Impacts of Leadership and Employee Engagement [2025 Guide]

In today's fast-paced work environment, leadership and employee engagement go hand in hand. Employees aren't just looking for jobs; they seek purpose, growth, and recognition. Yet, building a workplace where teams feel connected and motivated starts at the top – with leaders who inspire and empower.

At Matter, we understand that leadership plays a critical role in fostering an engaging, positive culture. Whether a manager or an executive, your leadership practices can influence everything from team morale to organizational health. In this guide, we'll uncover actionable tips, leadership strategies, and tools to improve employee engagement in 2025.

Why are leadership and employee engagement important?

Strong leadership and engaged employees are the backbone of any thriving workplace. Without them, teams lack direction, motivation, and purpose, leading to stagnant productivity and disengagement. When leaders prioritize engagement, the benefits ripple across the entire organization.

Key reasons leadership and employee engagement matter:

• Improved productivity: Highly engaged employees are 21% more productive than their disengaged counterparts. Effective leaders provide clear direction and empower teams to excel.
• Reduced turnover: Employees are less likely to explore other employment opportunities when they feel connected to strong leadership and a positive culture.
• Enhanced innovation: Engaged employees, led by inspiring managers, are more willing to contribute ideas, take risks, and drive innovation.
• Better employee well-being: Leaders who prioritize mental health and work-life balance create a healthier, more sustainable workplace.
• Strengthened trust and relationships: Employees trust leaders who communicate transparently, recognize contributions, and build strong relationships with their teams.

Why this matters in 2025

As hybrid work environments and quiet quitting trends continue, leadership must adapt to meet the evolving needs of employees. Leaders who embrace effective engagement strategies will not only retain top talent but also drive higher engagement levels across their teams.

Leadership and employee engagement fuel long-term success. Without engaged teams, even the best organizational strategies fall short. Leaders play a critical role in inspiring, motivating, and connecting employees to the company's mission.

Role of leadership in employee engagement

Effective leadership sets the tone for team engagement by creating a culture of trust, communication, and empowerment. Leaders who actively engage with their teams foster a sense of ownership and purpose, inspiring employees to deliver their best work.

How leaders impact employee engagement

1. Clear communication: Leaders set expectations, clarify goals, and ensure teams understand how their work contributes to the organization's success. Transparent communication builds trust and increases engagement levels.
2. Providing growth opportunities: Leaders prioritize development opportunities that help employees advance their skills, grow professionally, and stay motivated.
3. Recognizing contributions: Regular acknowledgment of individual contributions makes employees feel valued and appreciated, driving loyalty and workplace engagement.
4. Building trust: Trust is a cornerstone of strong leadership. Leaders build strong relationships by listening to employees, addressing concerns, and supporting their well-being.
5. Empowering employees: Leaders empower teams by providing autonomy and encouraging them to take ownership of their work, fostering confidence and accountability.

Why leadership matters for engagement

A Gallup report found that 70% of engagement variance is influenced by leadership. Leaders set the tone for how employees perceive their roles, relationships, and growth within the organization.

Leadership isn't just about managing tasks—it's about building an environment where employees feel valued, connected, and inspired to succeed. By prioritizing communication, trust, and growth, leaders unlock the full potential of their teams.

Benefits of leadership and employee motivation

When leadership and employee motivation align, organizations experience higher performance, stronger retention, and a culture of success. Motivated employees are more productive, innovative, and committed to the organization's vision.

Key benefits of leadership and motivation

1. Increased productivity: Motivated employees consistently perform at their highest levels, driving better results and overall efficiency.
2. Higher retention rates: Organizations with strong leadership see fewer instances of employee burnout and turnover. Employees are more likely to stay when they feel supported and valued.
3. Stronger organizational culture: Leaders who focus on recognition, transparency, and well-being build an inclusive culture that inspires collaboration and trust.
4. Innovation and creativity: Motivated teams are more likely to experiment, innovate, and bring fresh ideas to the table.
5. Enhanced well-being: Leaders who prioritize work-life balance and mental health create a workplace that supports employee happiness and growth.

