30+ Employee Engagement Strategies in 2025 [#1 Guide]

At Matter, we believe that engaged employees are the heart of every thriving organization. Employees who feel connected to their work, recognized for their efforts, and aligned with the company's values are more productive, happier, and more loyal.

In today's rapidly evolving workplace—whether remote, hybrid, or in-person—companies need well-thought-out employee engagement strategies to inspire their teams. This guide explores proven methods, actionable tips, and software solutions to help businesses foster a culture where employees feel respected and inspired to succeed.

Let's dive into the top strategies to engage employees, improve retention, and drive business success in 2025!

What are employee engagement strategies?

Employee engagement strategies are intentional plans and initiatives designed to improve how emotionally connected employees feel to their work, colleagues, and the organization as a whole.

These strategies go beyond basic job satisfaction; they focus on cultivating a sense of purpose, belonging, and growth. 

An engaged workforce is one where employees are:

• Motivated to contribute their best efforts.
• Connected to the company's mission and values.
• Continuously growing and developing their skills.

Key elements of effective engagement strategies

1. Recognition and rewards: Acknowledging efforts regularly.
2. Continuous feedback: Providing meaningful feedback to help employees grow.
3. Professional development: Investing in employees' futures through training and mentorship.
4. Work-life balance: Promoting wellness to prevent burnout and improve satisfaction.
5. Connection and communication: Ensuring open, transparent communication across teams.

Example: Implementing tools like Matter allows organizations to recognize employees with peer-to-peer kudos cards and rewards, creating a culture of appreciation and connection.

Employee engagement strategies are essential for creating workplaces where employees feel supported, heard, and valued. When implemented thoughtfully, these strategies unlock employees' potential, fostering motivation and organizational success.

Why is employee engagement important?

Employee engagement is vital since it has a direct impact on an organization's performance, culture, and financial results. Engaged employees are not just "clocking in"—they are passionate about their roles and invested in the company's mission.

The impact of engagement

Employee engagement profoundly influences organizational success, driving key outcomes such as productivity, retention, and innovation.

How engagement impacts organizations

• Boosts productivity: Teams with strong engagement report a 21% boost in productivity over disengaged teams.
• Improves retention: Companies with engaged staff have lower turnover rates, which reduces recruitment and training expenses while preserving institutional expertise.
• Increases customer satisfaction: Happy, engaged employees deliver better customer experiences, fostering greater loyalty and satisfaction.
• Drives innovation: Employees who are engaged are more likely to share ideas, collaborate on issue-solving, and take the initiative to drive corporate success.
• Creates a positive work culture: Engagement fosters trust, open communication, and collaboration, leading to stronger team dynamics and morale.

How it works

For instance, a retail organization could implement a recognition program to celebrate employee achievements, from meeting sales targets to providing exceptional customer service. By pairing these initiatives with ongoing feedback sessions, employees feel valued and motivated. Over time, this approach could lead to measurable improvements in customer service scores and a significant reduction in employee turnover, enhancing both organizational performance and workplace satisfaction.

Employee engagement is more than a strategic focus—it's the foundation for creating a thriving, innovative, and resilient workforce.

Importance of employee engagement

Employee engagement is indispensable. Engaged employees are the foundation of a sustainable, successful organization, as they contribute to its growth, innovation, and resilience.

Why employee engagement matters

• Employee well-being: Engagement reduces stress, improves mental health, and prevents burnout by creating a supportive work environment.
• Stronger connections: It fosters teamwork, camaraderie, and alignment within the organization, enhancing collaboration and trust.
• Higher profitability: Companies with high engagement experience a 23% increase in revenue growth when contrasted with those with low engagement.
• Improved employee performance: Engaged employees consistently meet and exceed their performance goals, delivering quality outcomes.
• Adaptability to change: Engaged teams embrace change more readily, driving business agility and innovation.

How it works

For instance, a technology company that desires to mitigate fatigue may implement a wellness program that encompasses mental health resources, regular team-building activities, and flexible work hours. Employees feel valued and supported by adding peer recognition tools to celebrate accomplishments. Over time, this combination of initiatives could significantly improve employee engagement scores, resulting in better morale, stronger team cohesion, and increased productivity.

By prioritizing engagement, organizations enhance individual well-being and create a foundation for sustainable success. Engaged employees are key to fostering a thriving workplace culture that aligns with the organization's mission and goals.

Engagement builds the foundation for a positive, high-performing work environment. Organizations prioritizing employee engagement unlock the potential for sustainable growth and success.

Benefits of employee engagement

Fostering strong employee engagement has far-reaching benefits that impact individuals, teams, and organizations. Engaged employees don't just show up for work—they actively contribute, collaborate, and drive business outcomes with enthusiasm. Companies prioritizing employee engagement strategies see measurable productivity, retention, and workplace satisfaction improvements.

Top benefits of employee engagement and why it's essential for organizational success

1. Boosts productivity and performance

Engaged employees are 21% more productive than their disengaged peers. Employees are more motivated, concentrated, and willing to go the extra mile when they feel connected to their work and congruent with the company's mission.

How it works:

• Engaged employees approach their roles with enthusiasm and take ownership of their contributions.
• They show discretionary effort, completing tasks efficiently and often exceeding expectations.

Example: A company could introduce a peer recognition platform to celebrate daily wins. This recognition can encourage employees to stay focused on their goals and actively support team members, increasing productivity and enhancing collaboration.

2. Improves employee retention

Organizations prioritize employee retention, and employees who are engaged are considerably more inclined to remain loyal to their organization.

Why it works:

• Recognition, growth opportunities, and a strong workplace culture encourage employees to stay.
• Employees who feel valued and connected are less likely to seek opportunities elsewhere.

Example: An organization could offer career development workshops and one-on-one goal-setting sessions with managers to help employees plan their growth within the company. This would foster loyalty and reduce voluntary turnover.

3. Enhances employee well-being

Employee well-being and engagement are deeply interconnected. Engaged employees experience less stress, better mental health, and higher overall satisfaction with their personal and professional lives.

How it works:

• Companies that support work-life balance and mental health see fewer cases of burnout.
• Engagement strategies like wellness initiatives, flexible schedules, and mental health resources help employees prioritize their well-being.

Example: Flexible work schedules and access to mental health resources are potential initiatives that a company could include. Employees feel supported and more engaged by providing regular wellness activities, like mindfulness workshops or fitness classes.

4. Builds a positive workplace culture

A strong workplace culture rooted in trust, recognition, and connection fosters employee satisfaction and organizational loyalty. Employees are more engaged when they feel aligned with the company's values and mission.

Why it matters:

• Engaged employees contribute to a supportive, inclusive work environment.
• A culture of collaboration and feedback strengthens team dynamics and morale.

Example: A company could host weekly team-building activities or monthly recognition events that reinforce company values. This would foster collaboration, improve morale, and encourage open communication among employees.

5. Drives innovation and creativity

Engaged employees are likelier to think outside the box and contribute innovative solutions to challenges. Their connection to the company's mission fuels their willingness to experiment, share ideas, and find creative ways to achieve goals.

Why it works:

• When employees feel their input is valued, they are more confident in sharing suggestions.
• A culture of engagement empowers teams to solve problems collaboratively.

Example: An organization could establish innovation workshops where employees pitch new ideas for processes or products. Offering incentives for successful ideas could further motivate participation and creativity.

6. Increases customer satisfaction

There's a direct link between engaged employees and satisfied customers. Employees who feel motivated and connected to their roles provide better service, building stronger customer relationships.

