolution and decision-making.
• Leading with empathy and fostering team engagement.

April's focus on growth sets employees up for future success.

5. May: Embrace social responsibility

Engage employees with corporate social responsibility initiatives that make a difference in the community.

Ideas for CSR activities:

• Organize a company-wide volunteering day.
• Launch a donation-matching program for employee-selected causes.
• Partner with a local nonprofit for an ongoing project.

These efforts connect employees to a greater sense of purpose.

6. June: Plan a mid-year progress celebration

Celebrate achievements from the first half of the year with a mid-year event. Recognition fuels employee engagement and encourages continued effort.

Activities:

• Share progress updates on team goals and accomplishments.
• Organize a team outing or virtual party.
• Recognize outstanding contributions with awards or gift cards.

Celebrations remind employees their hard work is valued.

7. July: Host team-building events

Summer is a great time for fun and collaborative team-building activities.

Ideas for team-building:

• Organize an outdoor event like a picnic or sports day.
• Plan virtual team games, like trivia or scavenger hunts.
• Host a skills-sharing session where employees teach each other something new.

These activities strengthen relationships and enhance teamwork.

8. August: Conduct mid-year feedback sessions

Use this quieter month to gather employee feedback and assess engagement levels. Feedback ensures employees feel heard and valued.

Feedback methods:

• Run a pulse survey to measure employee engagement metrics.
• Schedule one-on-one feedback sessions with team members.
• Use the insights to refine engagement initiatives.

Feedback loops keep engagement strategies aligned with employee needs.

9. September: Promote learning and development

As fall begins, focus on employee engagement training and upskilling opportunities to prepare for year-end goals.

Ideas for development:

• Host skill-building workshops or certification programs.
• Launch a book club focused on professional growth topics.
• Provide stipends for online learning platforms.

A focus on learning enhances employee satisfaction and builds loyalty.

10. October: Create a culture of fun

Celebrate the spooky season with lighthearted activities that unite the crew and establish a positive work environment

Fun ideas:

• Host a Halloween costume contest.
• Organize a themed office decorating challenge.
• Plan a team outing to a pumpkin patch or haunted house.

Adding fun to the workplace strengthens team engagement.

11. November: Reflect and give thanks

With Thanksgiving around the corner, take time to reflect on successes and express gratitude. Gratitude fosters connection and employee well-being.

Activities:

• Write a team gratitude wall or digital board.
• Share thank-you notes and small gifts for employees.
• Reflect on lessons learned during the year and discuss opportunities for growth.

Gratitude is a powerful tool for employee recognition.

12.. December: End the year with a celebration

Wrap up the year with an event that celebrates achievements and sets a positive tone for the next year.

Celebration ideas:

• Host a year-end party with awards and recognitions.
• Share a video or slideshow highlighting key team accomplishments.
• Give personalized gifts or bonuses to show appreciation.

Ending the year on a high note reinforces employee retention and loyalty.

By implementing these employee engagement ideas month by month, businesses can maintain momentum and build a thriving, connected workforce all year long. With tools like Matter, it's easy to keep engagement strategies consistent and impactful.

5 employee engagement SMART goals examples

Setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) is a proven way to align employee engagement strategies with organizational objectives. SMART goals create clarity, focus, and motivation for both employees and leaders. Here are five examples of employee engagement SMART goals that drive meaningful results.

1. Increase employee recognition within 3 months

Goal: Implement a peer-to-peer employee recognition program to achieve at least a 70% participation rate by the end of the third month.

Actions:

• Use a tool like Matter to simplify recognition processes.
• Host workshops to educate employees on how and when to recognize colleagues.
• Track participation rates and gather feedback to optimize the program.

This goal encourages team engagement and fosters a culture of appreciation.

2. Improve work-life balance by offering flexible schedules

Goal: Roll out flexible work arrangements within the next quarter to reduce work-related stress and increase job satisfaction scores by 15%.

Actions:

• Survey employees to understand their scheduling preferences.
• Develop a pilot program for flexible schedules and collect feedback.
• Monitor employee well-being and productivity metrics to measure success.

Offering flexibility shows employees they are valued and trusted.

3. Boost employee participation in wellness programs

Goal: Increase enrollment in company-sponsored wellness programs by 25% within 6 months.

Actions:

• Launch an internal campaign highlighting the benefits of wellness initiatives.
• Introduce new activities like mindfulness workshops or fitness challenges.
• Incentivize participation with rewards or recognition.

This goal prioritizes employee well-being while creating a more engaged workforce.