Motivation in practice

Consider a leader who actively engages with their team, recognizes their efforts, and encourages professional growth. This approach increases employee well-being and creates an environment where employees are excited to contribute and succeed.

Leadership and motivation go hand in hand to drive team success. By creating a supportive, empowering culture, leaders inspire employees to stay engaged, innovative, and committed to organizational goals.

Transformational leadership: the key to employee engagement and commitment

Transformational leadership is a leadership style that prioritizes inspiration, empowerment, and long-term growth. It focuses on developing employees as individuals while driving team engagement and commitment to shared goals.

Characteristics of transformational leaders

1. Visionary mindset: Transformational leaders inspire teams with a clear vision and a roadmap to achieve it.
2. Individualized support: They provide coaching, mentorship, and opportunities tailored to each employee's strengths and aspirations.
3. Empowering autonomy: Transformational leaders trust employees to take initiative and make decisions, promoting ownership and responsibility.
4. Recognizing achievements: Leaders regularly celebrate wins and highlight individual contributions to boost morale and increase engagement.

The impact of transformational leadership

Studies show that transformational leadership significantly enhances employee satisfaction and commitment. Employees led by transformational leaders feel inspired, supported, and valued, leading to higher engagement levels.

Transformational leadership is a proven approach to boosting employee engagement. Leaders drive long-term commitment and organizational growth by empowering employees, fostering innovation, and celebrating success.

What can leaders do to improve employee engagement?

Leadership is the catalyst for fostering an engaged and productive workforce. Leaders are uniquely positioned to influence team engagement, improve morale, and strengthen organizational health. However, engagement doesn't happen by chance—it's the result of deliberate strategies and actions. By adopting proven leadership practices, leaders can create an environment where employees feel valued, motivated, and connected to their work.

Proven strategies for improving employee engagement

1. Foster open and transparent communication

Transparency is the foundation of trust. Leaders who prioritize open communication create an environment where employees feel comfortable sharing concerns, ideas, and feedback. Examples include:

• Holding weekly team meetings to discuss project updates, company goals, and individual achievements.
• Pulse surveys will be used to gather real-time feedback and address challenges proactively.
• Maintaining "open door" policies or hosting monthly "Ask Me Anything" (AMA) sessions for employees to ask questions.
• Open communication ensures alignment across the entire organization and builds trust between leaders and employees.

2. Recognize achievements and efforts frequently

Employees who feel recognized are 2.7x more likely to be engaged at work. Recognition can be as simple as giving shout outs during team meetings or as robust as implementing a recognition platform like Matter. Examples include:

• Sending personalized kudos messages to highlight individual contributions.
• Publicly celebrating project milestones or employee anniversaries.
• Offering tangible rewards like gift cards, extra PTO, or professional development opportunities for exceptional performance.
• Consistent and meaningful recognition boosts morale and encourages employees to go above and beyond.

3. Provide growth and development opportunities

Growth is a key driver of employee satisfaction. Leaders can support personal growth by investing in training, mentorship, and career development. Practical applications include:

• Creating individual development plans (IDPs) that align employee goals with organizational objectives.
• Offering access to learning platforms, workshops, and leadership programs.
• Pairing employees with mentors or coaches to guide their professional growth.
• Leaders who prioritize development improve engagement levels and prepare their teams for future leadership roles.

4. Encourage autonomy and ownership

Autonomy empowers employees to take control of their work, leading to higher satisfaction and motivation. Leaders can:

• Assign projects that allow employees to make decisions and solve challenges independently.
• Implement a results-driven approach where employees manage their schedules to meet objectives.
• Encourage employees to take ownership of specific initiatives, like leading team-building activities or innovation projects.
• Trusting employees to take ownership builds confidence, fosters accountability, and improves workplace engagement.

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

Supporting employee well-being is no longer optional—it's a necessity for preventing burnout and retaining top talent. Leaders can promote work-life balance by:

• Offering flexible work schedules, hybrid work options, or remote work opportunities.
• Encouraging employees to take regular breaks and use PTO for personal time.
• Hosting wellness programs like mindfulness workshops, fitness challenges, or mental health webinars.
• Leaders who model a healthy work-life balance inspire their teams to prioritize wellness, creating a sustainable, productive environment.