Why it works:

• Engaged employees take pride in their work and deliver high-quality service.
• Positive employee attitudes translate into better customer experiences, improving customer loyalty.

Example: A company could implement employee customer feedback training and celebrate excellent service moments during team meetings. This approach encourages employees to focus on delivering exceptional customer experiences consistently.

7. Reduces absenteeism

Engaged employees are more likely to show up for work consistently, reducing absenteeism. Employees who feel motivated and supported are less likely to miss work due to disengagement, stress, or burnout.

How it works:

• Positive workplace engagement reduces stress and improves morale.
• Employees who feel connected to their teams and leaders are more committed to showing up.

Example: Offering team recognition programs and opportunities for cross-team collaboration could help employees feel valued and foster a stronger sense of accountability, reducing absenteeism.

8. Improves employee performance and accountability

Engaged employees consistently perform at higher levels and hold themselves accountable for their contributions. They are invested in achieving individual and team goals, leading to improved outcomes for the entire organization.

How it works:

• Regular feedback and recognition keep employees motivated to excel.
• Engagement strategies create a culture of continuous improvement and outstanding performance.

Example: Managers could implement monthly one-on-one check-ins to review goals and offer personalized feedback. These sessions can reinforce accountability and keep employees aligned with organizational priorities.

Organizations can establish a flourishing workplace culture that is conducive to employee motivation, inspiration, and appreciation by emphasizing these advantages. Employee engagement strategies don't just enhance productivity and retention—they foster innovation, well-being, and long-term success that benefits both employees and the organization as a whole.

Pros and cons of employee engagement

While employee engagement is widely recognized as a key driver of organizational success, implementing engagement initiatives comes with both advantages and challenges. Recognizing the pros and cons allows companies to maximize the benefits while addressing potential roadblocks to create a sustainable engagement strategy. Engaged employees are a powerful asset, but achieving and maintaining high engagement requires thoughtful planning, consistent effort, and the right tools.

Pros of employee engagement

1. Higher employee performance

Engaged employees are more productive and consistently perform at a higher level. Their connection to their work drives motivation, focus, and ownership over results.

• Why it matters: Engaged teams contribute 21% higher productivity and deliver better quality outcomes. They approach tasks proactively and often exceed expectations.
• Example: A company could introduce regular peer recognition programs that highlight employees' contributions tied to specific goals or the company's core values. This can encourage employees to stay focused on objectives and boost their overall performance.

2. Stronger employee retention

Organizations with high employee engagement levels experience significantly lower turnover. Engaged employees feel valued, fulfilled, and connected to their roles, reducing the risk of attrition.

• Why it matters: Replacing an employee can cost up to twice their annual salary, making retention a critical business priority.
• Example: Offering flexible work arrangements and career development plans aligned with individual goals can help employees feel valued and motivated to stay long-term.

3. Improved workplace culture

A positive workplace culture stems from engaged employees who trust their leadership and collaborate effectively with their peers. Engaged teams actively contribute to building an inclusive, respectful environment.

• Why it matters: Strong workplace culture increases morale, collaboration, and overall satisfaction.
• Example: Conducting regular team-building activities and fostering workplace transparency by sharing company goals and progress can improve morale and create a culture of trust and collaboration.

3. Enhanced innovation and creativity

Engaged employees bring energy and enthusiasm to problem-solving and brainstorming sessions, driving innovation and new ideas. They are motivated to take initiative and contribute solutions.

• Why it matters: Businesses that encourage innovation stay competitive, adapt faster, and improve processes.
• Example: Setting up innovation workshops where employees propose solutions to operational challenges or improvements can encourage creativity and foster a sense of ownership in the company's success.

4. Better customer satisfaction

Engaged employees provide exceptional service, resulting in happier customers and stronger loyalty. Employees who care about their work naturally deliver better customer experiences.

• Why it matters: Companies with high employee engagement often report a significant improvement in customer satisfaction levels.
• Example: Training programs that focus on customer empathy and recognition systems for excellent service can encourage employees to consistently deliver exceptional customer experiences.

Cons of employee engagement

1. Requires ongoing effort and resources

Implementing and maintaining an effective employee engagement strategy requires time, effort, and financial investment. Engagement initiatives like surveys, recognition platforms, and wellness programs must be consistent to yield results.

• Solution: Start with cost-effective tools like peer recognition software that can automate recognition and feedback processes, allowing scalability over time.
• Example: A company can begin with monthly recognition initiatives and gradually introduce wellness programs as resources permit.

2. Engagement is not one-size-fits-all

Different employees have unique needs, roles, and challenges, which means engagement strategies must be flexible and adaptable. What works for one team may not work for another.

• Solution: Conduct pulse surveys and town halls to gather feedback and share updates.
• Example: A business could discover that some employees prefer virtual check-ins while others value in-person collaboration, prompting leadership to adjust engagement practices accordingly.

3. Measuring engagement can be challenging

Tracking employee engagement levels accurately requires the right tools and metrics. Without actionable insights, companies may struggle to identify gaps or demonstrate ROI.

• Solution: Invest in tools with real-time analytics, dashboards, and reporting features to gain a clearer picture of engagement trends.
• Example: Implementing an employee engagement platform that includes data visualization can help HR teams analyze survey responses and make informed decisions.

4. Risk of engagement fatigue

Repeated surveys, initiatives, or check-ins can lead to survey fatigue or disengagement if employees feel overwhelmed or perceive that their feedback isn't being acted upon.

• Solution: Space out surveys, provide transparency about results, and demonstrate clear actions taken based on feedback.
• Example: Instead of conducting frequent lengthy surveys, a company could shift to quarterly pulse surveys with concise follow-ups that show employees how their input has driven changes.

By proactively addressing these challenges and leveraging thoughtful engagement strategies, organizations can create a workplace culture that maximizes benefits while minimizing potential drawbacks. This ensures that engagement initiatives remain effective and sustainable over time.

15 strategies to improve employee engagement

An effective employee engagement strategy builds trust, fosters growth, and creates a culture where employees feel valued, connected, and motivated to perform their best. These 15 strategies are designed to empower organizations to enhance morale, increase productivity, and retain top talent by addressing critical employee engagement drivers, including recognition, communication, development, and well-being.

Whether your workforce is remote, hybrid, or in-office, these actionable strategies can be tailored to fit teams of all sizes and structures.

1. Implement a recognition and rewards program

Recognition is one of the most powerful tools for boosting employee engagement levels. Employees want to know their hard work is seen, valued, and appreciated. Recognition programs not only improve morale but also inspire employees to stay motivated and exceed expectations.

Why it matters:

• 69% of employees say they would work harder if they felt better recognized.
• Recognition fosters a positive, engaged workforce while reducing turnover.

How to implement it:

• Use platforms like Matter to encourage peer-to-peer recognition with beautiful, customizable kudos cards that celebrate achievements and milestones.
• Tie recognition to rewards—such as gift cards, prepaid Mastercards, or charity donations—to make it more meaningful.
• Celebrate personal and professional wins publicly, during team meetings, or company-wide in Slack or Teams channels.

Conclusion: Recognition programs are key to creating a culture of appreciation, increasing job satisfaction, and inspiring employees to deliver their best work consistently.

2. Promote open and transparent communication

Transparent communication builds trust and alignment, ensuring employees feel included in company goals, progress, and decisions. When employees feel informed and heard, their engagement levels and loyalty increase significantly.

Why it matters:

• 85% of employees say transparency fosters trust and improves their connection to leadership.
• Clear, open communication reduces uncertainty, boosts morale, and encourages collaboration.