4. Enhance communication through leadership training

Goal: Train all team leaders on transparent and empathetic communication practices within 4 months, achieving an 80% satisfaction rate in post-training surveys.

Actions:

• Conduct workshops focusing on leadership skills like active listening and giving constructive feedback.
• Provide team leaders with tools to improve team engagement and communication.
• Assess the impact of training through pulse surveys and employee feedback.

Strong communication skills help build trust and promote a positive work environment.

5. Strengthen professional development opportunities

Goal: Develop a mentorship program within the next 6 months to pair at least 50% of employees with mentors, boosting employee satisfaction scores by 20%.

Actions:

• Identify experienced employees to serve as mentors and provide them with training.
• Arrange mentors and mentees according to their mutual interests or professional objectives.
• Track progress through surveys and regular feedback sessions.

This goal enhances employee motivation and retention by investing in growth and development.

By incorporating these SMART goals, organizations can take a strategic and measurable approach to improve employee engagement. Clear goals not only drive accountability but also ensure that engagement initiatives deliver meaningful and lasting impact.

5 examples of employee engagement in companies

Real-world examples of employee engagement in action provide valuable insights into how organizations create thriving, motivated workforces. These success stories demonstrate how tailored employee engagement strategies can lead to positive business outcomes. Here are five inspiring examples from companies that prioritize their people.

Google: Empowering employees through autonomy

Google is renowned for fostering innovation by giving employees freedom in their roles. Initiatives like their "20% time" policy allow team members to dedicate a portion of their work hours to personal projects that align with company goals.

Engagement drivers:

• Encourages employee autonomy and creativity.
• Provides opportunities for meaningful work beyond daily tasks.
• Reinforces trust and empowers employees to take ownership of their contributions.

This approach has been a key factor in Google's ability to entice and retain the most talented individuals.

Zappos: Building a strong company culture

Zappos places a high emphasis on creating a vibrant and inclusive company culture. They integrate employee engagement programs that celebrate individuality and foster connections among team members.

Key initiatives:

• Hosting regular team-building events and fun office activities.
• Encouraging employees to take ownership of customer experiences.
• Providing professional development opportunities to support career growth.

Zappos demonstrates how a strong culture can lead to highly engaged employees and exceptional customer satisfaction.

Patagonia: Prioritizing social responsibility

Patagonia aligns its values with its workforce by focusing on corporate social responsibility. The company actively involves employees in initiatives that promote environmental sustainability and community impact.

Examples of engagement:

• Allowing employees to volunteer for environmental causes by providing paid time off.
• Hosting educational workshops on sustainability practices.
• Providing grants for employees to pursue eco-friendly projects.

This alignment between personal values and organizational goals fosters a deep emotional commitment among employees.

Salesforce: Recognizing outstanding performance

Salesforce excels at recognizing and rewarding employee achievements. Their V2MOM (Vision, Values, Methods, Obstacles, and Measures) framework aligns individual and team goals with company objectives while emphasizing recognition.

Recognition practices:

• Regularly celebrating milestones during company-wide meetings.
• Using platforms to facilitate employee recognition programs.
• Offering rewards for outstanding performance, such as experiential perks or career development opportunities.

Salesforce shows how recognition programs can boost morale and encourage active participation.

Netflix: Supporting work-life balance

Netflix fosters work-life balance by offering unlimited paid time off and flexible working arrangements. This policy is built on trust, allowing employees to manage their schedules effectively.

Engagement benefits:

• Employees feel empowered to prioritize their personal lives without jeopardizing their professional objectives.
• Encourages accountability and productivity by trusting employees to manage their time.
• Reduces burnout and enhances employee well-being.

This commitment to flexibility contributes to Netflix's ability to maintain employee retention and satisfaction.

By learning from these examples, businesses can implement tailored employee engagement activities and programs that resonate with their teams. Tools like Matter can further simplify the process, enabling organizations to foster connection, recognition, and motivation.

Template for employee engagement action plan

Creating an employee engagement action plan is essential for fostering a motivated and productive workforce. A well-structured plan helps organizations identify specific areas for improvement, set clear goals, and implement effective employee engagement strategies. Below is a step-by-step template for crafting an action plan that drives results.

Employee Action Plan Template

This employee action plan is designed to help individuals and organizations align professional development goals, address areas of improvement, and track progress effectively. Use this template as a guide to create actionable, measurable, and time-bound objectives tailored to individual needs.