6. Build strong relationships through empathy

Leading with empathy helps leaders connect with employees on a human level. Practical examples include:

• Actively listen to employee concerns and offer solutions.
• Checking in on team members regularly to understand their challenges and successes.
• Demonstrating compassion during times of personal or professional hardship.
• Empathetic leaders build strong relationships that foster trust, loyalty, and team collaboration.

7. Regularly gather and act on feedback

Gathering feedback shows employees that their opinions matter. Leaders can use tools like pulse surveys to:

• Assess employee engagement metrics, workplace satisfaction, and areas for improvement.
• Act on feedback promptly, whether addressing workload concerns, improving processes, or implementing new tools.
• Follow up with employees to communicate what changes have been made based on their input.
• Acting on feedback demonstrates that leadership values employee voices, driving engagement and trust.

8. Set clear goals and align expectations

Leaders must provide clarity on organizational goals and how individual roles contribute to the bigger picture. This can be achieved by:

• Setting SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound).
• Aligning team and individual goals with the organization's mission and values.
• Holding regular check-ins to measure progress, celebrate milestones, and adjust objectives as needed.
• Clear goals inspire purpose, helping employees understand how their work drives organizational success.

Improving employee engagement requires leaders to create a culture of trust, recognition, and growth. By focusing on transparent communication, celebrating wins, and prioritizing employee well-being, leaders can transform workplaces into environments where teams feel inspired, connected, and motivated to succeed.

10 tips for employee engagement and leadership

Employee engagement is not a one-time initiative but an ongoing effort that requires intentional leadership. To inspire commitment, productivity, and motivation, leaders must adopt actionable strategies that address team engagement, employee well-being, and workplace culture. 

Below are 10 actionable tips to help leaders improve engagement and create a thriving organization.

1. Communicate frequently and clearly

Transparent communication is the backbone of effective leadership. It keeps employees informed, aligned, and engaged with the company's mission. Leaders can improve communication by:

• Hosting weekly team meetings to provide updates on organizational goals, progress, and challenges.
• Using tools like Slack, Microsoft Teams, or Zoom for real-time collaboration and feedback.
• Sending regular email updates or newsletters to celebrate team wins and share upcoming priorities.
• Encouraging two-way communication where employees feel comfortable sharing questions, concerns, or ideas.

Example: A leader implements a monthly "State of the Team" update, where goals, successes, and upcoming projects are shared transparently, reinforcing trust and engagement levels.

Why it works: Frequent communication builds alignment and prevents disengagement caused by uncertainty or lack of clarity.

2. Celebrate achievements regularly

Recognition plays a critical role in fostering workplace engagement. Employees who feel appreciated are more likely to be motivated, committed, and productive. Leaders can:

• Use recognition platforms like Matter to send kudos for both big wins and small efforts.
• Create monthly or quarterly awards to highlight standout performers.
• Celebrate team milestones like project completions, work anniversaries, or birthdays.

Example: A manager starts every team meeting by sharing kudos for individual contributions, recognizing how each team member's work impacts organizational goals.

Why it works: Consistent recognition boosts morale, encourages teamwork, and strengthens strong relationships among employees.

3. Provide professional growth opportunities

Employees are more engaged when they see a clear path for growth within the organization. Leaders can prioritize employee development by:

• Offering access to online courses, certifications, and industry conferences.
• Creating mentorship programs where junior employees learn from experienced leaders.
• Setting up skill development workshops tailored to employees' professional goals.

Example: A team lead partners with HR to create Individual Development Plans (IDPs) that identify each employee's growth areas and map out actionable steps for achieving career goals.

Why it works: Growth opportunities give employees a sense of purpose and prevent them from seeking other employment opportunities elsewhere.

4. Create a culture of recognition

Leaders can cultivate a culture of appreciation by embedding recognition into everyday workflows. A well-designed recognition program drives team engagement and improves retention. Examples include:

• Implementing a peer recognition program where employees give kudos to one another.
• Recognition software like Matter can be used to share real-time praise integrated with platforms like Slack or Microsoft Teams.
• Encouraging leaders to acknowledge individual contributions in public forums, like town halls or team meetings.