How to implement it:

• Conduct consistent town hall meetings to communicate updates regarding the company's achievements, obstacles, and future objectives.
• Use pulse surveys to gather honest employee feedback and ensure their voices are heard.
• Train managers to conduct regular 1:1 check-ins to address concerns, clarify goals, and strengthen relationships.

Conclusion: Open communication ensures employees feel valued, heard, and aligned with the organization's mission, strengthening trust and engagement across the board.

3. Offer professional development opportunities

Investing in employee development is a proven way to increase engagement, loyalty, and job satisfaction. Employees desire opportunities to develop, advance, and learn in their careers.

Why it matters:

• 94% of employees say they would stay longer at companies that prioritize career development opportunities.
• Development improves skills, performance, and alignment with business goals.

How to implement it:

• Offer access to learning platforms like LinkedIn Learning or Coursera for skill-based courses.
• Implement mentorship programs to connect junior employees with experienced leaders.
• Provide tuition reimbursement or support for industry certifications relevant to employees' roles.

Conclusion: Professional development opportunities show employees you're invested in their future, creating a motivated, skilled, and loyal workforce.

4. Prioritize employee well-being

Employee well-being is a foundational pillar of engagement. Organizations that prioritize mental, emotional, and physical health see reduced burnout, higher job satisfaction, and improved productivity.

Why it matters:

• Employees with higher well-being are 23% more engaged and take fewer sick days.
• Supporting wellness improves retention and reduces workplace stress.

How to implement it:

• Launch wellness programs that include virtual fitness challenges, mental health resources, and access to therapy apps.
• Encourage work-life balance by offering flexible scheduling and mental health days.
• Provide stipends for ergonomic workstations, gym memberships, or mindfulness subscriptions.

Conclusion: Prioritizing employee well-being creates a healthier, happier, and more productive workforce while demonstrating that you care about your team beyond their output.

5. Align employees with company values

Employees are more engaged when they see how their work contributes to the company's mission and core values. A shared sense of purpose builds connection, inspiration, and alignment across teams.

Why it matters:

• Employees who align with company values are more likely to stay engaged and motivated.
• A values-driven approach promotes a cohesive, high-performing team culture.

How to implement it:

• Clearly communicate company values during onboarding, meetings, and reviews.
• Recognize employees who embody company values with public praise and meaningful rewards.
• Share stories that highlight how individual contributions align with broader organizational goals.

Conclusion: Aligning employees with company values fosters purpose-driven work, increases engagement, and reinforces a culture of trust and accountability.

6. Conduct regular feedback sessions

Ongoing feedback is a cornerstone of effective employee engagement strategies. Employees need consistent feedback to understand their progress, identify growth opportunities, and feel supported by their managers.

Why it matters:

• Employees who receive regular, constructive feedback are 3x more engaged and productive in their roles.
• Feedback fosters clarity, personal growth, and stronger alignment with organizational goals.

How to implement it:

• Schedule regular 1:1 check-ins between managers and employees to discuss performance, challenges, and growth opportunities.
• Use pulse surveys to gather team feedback on engagement and work satisfaction.
• Implement 360-degree feedback programs that allow peers, managers, and direct reports to provide constructive insights.

Conclusion: Regular feedback creates a culture of continuous improvement, empowers employees to excel, and strengthens trust between teams and leadership.

7. Encourage peer-to-peer recognition

Recognition doesn't have to come only from leadership. Peer-to-peer recognition builds camaraderie, reinforces teamwork, and encourages employees to celebrate each other's successes.

Why it matters:

• 41% of employees say recognition from their peers is the most impactful type of acknowledgment.
• Peer recognition boosts team morale, strengthens relationships, and promotes a positive workplace culture.

How to implement it:

• Use tools like Matter to enable employees to send kudos cards for everyday wins and contributions.
• Dedicate a section of team meetings to highlight peer recognition stories.
• Create a "Recognition Wall" (virtual or physical) where employees can celebrate their colleagues' accomplishments.

Conclusion: Peer-to-peer recognition empowers employees to celebrate one another, builds trust, and reinforces a collaborative, engaged workforce.

8. Provide flexible work arrangements

In terms of employee happiness and engagement, work-life balance is an extremely important factor. Offering flexible work schedules helps employees manage their personal and professional responsibilities, reducing stress and boosting productivity.

Why it matters:

• 82% of employees say flexible work options make them feel more engaged and loyal to their companies.
• Flexibility reduces burnout, absenteeism, and turnover rates.

How to implement it:

• Allow employees to choose between remote work, hybrid setups, or flexible working hours.
• Offer compressed workweeks (e.g., four-day weeks) for teams that can manage condensed schedules.
• If you are working in a flexible manner, it is important to use project management tools to maintain transparency and accountability.

Conclusion: Flexible work arrangements promote a healthier work-life balance, reduce stress, and enable employees to perform at their best while feeling trusted and supported.

9. Host team-building activities

Team-building activities strengthen relationships, build trust, and foster collaboration. Whether remote, hybrid, or in-person, these activities improve communication and help employees feel more connected.

Why it matters:

• Teams that engage in regular bonding activities report higher levels of trust and engagement.
• Stronger relationships translate to better teamwork, innovation, and problem-solving.

How to implement it:

• Host virtual team-building activities like trivia nights, online escape rooms, or virtual coffee chats for remote teams.
• Organize in-person outings such as retreats, scavenger hunts, or volunteer opportunities for on-site employees.
• Dedicate a week to where team members can dress up in their favorite cocktail attire, bring in food for a potluck, or participate in, themed activities.
• Mix professional development with team-building by hosting workshops or brainstorming sessions that encourage collaboration.

Conclusion: Team-building activities bring employees together, create positive relationships, and build a culture where teamwork and trust thrive.

10. Celebrate personal and professional milestones

Celebrating big and small milestones shows employees that they matter beyond their job roles. Recognizing achievements, birthdays, and anniversaries fosters a sense of belonging and appreciation.

Why it matters:

• Celebrating milestones boosts employee morale, reinforces loyalty, and improves job satisfaction.
• Employees feel more connected to the company when their personal and professional moments are valued.

How to implement it:

• Use platforms like Matter to automate birthday celebrations, work anniversaries, and project completions.
• Celebrate milestones publicly during meetings or via company communication channels.
• To commemorate special achievements, offer meaningful rewards like gift cards, personalized notes, or team lunches.

Conclusion: Celebrating milestones creates positive emotional connections and helps employees feel valued as individuals, not just workers.

11. Tie recognition to company values

Reinforcing your company's core values through recognition connects employees' daily contributions to broader organizational goals. This helps employees align their efforts with what matters most to the company.

Why it matters:

• Recognition tied to values reinforces purpose, strengthens alignment, and motivates employees.
• Employees understand how their contributions impact the company's success.

How to implement it:

• Use recognition tools like Matter to celebrate behaviors and achievements that align with company values.
• Share real examples of employees who exemplify the company's mission during team meetings or company updates.
• Offer "Values Awards" to employees who consistently demonstrate key values.

Conclusion: Tying recognition to values inspires purpose-driven work, helping employees connect their efforts to meaningful organizational outcomes.

12. Empower employees with decision-making

Involving employees in decisions that impact their roles or teams builds trust, accountability, and ownership. Employees who feel empowered believe they are valued and invested in their jobs.

Why it matters:

• Empowered employees are 22% more engaged because they feel trusted and respected.
• Decision-making autonomy fosters creativity, problem-solving, and responsibility.

How to implement it:

• Involve employees in brainstorming sessions, project planning, and strategy discussions.
• Use surveys or focus groups to collect input on company decisions that impact employees.
• Encourage team leaders to delegate tasks and decision-making authority to team members.