Employee Details

• Name:
• Job Title:
• Department:
• Manager/Supervisor:
• Date Created:
• Review Date:

1. Goal Identification

Objective: Clearly state the purpose of the action plan (e.g., professional development, performance improvement, addressing specific challenges).‍

Examples:

• Enhance project management skills.
• Improve communication with team members.
• Address gaps in technical knowledge.

2. Key Areas for Development

Identify the specific skills, behaviors, or areas requiring improvement or enhancement.

‍Examples:

• Skill: Improve time management to meet project deadlines.
• Behavior: Increase collaboration with colleagues across departments.
• Knowledge: Gain expertise in a specific software or process.

3. Actionable Steps

Break down each goal into actionable steps the employee will take to achieve the desired outcomes.

4. Support and Resources

Outline the support the employee will receive to achieve these goals.‍

Examples:

• Access to training programs or certifications.
• Regular check-ins with a mentor or supervisor.
• Budget allocation for external courses or tools.

5. Metrics for Success

Define measurable criteria for evaluating progress and success.‍

Examples:

• Complete a training program and receive certification.
• Demonstrate improved communication skills through peer feedback.
• Consistently meet project deadlines over three consecutive months.

6. Timeline and Milestones

Create a timeline with specific milestones to track progress.‍

Example Timeline:

• Month 1: Complete initial training session.
• Month 2: Apply new skills in a project.
• Month 3: Receive feedback and make improvements.

7. Feedback and Review Schedule

Set regular check-ins to discuss progress, provide feedback, and make adjustments to the plan if necessary.‍

Examples:

• Weekly one-on-one meetings with the manager.
• Monthly review sessions to assess milestones.

8. Employee and Manager Commitment

Both the employee and manager should acknowledge and agree to the action plan.

Employee Signature: ___________________________
Manager/Supervisor Signature: ___________________________
Date: ___________________________

9. Follow-Up Notes (Optional)

Use this section to document additional notes or observations during the follow-up meetings.

‍Examples:

• “Employee successfully completed training on [tool].”
• “Continued improvement in collaboration observed.”

This action plan serves as a roadmap to support the employee in achieving professional growth and addressing areas of improvement. By working collaboratively, the organization and employees can create a positive impact on overall performance and satisfaction.

Top 5 employee engagement software and platforms

Choosing the right employee engagement software can transform how businesses connect with their teams, recognize achievements, and foster a thriving culture. Below, we highlight five standout platforms—Matter, Bonusly, Awardco, Nectar, and Motivosity—and their features, pricing, notable clients, and customer feedback.

1. Matter

About Matter: Matter is an innovative platform designed to make employee engagement effortless and impactful. By focusing on real-time feedback and peer recognition, Matter creates a workplace culture that values transparency, collaboration, and appreciation. The platform empowers teams to celebrate achievements and give kudos, ensuring that employees feel seen and supported in their roles. Whether recognizing outstanding contributions or sharing constructive feedback, Matter helps organizations foster trust and enhance team morale.

Beyond recognition, Matter stands out by integrating seamlessly with popular tools like Slack and Microsoft Teams, making it easy for employees to use in their daily workflows. Its unique reward system, powered by Matter coins, allows employees to redeem points for personalized rewards, encouraging active participation and engagement. With its intuitive interface and focus on driving positive work environments, Matter is an essential tool for businesses seeking to enhance employee happiness and retention.

Matter main features:

• Real-time peer-to-peer recognition.
• Feedback tools aligned with company goals and values.
• Extensive reward options with Matter coins.
• Integrations with platforms like 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: "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.

2. Bonusly

About Bonusly: Bonusly is designed to bring recognition and fun into the workplace, making it a cornerstone of any employee engagement strategy. The platform allows both peers and managers to easily recognize individual contributions through a social, interactive interface. Employees can redeem points for customized rewards, including gift cards, experiences, and charitable donations, ensuring that recognition feels personal and meaningful. With a strong emphasis on analytics, Bonusly also helps organizations track engagement trends, providing actionable insights to improve employee satisfaction and team morale.

Bonusly main features:

• Peer-to-peer and manager-to-employee recognition.
• Custom rewards catalog with options like gift cards and charitable donations.
• Real-time analytics to measure engagement.
• Integrations with widely-used applications such as Slack and Microsoft Teams.

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: "We've used the service for years until it has slowly diminished in both quality and usability. We used to have a wider variety of rewards available, which has significantly shrunk to the point where we have one or to options available which are constantly in and out of service. At the time of writing the service is almost unusable and the Bonusly support team have done nothing in terms of informing or providing a clear path to a resolution." - Verified User in Marketing and Advertising (Customer G2 Review).