Example: A company introduces "Feedback Fridays," where team members dedicate time to recognizing peers' hard work and celebrating achievements.

Why it works: Creating a culture of recognition fosters positivity, loyalty, and employee well-being.

5. Lead with empathy

Empathetic leadership creates a workplace where employees feel heard, valued, and supported. Empathy involves understanding employees' challenges and responding with compassion. Leaders can:

• Check-in with employees regularly to ask how they're doing personally and professionally.
• Offer flexibility to employees facing challenges, such as adjusting work schedules or workloads.
• Demonstrate active listening during feedback sessions and act on employee concerns.

Example: A manager notices a team member struggling with workload stress. They redistribute tasks and offer support through coaching sessions or wellness resources.

Why it works: Leading with empathy builds trust, reduces burnout, and strengthens employee relationships.

6. Promote work-life balance

Supporting work-life balance ensures employees stay productive and healthy in the long term. Leaders can:

• Encourage employees to take time off and avoid overworking.
• Offer flexible working hours and remote work options to meet diverse employee needs.
• Introduce wellness initiatives, like mindfulness sessions, gym memberships, or virtual health programs.

Example: A company rolls out "No Meeting Fridays" to allow employees uninterrupted time to focus on deep work or relax before the weekend.

Why it works: Promoting balance prevents employee burnout and boosts satisfaction and productivity.

7. Empower autonomy and trust

Trusting employees to take ownership of their work fosters accountability, confidence, and engagement. Leaders can:

• Allow employees to set their schedules and manage tasks independently.
• Delegate meaningful projects that align with employee strengths and growth areas.
• Recognize and celebrate when employees successfully lead initiatives.

Example: A leader gives team members the autonomy to lead client meetings or design project roadmaps, offering support when needed but not micromanaging.

Why it works: Autonomy motivates employees to contribute proactively, take pride in their work, and develop their leadership skills.

8. Host team-building activities

Team-building activities strengthen relationships, foster collaboration, and create a sense of belonging. Leaders can:

• Organize virtual or in-person activities, like escape rooms, trivia games, or outdoor challenges.
• Plan regular team lunches, coffee chats, or offsite events to encourage informal bonding.
• Incorporate activities that highlight company values, like volunteering for social causes together.

Example: A company hosts a monthly virtual "Game Hour" where team members play games together to unwind and build connections, fostering a positive workplace culture.

Why it works: Team-building activities promote camaraderie, making employees feel more connected and engaged.

9. Gather and act on feedback

Leaders must actively listen to employees and turn feedback into meaningful change. Feedback helps leaders address challenges, refine processes, and improve engagement levels. Strategies include:

• Using pulse surveys to gauge employee satisfaction and workplace needs.
• Conducting one-on-one meetings to discuss feedback in a more personalized setting.
• Sharing how feedback has driven positive changes, reinforcing its importance.

Example: After receiving survey feedback about communication gaps, a manager introduces a weekly team update to improve transparency and alignment.

Why it works: Acting on feedback demonstrates that employee voices matter, increasing trust and team engagement.

10. Set clear, achievable goals

Clear goals help employees understand their purpose and align their work with broader organizational objectives. Leaders can:

• Break down long-term goals into smaller, measurable milestones.
• Use frameworks like SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) for clarity and focus.
• Regularly revisit goals during one-on-one meetings to provide support and celebrate progress.

Example: A team lead sets quarterly goals for each employee, aligned with organizational priorities, and holds regular check-ins to review achievements and challenges.

Why it works: Setting achievable goals provides direction, motivates employees, and enhances their sense of accomplishment.

Improving employee engagement is a continuous process that requires intentional leadership, empathy, and commitment. Leaders can build a positive, engaging workplace where employees thrive by prioritizing open communication, recognition, and professional growth. These 10 actionable tips empower leaders to drive lasting change, boost motivation, and cultivate a culture of trust, connection, and success.