Conclusion: Empowering employees with decision-making builds trust, fosters accountability, and helps employees take pride in their contributions.

13. Foster inclusivity and diversity in the workplace

Creating an inclusive and diverse workplace helps employees feel seen, respected, and valued for who they are. Employees who feel a sense of belonging are naturally more engaged and connected to their teams and the company.

Why it matters:

• Diverse teams are 35% more productive and innovative, bringing fresh perspectives to the table.
• An inclusive culture reduces turnover and improves morale.

How to implement it:

• Launch Employee Resource Groups (ERGs) to provide support and connections for underrepresented groups.
• Provide inclusivity training to educate leadership and teams about unconscious bias, equity, and diversity.
• Recognize and celebrate cultural events, holidays, and milestones to foster inclusivity.

Conclusion: Fostering inclusivity and diversity drives innovation, improves morale, and helps employees connect deeply with the company's mission and culture.

14. Host regular team check-ins and engagement activities

Regular check-ins and interactive engagement activities ensure employees feel connected, supported, and aligned with their team's goals. These sessions foster collaboration and build stronger relationships.

Why it matters:

• Regular check-ins address challenges early and keep employees motivated.
• Engagement activities break the routines, spark creativity, and enhance communication.

How to implement it:

• Schedule weekly team check-ins to review progress, discuss concerns, and celebrate achievements.
• Organize engagement activities such as virtual happy hours, team lunches, or creative brainstorming sessions.
• Collaboration tools like Slack or Microsoft Teams can be used to keep teams connected throughout the day.

Conclusion: Regular check-ins and engaging activities build team connections, strengthen communication, and keep employees inspired to contribute their best.

15. Use employee engagement software to streamline efforts

Leveraging the right employee engagement software helps organizations automate recognition, gather feedback, track progress, and measure results, making engagement efforts more effective and accessible.

Why it matters:

• Engagement tools simplify recognition, communication, and feedback processes.
• Analytics and reporting provide actionable insights to continuously improve engagement initiatives.

How to implement it:

• Adopt tools like Matter for automated recognition, pulse surveys, and rewards programs.
• Use platforms with advanced analytics to monitor employee engagement levels and identify areas for improvement.
• Provide training to ensure teams maximize the platform's features.

Conclusion: Employee engagement software empowers organizations to streamline recognition, feedback, and engagement, ensuring long-term success and measurable results.

How to develop an employee engagement and retention strategy

Creating an effective staff engagement and retention plan necessitates a well-thought-out plan that corresponds with your company's goals, fulfills employee requirements, and promotes long-term growth. High engagement not only boosts morale and productivity but also reduces costly turnover, helping you retain top talent.

Here's a step-by-step guide to building a strategy that improves employee satisfaction, loyalty, and organizational outcomes.

1. Collect employee feedback

To develop a successful engagement and retention strategy, start by understanding your employees' needs, concerns, and expectations. The insights you gather will help you address engagement gaps and build initiatives that resonate.

How to implement it:

• Conduct pulse surveys or annual engagement surveys to measure employee sentiment and satisfaction. Use tools like Matter to automate surveys and gather real-time feedback.
• Hold focus groups or one-on-one interviews to uncover challenges, ideas, and hidden concerns.
• Encourage open, two-way communication where employees feel safe sharing honest feedback without fear of judgment.

Example: An organization conducts regular surveys to assess employee satisfaction. After identifying concerns about a lack of professional growth opportunities, they introduce mentorship initiatives and skill development workshops. These actions could potentially improve engagement scores over time, demonstrating that feedback directly informs company initiatives.

2. Set measurable goals and KPIs

Establish clear, measurable goals to measure success that align with your engagement and retention priorities. Tracking these indicators allows you to assess your success and find areas for improvement.

How to implement it:

• Set Key Performance Indicators (KPIs), such as improving employee satisfaction scores, reducing turnover rates, or increasing survey participation.
• Use tools with advanced analytics to monitor engagement levels and identify trends over time.
• Align engagement goals with organizational objectives to create a sense of purpose across the workforce.

Example: A company could set a goal to reduce turnover by 15% within a year. By launching initiatives like peer recognition and quarterly performance check-ins, they track their progress through metrics and adjust strategies to achieve measurable improvement.

3. Implement recognition and rewards programs

Recognition is a foundational element of engagement. Employees want to feel valued and appreciated for their efforts, and an effective recognition program reinforces positive behaviors while boosting morale.

How to implement it:

• Use platforms like Matter to create customizable peer-to-peer recognition programs with rewards, such as gift cards or company-branded merchandise.
• Celebrate team milestones, project completions, and employee achievements publicly during team meetings or in company communication channels.
• Tie recognition to organizational values, making it meaningful and aligned with company goals.

Example: A company develops a recognition program where employees can nominate their peers for awards based on core values. This fosters a culture of appreciation, encouraging team members to support and acknowledge one another, which enhances morale and teamwork.

4. Prioritize professional development and growth

A strong employee retention strategy focuses on growth opportunities, showing employees that the organization is invested in their future. Employees are more likely to maintain engagement and commitment to their employer when they are able to anticipate a clear route for professional growth.

How to implement it:

• Offer learning and development programs, including access to courses, certifications, and leadership training.
• Create mentorship programs to connect employees with senior leaders who can guide their growth.
• Provide career development plans tailored to individual aspirations, including promotion opportunities or lateral role changes.

Example: An organization introduces a "Growth Paths" initiative where employees can choose between leadership tracks or specialized technical training. By supporting tailored career development, employees feel encouraged to grow within the company, strengthening their loyalty and commitment.

5. Focus on employee well-being and work-life balance

Supporting employee well-being is critical for engagement and retention. Employees who feel balanced, healthy, and supported are more productive and committed to their roles.

How to implement it:

• Launch wellness programs offering fitness challenges, virtual meditation sessions, and mental health resources.
• It is important to foster work-life balance by allowing for flexible schedules and the possibility to work remotely.
• Introduce initiatives like "mental health days" to reduce stress and prevent burnout.

Example: A company offers a monthly wellness stipend that employees can use for gym memberships or wellness apps. This program encourages employees to prioritize their health, reducing burnout and increasing their overall satisfaction and engagement.

6. Build a culture of transparency and trust

When it comes to developing trust and fostering a positive culture in the workplace, especially one in which employees feel appreciated and valued, transparent communication is essential. When leadership openly shares company goals, challenges, and successes, employees feel more aligned and motivated.

How to implement it:

• Conduct regular town hall meetings to share updates, celebrate achievements, and address company challenges.
• Train managers to practice transparency in team check-ins and performance reviews.
• Use employee feedback to take actionable steps, demonstrating that employees' voices matter.

Example: An organization introduces bi-weekly leadership Q&A sessions, where employees can ask questions anonymously or openly. A culture of trust and openness is established as a result of this, which helps to strengthen alignment between employees and leadership.

7. Monitor, measure, and adapt your strategy

Employee engagement and retention strategies must evolve with your workforce's needs. Regularly monitor progress, analyze engagement metrics, and make adjustments based on feedback and results.

How to implement it:

• Use engagement software to measure key metrics, such as satisfaction scores, retention rates, and survey participation.
• Regularly review engagement data and identify trends or areas for improvement.
• Reassess strategies annually to ensure they align with company goals and address evolving employee needs.

Example: An HR team reviews survey results quarterly and identifies a decline in work-life balance satisfaction. They address concerns and improve engagement by introducing additional remote work options and workload adjustments.