3. Awardco

About Awardco: Awardco provides an innovative solution to employee recognition and rewards, leveraging its partnership with Amazon to offer an unparalleled selection of rewards. Employees can choose from millions of items, making the recognition process not only effective but also highly customizable. Beyond rewards, Awardco simplifies milestone celebrations and peer recognition with automated workflows and social integrations. By connecting recognition to business goals and fostering a sense of appreciation, Awardco strengthens team morale and enhances employee engagement metrics.

Awardco main features:

• Rewards powered by Amazon, giving employees endless choices.
• Peer recognition and social celebrations.
• Automated service awards and milestone celebrations.
• Reporting and analytics to measure engagement impact.

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: "It was very difficult to find out that Amazon options were available or have any questions answered about these products. The number of choices is limited and if something needs to be returned it's somewhat complicated. There is no phone number to speak with anyone." - Verified User in Education Management (Customer G2 Review).

4. Nectar

About Nectar: Nectar brings simplicity and accessibility to employee engagement programs, consolidating recognition, rewards, and perks into one seamless platform. Employees can easily recognize peers, redeem rewards, and participate in company-wide initiatives, creating a unified and engaging experience. With a focus on flexibility, Nectar offers global delivery options and integrates smoothly with Slack and Microsoft Teams, rendering it an optimal solution for hybrid or remote teams. By fostering a culture of gratitude and cooperation, Nectar helps organizations build loyalty and foster lasting engagement.

Nectar main features:

• Peer recognition with customizable awards.
• Built-in rewards marketplace with global delivery options.
• Tracking and reporting tools to measure engagement.
• Integration with communication tools like Slack and Microsoft Teams.

Nectar pricing:

• Plus $5/user/month, billed annually
• Premium $6/user/month, billed annually
• Custom [Book Demo for Quote]
• $4,000 Minimum annual spend

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: "It does feel like my work is devalued. I'll put in hours and hours of work on a product and the reward being equal to about 50 cents can be a little invalidating. Additionally, the feed allows you to see who managers have preference for which can also be discouraging" - Verified User in Government Relations (Customer G2 Review).

5. Motivosity

About Motivosity: Motivosity focuses on building connections within teams through gratitude, recognition, and meaningful feedback. By integrating recognition directly with company values, Motivosity helps businesses reinforce behaviors that align with their mission. Its user-friendly interface and robust analytics make it easy for leaders to track engagement and measure the impact of their programs. With additional features like personality profiles and pulse surveys, Motivosity stands out as a comprehensive solution for driving employee motivation and satisfaction.

Motivosity main features:

• Employee recognition tied to company values.
• Automated milestone celebrations.
• Personality profiles to improve team understanding.
• Tools for pulse surveys and feedback.

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 like the variety of gift card options you can redeem your Motivosity money for. That it always defaults to showing my entire company in stead of just my team. Also that the verification emails seem to take forever to hit my inbox; bot sure if that's a Motivosity issue or a server issue on our end." - Corbett S., Customer Service Representative.

Final thoughts and tips on employee engagement

Employee engagement is the foundation of a prosperous and effective organization. It directly impacts job satisfaction, employee retention, and overall team performance, making it a top priority for businesses of all sizes. Throughout this guide, we've explored a variety of employee engagement strategies, tools, and actionable examples designed to help businesses build a motivated, connected workforce.

To implement effective employee engagement programs, consider the following tips:

• Understand what drives engagement for your team. Regularly gather employee feedback through surveys, one-on-one conversations, and team discussions to identify what motivates and challenges your employees.
• Make recognition a daily habit. Whether it's through peer-to-peer platforms like Matter or personal shout-outs in meetings, showing appreciation boosts morale and fosters a culture of gratitude.
• Prioritize professional development opportunities. Offering training programs, mentorships, and growth plans ensures employees feel valued and invested in their future.
• Focus on work-life balance. By offering flexible work arrangements and supporting mental and physical health through wellness programs, you can enhance employee satisfaction and well-being.
• Leverage the right tools. Platforms like Matter simplify the process of managing recognition, feedback, and engagement, allowing leaders to focus on what matters most—building connections with their teams.

Ultimately, employee engagement refers to more than just satisfaction—it's about creating a workplace where employees perceive their worth, are motivated, and are encouraged to deliver their utmost contributions.

Ready to transform your workplace? Get started with Matter for free today and discover how our platform can help you foster recognition, transparency, and collaboration. Empower your team, enhance engagement, and build a thriving culture—all with Matter.