10 leadership engagement examples

Improving employee engagement requires leaders to take practical steps that go beyond traditional management. By adopting creative, impactful, and thoughtful practices, leaders can build trust, inspire their teams, and create a thriving workplace culture. Here are 10 examples of leadership engagement strategies that have a proven impact on team engagement and motivation.

1. Recognition programs that foster appreciation

Leadership engagement starts with recognizing and appreciating employees' contributions. Leaders can implement programs where both managers and peers highlight individual contributions and achievements.

• ‍Example: A team uses Matter to share daily kudos, enabling employees to recognize teammates for their hard work publicly.‍
• Application: Create monthly or quarterly "Employee Spotlight" awards for outstanding efforts and contributions.‍
• Why it works: Recognition boosts morale, encourages employees to perform at their best, and creates a workplace engagement and appreciation culture.

2. Leadership-driven mentorship programs

Effective leaders guide employees in their personal growth by pairing them with mentors who provide support, feedback, and direction. Mentorship programs help employees develop skills and foster long-term relationships.

• ‍Example: A leader sets up a mentorship program where senior employees coach junior team members, focusing on skill development and career progression.‍
• Application: Schedule monthly one-on-one sessions to ensure mentees are progressing and receiving actionable feedback.‍
• Why it works: Mentorship strengthens trust, boosts engagement, and creates a pathway for professional growth, reducing turnover and stagnation.

3. Hosting regular feedback sessions

Gathering and acting on feedback is one of the most impactful ways to demonstrate leadership engagement. Regular feedback loops help employees feel heard and valued.

• ‍Example: A manager conducts bi-weekly feedback sessions to discuss successes, challenges, and areas for improvement.‍
• Application: Use pulse surveys to proactively collect anonymous feedback and address organizational concerns.‍
• Why it works: Feedback creates opportunities for growth, strengthens relationships, and helps leaders address issues before they escalate.

4. Organizing team-building activities

Team-building activities help employees develop stronger bonds, improve collaboration, and build trust. Leadership involvement makes these activities even more meaningful.

• ‍Example: A leader organizes a quarterly offsite event featuring team challenges, brainstorming sessions, and recreational activities.‍
• Application: Create an employee engagement plan for virtual team-building activities like online escape rooms or trivia games for hybrid and remote teams.‍
• Why it works: Team-building activities create a sense of camaraderie, improve communication, and make employees feel more connected to the entire organization.

5. Leading by example through transparent communication

Great leaders model the behaviors they expect from their teams, including honesty, transparency, and accountability.

• ‍Example: During a challenging quarter, a leader openly communicates the company's performance, future goals, and areas of opportunity.‍
• Application: Share weekly updates via emails, meetings, or Slack, and encourage employees to ask questions for clarity.‍
• Why it works: Transparent leadership builds trust, improves engagement levels, and ensures employees stay aligned with organizational goals.

6. Supporting employee well-being and work-life balance

Leaders who prioritize employee well-being demonstrate genuine care for their teams. Creating a culture that promotes balance and health reduces employee burnout and increases satisfaction.

• ‍Example: A leader introduces "Wellness Wednesdays" with yoga sessions, mindfulness breaks, or mental health webinars.‍
• Application: Encourage flexible work schedules and ensure employees are using their paid time off (PTO) to recharge.‍
• Why it works: Prioritizing well-being creates a healthier, more productive work environment where employees feel supported and valued.

7. Empowering employees through autonomy and trust

Leaders inspire highly engaged employees by giving them autonomy to take ownership of their tasks and decisions. Trusting team members fosters accountability and confidence.

• ‍Example: A manager gives employees the responsibility to lead key projects, encouraging them to take initiative and present their solutions.‍
• Application: Allow employees to make decisions within their roles while providing guidance when needed.‍
• Why it works: Autonomy empowers employees to feel trusted and capable, leading to increased motivation and ownership over their work.

8. Facilitating growth through leadership development programs

Leadership programs help employees build skills, develop confidence, and prepare for leadership roles. Investing in growth opportunities enhances team engagement and retention.

• ‍Example: A company offers leadership workshops and training programs for mid-level employees aspiring to managerial roles.‍
• Application: Provide access to online courses, conferences, and certifications that align with employees' professional goals.‍
• Why it works: Leadership development ensures employees feel supported in their careers, increasing engagement and long-term commitment to the company.