When it comes to developing effective employee engagement and retention, it is vital to have a good grasp of the needs of your employees, to define clear targets, and to take regular action. These are the three things that are required. By combining feedback, recognition, professional development, and well-being initiatives, organizations can build a workplace where employees feel valued, supported, and inspired to stay.

A strategy that evolves with your workforce ensures long-term success, reduced turnover, and higher employee satisfaction—driving a thriving and engaged team ready to contribute to organizational growth.

What should you include in your employee engagement strategy?

An effective employee engagement strategy addresses the key factors that drive satisfaction, productivity, and loyalty. To ensure success, organizations must focus on actionable initiatives that align with both company objectives and employee needs.

Here's what you should include in a robust engagement strategy:

1. Clear and measurable goals

Setting clear, measurable goals helps organizations track progress and evaluate the effectiveness of their engagement initiatives.

How to implement it:

• Define KPIs such as employee satisfaction scores, turnover rates, and survey participation rates.
• Align engagement goals with broader company objectives to ensure consistency.
• Regularly review and update goals based on feedback and performance data.

Example: An organization could define an engagement goal to increase employee survey satisfaction scores by 15% over six months. To achieve this, they implement weekly feedback sessions and a peer recognition program. By consistently tracking survey results, they monitor progress and refine their efforts, surpassing their goal with a 20% improvement.

2. Recognition and rewards programs

Being recognized is one of the most effective ways to motivate others to participate. Employees who feel appreciated are more motivated, loyal, and productive.

How to implement it:

• Use tools like Matter to enable peer-to-peer recognition with automated rewards like gift cards, charity donations, or time off.
• Celebrate achievements publicly in meetings or team communication channels.
• Tie recognition to company values to reinforce purpose and culture.

Example: A team could create a program highlighting employees embodying core company values each month. Recognized employees are celebrated in team meetings and rewarded with gift cards. This approach motivates employees to align with organizational goals and improves team morale significantly.

3. Professional growth and development opportunities

Offering opportunities for career development shows employees that you're invested in their success, keeping them engaged and motivated.

How to implement it:

• Provide access to learning platforms, certifications, and workshops to build new skills.
• Launch mentorship programs to connect employees with senior leaders.
• Create tailored career development plans that align with individual aspirations and company goals.

Example: An organization could launch a "Leadership Academy" that offers employees quarterly training sessions and mentorship opportunities. Employees interested in advancing into leadership roles gain valuable skills, fostering engagement and professional growth within the company.

4. Employee well-being initiatives

Prioritizing mental, physical, and emotional well-being improves employee satisfaction, reduces burnout, and enhances engagement.

How to implement it:

• Introduce wellness programs that include fitness challenges, mental health resources, and flexible schedules.
• Offer "mental health days" to promote a balanced work-life approach.
• Provide access to counseling services or mindfulness tools like Calm or Headspace.

Example: A hybrid company could implement a wellness stipend, allowing employees to choose how they prioritize their well-being, such as paying for yoga classes or therapy sessions. This initiative supports a healthier, happier workforce and reduces burnout.

5. Open communication and actionable feedback

Transparent, two-way communication ensures employees feel heard, valued, and aligned with organizational goals.

How to implement it:

• Use pulse survey tools to gather feedback regularly and tailor engagement strategies to specific teams or employee groups.
• Train managers to hold regular one-on-one check-ins that encourage honest conversations.
• Implement tools that allow real-time feedback to address challenges quickly.

Example: A company could conduct quarterly town halls to discuss recent developments, answer questions, and share upcoming goals. Coupled with tools that allow employees to provide anonymous feedback, this approach fosters trust and aligns employees with organizational objectives.

6. Tools and technology for engagement

Leveraging employee engagement software helps automate recognition, collect feedback, and track engagement metrics efficiently.

How to implement it:

• Adopt tools like Matter for seamless peer recognition and actionable feedback.
• Use engagement dashboards to monitor trends and adjust strategies.
• Train employees to use the tools effectively to maximize their benefits.

Example: An organization could implement an engagement platform that tracks employee satisfaction and provides real-time recognition. Over time, the data from these tools helps refine strategies, leading to measurable morale and team cohesion improvements.

A successful employee engagement strategy combines recognition, professional development, well-being, and communication initiatives. Organizations can build a thriving workplace where teams are motivated, productive, and committed by leveraging tools and aligning goals with employee needs. Different strategies for employee engagement success

Different strategies for employee engagement success

Every company is unique, and creating employee engagement strategies that resonate requires a flexible and tailored approach. Successful engagement strategies focus on improving communication, recognizing achievements, providing growth opportunities, and promoting employee well-being.

Here are the core strategies that drive employee engagement success across organizations:

1. Build a culture of continuous recognition

They thrive in places where their efforts are continuously rewarded, and employees thrive in those environments. Recognition programs create a positive emotional connection and motivate employees to perform at their best.

How to implement it:

• Use platforms like Matter for peer-to-peer recognition and automated celebrations of milestones.
• Tie recognition to meaningful rewards like gift cards or time off to make it impactful.

2. Foster professional development

Offering career growth opportunities keeps employees engaged and committed. Development programs help employees enhance their skills, advance in their roles, and feel valued.

How to implement it:

• Provide access to mentorship, workshops, and leadership training.
• Encourage employees to set personalized growth goals and track progress.

3. Focus on employee well-being

Supporting physical, emotional, and mental health builds a strong foundation for engagement.

How to implement it:

• Launch wellness programs, offer flexible work schedules, and provide mental health resources.
• Encourage breaks, fitness challenges, and time off to prevent burnout.

3. Gather regular feedback and act on it

Employees feel engaged when they know their voices matter. Feedback creates opportunities to improve workplace satisfaction and alignment.

How to implement it:

• Conduct pulse surveys or engagement surveys regularly.
• Take actionable steps based on feedback to show employees their input drives change.

Strategies like recognition, well-being, and professional growth build a thriving, engaged workforce. Through the process of regularly reviewing and refining their tactics, businesses are able to create a workplace environment in which people feel appreciated, motivated, and inspired to achieve success.

Employee engagement strategies for small-sized companies

Small businesses often have close-knit teams, making engagement strategies deeply personal and impactful. The focus should be on fostering collaboration, recognition, and flexibility while keeping initiatives cost-effective.

1. Implement affordable recognition programs

Celebrating achievements doesn't have to be expensive. Small businesses can create recognition programs that build morale and make employees feel appreciated.

How to implement it:

• Use free or low-cost tools like Matter to send kudos and recognize contributions in team chats.
• Designate weekly or monthly moments for employees to publicly appreciate each other's efforts.
• Offer small, meaningful rewards like handwritten thank-you notes, gift cards, or extra time off.

Example: A small business could organize a weekly "Team Spotlight" during team meetings, where one employee is recognized for their unique contributions. This encourages positivity and fosters a culture of appreciation, boosting morale without requiring a large budget.

2. Promote work-life balance

Flexible work arrangements prevent burnout and enhance satisfaction in small teams where each employee wears multiple hats.

How to implement it:

• Allow flexible scheduling to accommodate personal needs.
• Offer remote work options or hybrid arrangements to give employees more control over their day.
• Include mental health days or "recharge days" in your time-off policies.

Example: A small startup could implement a "Flexible Friday" policy where employees work shorter hours or remotely to decompress. This approach can improve work-life balance and help employees stay productive and satisfied.

3. Host team-building activities

Team-building activities help small teams strengthen relationships and improve collaboration. These activities don't need to be elaborate to make a meaningful impact.