9. Implementing innovation and brainstorming challenges

Leaders who encourage creativity and innovation motivate employees to think outside the box. Creating opportunities for idea-sharing fosters collaboration and excitement.

• ‍Example: A leader organizes a "Hackathon Week," where employees brainstorm solutions for company challenges or pitch new ideas.‍
• Application: Host quarterly innovation sessions where employees propose and collaborate on ideas to improve products, processes, or workplace culture.‍
• Why it works: Innovation challenges inspire engagement by making employees feel like their ideas matter and directly impact the company's success.

10. Celebrating team and individual milestones

Leaders who celebrate big and small milestones create a positive and inclusive culture where employees feel seen and valued.

• ‍Example: A manager celebrates an employee's work anniversary with a personalized thank-you note and a team-wide recognition shoutout.‍
• Application: Recognize team achievements like completing major projects with rewards, team lunches, or company-wide celebrations.‍
• Why it works: Celebrating milestones fosters a culture of appreciation, improves morale, and strengthens strong relationships within the team.

Effective leadership engagement goes beyond traditional management—it involves fostering trust, connection, and growth among employees. Leaders can create a thriving, engaged workplace by implementing practices like regular feedback, recognition programs, and team-building initiatives. These 10 employee engagement examples for leadership  demonstrate that leaders who prioritize communication, innovation, and well-being inspire employees to perform their best and stay connected to the company's mission.

10 leadership engagement activities

Leadership engagement activities are essential for fostering team connection, trust, and collaboration. These activities provide leaders with opportunities to build stronger relationships, recognize achievements, and reinforce company culture. Whether in-person, remote, or hybrid, these engagement activities ensure that employees feel connected, valued, and inspired to contribute their best.

1. Weekly kudos and recognition sessions

Recognition is one of the most impactful ways to engage employees. Leaders foster a culture of appreciation by implementing weekly sessions where team members acknowledge each other's contributions.

• ‍Example: Every Friday, team leads host a "Feedback Friday" or a “Kudos Hour” where employees share shoutouts and celebrate wins using a recognition tool like Matter. Kudos messages are shared publicly, boosting team morale and visibility.‍
• Application: Combine peer-to-peer recognition with leadership-led acknowledgments. Highlight individual contributions that align with organizational values or goals.‍
• Why it works: Regular recognition improves employee well-being, reinforces a positive workplace culture, and ensures employees feel seen and valued.

2. Brainstorming workshops for team innovation

Leaders can engage employees by hosting brainstorming workshops that encourage creativity and idea-sharing. These workshops empower employees to contribute solutions and innovations that drive organizational success.

• ‍Example: A manager organizes a monthly "Ideas Lab," where employees brainstorm process improvements, product enhancements, or team initiatives. Winning ideas are implemented, and employees receive recognition for their contributions.‍
• Application: Use collaborative tools like Miro, Trello, or Google Jamboard for virtual brainstorming sessions. Provide a structured framework, such as a problem to solve or an innovation challenge.‍
• Why it works: Brainstorming sessions inspire highly engaged employees by empowering them to contribute meaningfully, fostering ownership and creativity.

3. Lunch and learn sessions for professional development

Lunch and learns offer an informal yet effective way for employees to develop skills, share knowledge, and connect with leadership.

• ‍Example: A leader hosts a bi-weekly lunch session where team members or external experts present on topics like leadership development, time management, or industry trends.‍
• Application: Invite employees to suggest topics they're interested in. Schedule in-person sessions or virtual meetings for hybrid teams, and encourage participation through Q&A discussions.‍
• Why it works: Lunch and learns provide valuable development opportunities while fostering a culture of continuous learning and professional growth.

4. Goal-setting and alignment exercises

Clear goals ensure employees understand their roles and how their work contributes to the organization's mission. Leaders can engage teams through collaborative goal-setting exercises.