How to implement it:

• Organize simple, fun events like virtual trivia nights or in-office coffee breaks.
• Hold sessions of brainstorming in which everyone has the opportunity to submit ideas to the aims or projects of the firm.
• Celebrate birthdays, work anniversaries, and milestones with small gatherings.

Example: A 10-person team might organize monthly lunch outings where employees can connect informally. These gatherings can help strengthen relationships and improve overall team dynamics.

Small organizations can create a solid basis for employee engagement by concentrating on low-cost techniques that have a high impact and create connection, appreciation, and flexibility.

Employee engagement strategies for medium-sized companies

Medium-sized companies often face scaling challenges as their teams grow. Engagement strategies should focus on balancing recognition, development opportunities, and communication.

1. Balance recognition with professional growth

As teams expand, balancing recognition with opportunities for career advancement is essential to keeping employees engaged and motivated.

How to implement it:

• Develop structured recognition programs tied to professional growth milestones.
• Offer mentorship opportunities where senior employees guide newer team members.
• Celebrate accomplishments like promotions, certifications, or skill achievements.

Example: A 150-employee company could pair its recognition program with quarterly development workshops. Employees who complete workshops might earn recognition during team meetings, motivating others to participate.

2. Conduct regular engagement surveys

Medium-sized companies can use engagement surveys to identify areas for improvement as they scale operations and adapt to growth challenges.

How to implement it:

• Use survey tools that provide detailed analytics on team engagement levels.
• Conduct pulse surveys every quarter to measure progress and make quick adjustments.
• Ensure surveys are anonymous to encourage honest feedback.

Example: A growing company could conduct an anonymous survey and discover employees want more flexible schedules. Leadership could respond by introducing staggered work hours, leading to improved satisfaction scores.

3. Focus on team well-being

Well-being initiatives help prevent burnout and improve morale, especially as teams take on more responsibilities in a growing company.

How to implement it:

• Offer wellness programs like gym memberships, meditation apps, or ergonomic equipment stipends.
• Encourage team participation in wellness challenges such as step-count competitions.
• Incorporate mental health resources, including access to counselors or wellness coaches.

Example: A mid-sized company could introduce a wellness challenge where teams compete to reach fitness goals. Winners might receive a small prize or recognition during an all-hands meeting, boosting camaraderie and motivation.

Medium-sized companies can create strong engagement by aligning recognition, growth, and feedback initiatives with the company's evolving needs.

Employee engagement strategies for large/enterprise-sized companies

For large organizations, employee engagement strategies must be scalable, data-driven, and tailored to diverse teams across departments.

1. Leverage employee engagement software

Enterprise organizations need robust tools to streamline engagement efforts across global teams.

How to implement it:

• Use platforms like Matter to automate peer recognition and conduct company-wide surveys.
• Deploy tools with advanced analytics to track engagement metrics and pinpoint gaps.
• Integrate engagement tools with existing HR systems for seamless operations.

Example: A multinational company could implement a platform like Matter for its 5,000 employees. This software automates surveys, tracks recognition trends, and generates actionable data, resulting in a 20% increase in employee engagement.

2. Launch diversity, inclusion, and wellness initiatives

Large organizations need scalable programs that address diverse needs while fostering inclusivity.

How to implement it:

• Create Employee Resource Groups (ERGs) that support underrepresented groups and promote inclusion.
• Offer global wellness programs with virtual and in-person resources to accommodate regional differences.
• Implement mental health days, fitness challenges, and tailored wellness resources.

Example: A global enterprise could host virtual DEI workshops and wellness webinars to address cultural nuances across regions, ensuring all employees feel included and supported.

3. Prioritize leadership communication

Clear and consistent communication from leadership builds trust and alignment across large teams.

How to implement it:

• Hold regular town hall meetings where leadership shares updates, answers questions, and recognizes team efforts.
• Use video updates to reach distributed teams with important messages.
• Train managers to communicate transparently and encourage open dialogue during team check-ins.

Example: A global organization could establish monthly leadership Q&A sessions where employees submit questions anonymously. Leadership answers these live during a town hall, boosting team transparency and trust.

Large organizations need scalable strategies that combine software, data analytics, and inclusive programs to drive engagement across diverse, global teams.

15 employee engagement strategies software

Employee engagement software has become a vital tool for organizations who want to establish a motivated and connected workforce. These platforms simplify the processes of recognition, feedback collection, and employee engagement strategy execution, ensuring that businesses may promote a good and effective company culture. Organizations can streamline their operations by using the proper tools to communicate, promote collaboration, and address employee concerns in real-time.

In today’s competitive job market, where retaining talent is more challenging than ever, software designed to enhance employee engagement is indispensable. These tools empower organizations to monitor engagement levels, implement impactful programs, and celebrate employee achievements in ways that align with company goals. Below is an overview of the top platforms that help organizations create meaningful connections and maintain a thriving workforce.

1. Matter

About Matter: Matter is an innovative platform designed to foster employee engagement by integrating seamlessly with Slack and Microsoft Teams. As a leader in peer recognition and engagement tools, Matter empowers teams to celebrate achievements in real time, promoting a culture of appreciation and collaboration. The platform's intuitive interface ensures that recognition becomes a natural part of daily workflows, helping employees feel valued and motivated.

Matter goes beyond simple recognition by offering customizable surveys and rewards that align with your organization's values and goals. Whether it's celebrating milestones, gathering actionable feedback, or tracking engagement metrics, Matter equips companies with the tools needed to enhance workplace morale and build stronger connections. By putting engagement at the forefront, Matter transforms team dynamics, making every employee feel heard, supported, and inspired.

Matter key features:

• Peer-to-peer kudos cards for personalized recognition.
• Automated pulse surveys with built-in rewards to increase participation.
• Celebrations for birthdays and milestones with customizable rewards.

Matter pricing: 

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

To learn more, view Matter’s pricing page.

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

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

2. Bonusly

About Bonusly: Bonusly is a powerful platform that encourages peer-to-peer recognition by enabling employees to give micro-bonuses for achievements. This real-time, interactive approach helps strengthen team connections and create a culture of appreciation. Bonusly's intuitive interface makes it easy to celebrate successes, fostering employee morale and engagement.

Bonusly main features:

• Employees can redeem micro-rewards for gift cards, donations, or custom rewards.
• Seamless integrations with tools like Slack, Microsoft Teams, and more.
• Analytics and reporting to track engagement trends and program success.

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: “Much like tipping, this system shifts the responsibility of compensation from the employer to someone else (patron for tipping, employee for Bonusly). I don't know the full details of the financials behind this program, but there's no way management would have gone for it if it were MORE expensive than handing out bonuses to everyone yearly. Instead of cutting or doing away with bonuses, ownership has now implemented social media, subject to the same whims and cliqueness found in standard social media, to take the place of direct financial compensation. Instead of people/families looking forward to little boost for the holidays etc, now you have to worry about office politics and how popular you might be with others to score some extra cash. And by extra, I mean a pitiful amount. 5000 nuggets will get you the same $500 bonus as before, which will take most people well over a year to acheive. And that's if you know to use the cash out option, which is buried amongst all the charitable contributions you can make or the gift cards you can redeem.” - Verified User in Hospital & Health Care (Customer G2 Review).

3. Assembly

About Assembly: Assembly is a versatile employee engagement platform designed to create a culture of recognition and reward. With customizable workflows, Assembly enables teams to celebrate achievements and milestones effortlessly. The platform integrates with popular workplace tools, ensuring a seamless user experience.

Assembly main features:

• Automated milestone celebrations for birthdays, anniversaries, and team achievements.
• Recognition tools integrated with Slack, Microsoft Teams, and email platforms.
• Comprehensive analytics to measure program impact.

Assembly pricing: 

• Recognition: $2 per member/month, billed annually
• Engagement: $4 per member/month, billed annually
• Digital HQ: $4 per member/month, billed annually
• Custom: Talk to sales for pricing.

To learn more, view Assembly’s pricing page.

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

What Assembly customers are saying on G2: “Encourages giving co-workers positive feedback that helps boost morale and good vibes in our office. Can result in Co-workers “trading” trophies for favors or exchanging them at the end of the month.” - Verified User in Information Technology and Services.

4. Motivosity

About Motivosity: Motivosity is a platform for employee engagement that blends peer recognition, surveys, and feedback from leadership in order to produce a workforce that is more connected and engaged within the organization. By promoting transparency and continuous feedback, Motivosity helps organizations improve collaboration and employee satisfaction.

Motivosity main features:

• Peer-to-peer recognition with monetary and non-monetary rewards.
• Leadership feedback tools for fostering trust and team alignment.
• Advanced analytics for tracking engagement metrics and trends.

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 enjoy how easy it is to use Motivosity. I dislike getting prompted multiple times to leave feedback.” - Verified User in Environmental Services.

5. Nectar

About Nectar: Nectar is a leading employee engagement platform designed to build a culture of appreciation and connection within organizations. By emphasizing recognition and rewards, Nectar allows businesses to celebrate employee achievements and foster stronger team bonds. The platform's user-friendly design enables employees to recognize their peers, celebrate milestones, and participate in meaningful engagement activities that boost morale and retention.

Nectar key features:

• Real-time peer-to-peer recognition.
• Integration with tools like Slack, Microsoft Teams, and HRIS systems.
• Points-based rewards system with options for gift cards, company swag, and donations.

Nectar pricing:

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

To learn more, view Nectar’s pricing page.

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

What Nectar customers are saying on G2: “I struggled to properly give points to my team members in the beginning. The provided graphics, while simple, didn't clearly define the order of operations to mention, assign points, and assign a hashtag to the post. Perhaps a short video or animation on the three step process would be helpful.” - Kelly S. (Customer G2 Review).

6. Mo

About Mo: Mo is an award-winning employee engagement platform that enhances workplace culture and belonging by facilitating employee connections, celebrating milestones, and automating engagement prompts through features like recognition tools, social interaction, and meaningful rewards. By integrating with tools such as Microsoft Teams and Slack, Mo seamlessly fits into existing workflows, making it easier for teams to share appreciation and stay connected. The platform's user-friendly design encourages consistent recognition and rewards, contributing to improved collaboration, morale, and employee retention.

Mo key features:

• Tools for team shout-outs and milestone celebrations.
• Budget-friendly recognition programs with customizable rewards.
• Options to integrate well-being and team activities into daily workflows.

Mo pricing:

• Appreciate: $2.25/user/month, billed annually
• Engage: $4.50/user/month, billed annually
• Transform: Talk to sales for pricing.

To learn more, view Mo’s pricing page.

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

What Mo customers are saying on G2: “I think that maybe it can facilitate bonding and interactions that may be more impactful and meaningful in person, as we continue to live in a world where people spend more time on social media and have more sense of loneliness and loss of genuine human interaction.” - Bradley K., Senior Cancer Research Associate.

7. Workvivo

About Workvivo: Workvivo is an employee engagement platform that blends social media elements with internal communication tools to foster connection and community within organizations. Launched in 2017, the platform has gained popularity among companies looking to engage remote or distributed teams through digital experiences that feel more personal. 

Workvivo's features include social feeds, shout outs, and recognition tools, helping to drive interaction and create a sense of belonging among employees. The platform is often used by HR departments and people teams to promote company culture, communicate updates, and monitor employee sentiment through surveys and polls. 

Workvivo key features:

• Newsfeeds, polls, and community updates for seamless communication.
• Recognition tools to highlight achievements and milestones.
• Pulse surveys and analytics to monitor engagement levels.

Workvivo pricing:

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

To learn more, view Workvivo’s pricing page.

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

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

8. Awardco

About Awardco: Awardco is an employee recognition platform that enhances engagement by integrating recognition, rewards, and incentives into a unified system. Through its collaboration with Amazon Business, Awardco provides employees with access to millions of reward options without markups, ensuring a seamless and cost-effective experience. The platform supports various recognition programs, including service awards and performance incentives, and offers integration capabilities with HR systems and communication tools like Slack and Microsoft Teams. 

Awardco key features:

• Automated peer and leadership recognition tools.
• The point-based rewards system is integrated with Amazon and other global options.
• Analytics to track engagement trends and reward performance.

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: “They promise to investigate and reply the next day and after that, you hear nothing from them. It took 3 months to process my request. During this time a war has started in my country and now the certificates are useless. They can't refund them or send compensation. All I can hear is that they are sorry or ask the vendor. Also one of the certificates is not the one I ordered.” - Anton A., Onboarding Tech (Customer G2 Review).

9. Achievers

About Achievers: Achievers is a cloud-based rewards and engagement software that assists employers in fostering a culture of appreciation. It enables all employees—not just managers—to send, track, and view achievements, awards, and thank-yous in one centralized location. The platform's user-friendly interface, available on both mobile and desktop, allows employees to easily recognize colleagues from anywhere, whether in-office, remote, or on-the-go. Employees can use their points to get a wide range of prizes, including goods, travel experiences, gift cards, and more.

Achievers key features:

• Real-time recognition and rewards programs.
• AI-based insights for tracking engagement and performance.
• Integration with Slack, Microsoft Teams, and HR platforms.

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

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

What Achievers customers are saying on G2: “The fact that I had a reward from my company; also there weren't a lot of items. I couldn't spend the money on my personal Amazon account and the representative who I chatted with didn't know how to direct me.” - Verified User in Chemicals.

10. Kudos

About Kudos: Kudos is an employee rewards and engagement platform that allows employers to develop a culture of gratitude through peer-to-peer acknowledgment, aligning employee behaviors with company values, and offering a diverse rewards catalog. The platform's features include customizable recognition messages, awards, and badges, which help reinforce desired behaviors and enhance employee engagement. Kudos also provides analytics tools that offer insights into performance, workplace culture, and employee experience, empowering organizations to make data-driven decisions that boost engagement and productivity. 

Kudos key features:

• Peer-to-peer recognition and milestone celebrations.
• Analytics tools to measure engagement trends.
• Integrations with Slack, Teams, and HRIS systems.

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

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

What Kudos customers are saying on G2: “I love that I can still keep up with my former team mates and reward them. The notifications get pushed down quickly when I'm checking them or if I want to find a specific birthday for an agent, it's hard to search.” - Verified User in Retail.

11. Cooleaf

About Cooleaf: Cooleaf is an employee engagement software that aims to boost workplace culture by integrating real-time recognition, rewards, and wellness challenges. It enables managers to acknowledge employee achievements through a points-based system, which employees can redeem for various perks, fostering a positive and motivating environment.

The platform offers features such as peer-to-peer recognition aligned with company core values, manager training initiatives to drive recognition, and custom engagement challenges that bring organizational purpose and vision to life. Additionally, Cooleaf provides virtual activities and events aimed at improving employee well-being, contributing to a holistic approach to employee engagement. 

Cooleaf key features:

• Peer recognition programs with points-based rewards for achievements.
• Wellness and performance challenges to encourage team participation.
• Real-time analytics to measure engagement trends and ROI.

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

Cooleaf G2 score: Cooleaf has a G2 score of 4.9/5 based on user reviews.

What Cooleaf customers are saying on G2: “I don't find that Cooleaf is a user-friendly site. I find it clunky, when compared to other websites that I've used before. It takes two clicks to get on, not just one, the choices of how you recognize employees seems limited. I'd like to see a category such as "went out of their way to help someone", "surprise favor", "above and beyond", etc. to recognize an employee's contribution.” - Steve B., Director of Compliance and Safety.

12. Workhuman

About Workhuman: Workhuman is a global platform dedicated to fostering employee engagement and satisfaction through peer-to-peer recognition, feedback, and rewards. It offers tools for social recognition, performance management, and real-time feedback to create a connected and human-centered workplace. With features like customizable recognition programs, analytics to measure impact, and seamless integration with HR systems, Workhuman helps organizations boost morale, retention, and productivity. By leveraging AI-driven insights and a user-friendly interface, Workhuman enables companies to build a culture of appreciation, ensuring employees feel valued and motivated.

Workhuman key features:

• Social recognition programs to celebrate achievements and milestones.
• Analytics tools to measure engagement impact and trends.
• Integration with HR systems for seamless reward distribution.

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

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

What Workhuman customers are saying on G2: “Fun for people to use. Easy to use and great way to reward. The only downside is that sometimes the gift certificates are unavailable but it's no deal breaker and worth the wait!” - Verified User in Pharmaceuticals.

13. Recognize App

About Recognize App: Recognize App is an employee engagement platform that streamlines recognition, rewards, and culture-building programs into a unified system. Designed for growing teams, it offers features such as peer-to-peer recognition, customizable badges, and a points-based rewards system, enabling employees to acknowledge each other's contributions meaningfully. The platform integrates seamlessly with tools like Microsoft 365, Slack, and Yammer, facilitating recognition within existing workflows. 

Recognize App key features:

• Peer-to-peer and leadership recognition with points-based rewards.
• Custom badges and milestone celebrations.
• Detailed reporting to analyze employee engagement trends.

Recognize App pricing:

• Start-Up: $3,999 per year, Under 100 users
• Mid-Market: $4,999 per year, Under 100 users
• Enterprise: $5,999 per year, Under 100 users

To learn more, view Recognize App’s pricing page.

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

What Recognize App customers are saying on G2: “Downfall is that, at this time, I am only allowed so many rewards to give out per quarter when I have several work places I am coordinating. I have several staff who would qualify for the same reward.” - Jennifer L.

14. Guusto

About Guusto: Guusto is an employee recognition platform that enables organizations to motivate their workforce through real-time, meaningful recognition and rewards. It allows teams to celebrate achievements instantly with digital rewards, fostering a culture of appreciation and engagement. The platform offers flexible delivery options, including web, mobile app, QR codes, SMS, and print, making it accessible to both desk-based and frontline employees. Guusto integrates with tools like Microsoft Teams and provides actionable reports to track engagement and core value performance. Notably, unclaimed gifts are credited back, ensuring cost-effectiveness, and each gift sent contributes to social impact initiatives, such as providing clean drinking water through the One Drop Foundation.

Guusto key features:

• Instant digital gift cards from a wide range of global vendors.
• Tools for peer-to-peer and manager-led recognition.
• No fees or markups, ensuring 100% of the budget goes toward rewards.

Guusto’s pricing:

• Free: $0 per month, Single user account
• Lite: $40 per month, Single user account
• Essential: $120 per month, Starts with 30 seats
• Premium: $400 per month, Starts with 80 seats

To learn more, view Guusto’s pricing page.

Guusto G2 score: Guusto has a G2 score of 4.9/5 based on user reviews.

What Guusto customers are saying on G2: “Most nominations are team events, yet only single persons are recognized. Would be nice to see a group award.” - Verified User in Food Production (Customer G2 Review).

15. Workleap

About Workleap: Workleap is an all-in-one employee experience platform designed to enhance engagement, performance, and development within organizations. It offers a suite of tools, including Officevibe for engagement surveys and feedback, Performance for performance review management, Pingboard for interactive organizational charts, a Learning Management System for continuous development, Onboarding for streamlined employee integration, and Skills for career progression and skill assessment. By integrating these functionalities, Workleap enables HR teams to create a more responsive and employee-centric work environment, fostering productivity and satisfaction across hybrid, remote, and distributed teams.

Workleap key features:

• Peer and manager recognition to celebrate achievements in real-time.
• Performance tracking and actionable feedback tools.
• Custom surveys to monitor engagement levels and gather insights.

Workleap pricing:

• Free: $0, Single user account
• Essential: $3.50 per person per month
• Pro: $5 per person per month

To learn more, view Workleap’s pricing page.

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

What Workleap customers are saying on G2:“Good integration with Slack. Helps getting participation rate. What you get is pretty much set. You can create Custom Surveys but the reports are impossible to manage and support does almost nothing to help. - Verified User in Computer Software.

FAQs About Employee Engagement Strategies

1. What are the best employee engagement strategies?

The best strategies include peer-to-peer recognition programs, tailored career development opportunities, and regular check-ins between managers and employees. These approaches foster engagement, motivation, and alignment with organizational goals.

2. How do employee engagement efforts increase engagement?

In order to make employees feel appreciated and connected to their roles, efforts such as recognition programs, feedback sessions, and leadership initiatives are implemented. This results in an increase in overall engagement.

3. How can leadership development improve employee engagement?

Leadership development equips managers with skills to inspire and guide employees, fostering engagement and alignment with organizational objectives.

4. What role does employee recognition play in engagement?

Recognition ensures employees feel appreciated for their contributions, motivating them to perform better and aligning their efforts with company goals.

5. How do engagement strategies reduce turnover?

Engagement strategies address factors like disengagement and career stagnation, helping retain employees by building trust, offering growth opportunities, and ensuring open communication.

6. How can companies engage new hires?

Structured onboarding programs, mentorship, and frequent manager check-ins ensure new employees feel welcomed, supported, and aligned with company values.

7. What are common challenges in employee engagement?

Challenges include disengaged employees, survey fatigue, and a lack of alignment between daily operations and organizational goals. Leadership gaps also hinder engagement efforts.

8. How can engagement strategies benefit global teams?

Engagement strategies like recognition platforms, diversity initiatives, and virtual team activities create cohesion and trust across geographically dispersed teams.

Final thoughts/advice on employee engagement strategies

Building and maintaining effective employee engagement strategies is critical for developing a motivated and effective staff. By leveraging employee engagement software and tools, organizations can implement impactful engagement programs that include recognition, professional development, and wellness initiatives. These activities not only inspire employees but also align their efforts with organizational goals, boosting productivity and morale.

Employee engagement plans that focus on employee engagement drivers, such as leadership communication and recognition programs and meaningful employee engagement activities, contribute to a positive workplace culture. Incorporating inexpensive employee engagement ideas, like peer-to-peer recognition and employee engagement games, can make a significant impact without straining resources. Additionally, measuring success through employee engagement metrics and employee engagement surveys ensures continuous improvement and helps organizations address areas of disengagement effectively.

At Matter, we empower organizations to increase employee engagement with tools designed for recognition, feedback, and rewards. Our employee engagement software streamlines processes, fosters connection, and supports the creation of thriving workplace cultures. By adopting robust employee engagement strategies, organizations can achieve meaningful employee retention, improve collaboration, and drive long-term success.

Ready to boost your employee engagement efforts? Get started with Matter for free today and see how easy it is to build a culture where employees thrive!