• ‍Example: A manager uses quarterly goal-setting sessions to align team and individual objectives with the company's overarching strategy. Goals follow the SMART framework (Specific, Measurable, Achievable, Relevant, and Time-bound).‍
• Application: Use tools like Matter to track progress and celebrate milestones during check-ins.‍
• Why it works: Goal alignment improves focus, motivation, and engagement levels by helping employees see the impact of their work on organizational success.

5. Recognition awards and spotlight programs

Formal recognition awards highlight exceptional achievements and promote team engagement. Leaders can implement programs that celebrate standout employees and teams.

• ‍Example: Introduce monthly or quarterly awards like "Employee of the Month" or "Innovation Champion" to recognize top performers. Awards could include personalized certificates, gift cards, or shout outs during team meetings.‍
• Application: Use tools like Matter to manage award programs and ensure inclusivity in recognition efforts.‍
• Why it works: Recognition programs reinforce a culture of appreciation, boost morale, and inspire employees to consistently perform at their best.

6. Volunteer and community service days

Engaging employees in meaningful activities outside the workplace builds teamwork, strengthens relationships, and reinforces company values.

• ‍Example: A company organizes an annual "Day of Service," where employees volunteer together at local nonprofits or participate in community initiatives.‍
• Application: Offer employees paid volunteer days and encourage team-led projects like charity events, food drives, or environmental cleanups.‍
• Why it works: Community involvement fosters a sense of purpose, builds camaraderie, and aligns teams with shared values.

7. Wellness challenges and programs

Leaders can promote employee well-being and engagement by introducing wellness initiatives that focus on physical and mental health.

• ‍Example: A team lead organizes a 30-day wellness challenge where employees track activities like walking, completing mindfulness sessions, or achieving hours of sleep. Prizes are awarded for milestones.‍
• Application: Partner with wellness platforms or apps to offer fitness memberships, mindfulness resources, or nutrition programs. Host workshops on stress management and mental health.‍
• Why it works: Wellness programs improve overall employee happiness, reduce burnout, and contribute to a healthier, more engaged workforce.

8. Virtual coffee chats for hybrid and remote teams

In hybrid or remote work environments, virtual coffee chats provide an informal way for leaders and employees to connect personally.

• ‍Example: A manager schedules 15-minute virtual coffee chats monthly to check in with team members individually or in small groups. Topics focus on non-work conversations to build rapport.‍
• Application: Use Zoom or Google Meet platforms to facilitate these sessions and create breakout groups for team bonding.‍
• Why it works: Casual conversations strengthen strong relationships, foster trust, and help remote employees feel connected to the team.

9. Role-swapping days for employee growth

Role-swapping allows employees to step into their colleagues' shoes, providing a fresh perspective and enhancing collaboration.

• ‍Example: A team organizes a "Role Swap Friday," where employees shadow a teammate from a different department or role for the day.‍
• Application: Pair employees with colleagues who have complementary skills or work in departments they want to explore. Follow up with feedback sessions to share insights.‍
• Why it works: Role-swapping encourages empathy, skill development, and a deeper understanding of cross-functional collaboration.

10. Celebrating milestones and wins

Celebrating personal and professional milestones reinforces a sense of belonging and recognition within the team.‍

• ‍Example: A leader celebrates team milestones like project completions, work anniversaries, or birthdays with small events, personalized messages, or team shout outs.‍
• Application: Use tools like Google Calendar to track milestones and ensure they're celebrated consistently. Personalize celebrations to make them meaningful.‍
• Why it works: Acknowledging milestones creates a culture of appreciation and positivity, driving employee engagement and team morale.

Leadership-driven activities are a powerful way to strengthen team engagement, improve collaboration, and build trust. By implementing these 10 leadership engagement activities, leaders can create a workplace where employees feel recognized, supported, and inspired to succeed. Whether through recognition programs, brainstorming workshops, or wellness initiatives, these activities foster a thriving workplace culture that drives long-term success.

The role of transparent communication and leadership in employee engagement

Transparent communication is one of the most impactful tools leaders can use to improve employee engagement. When leaders communicate openly and honestly, they build trust, reduce uncertainty, and align teams with organizational goals. Employees who understand the "why" behind decisions are more likely to feel connected, motivated, and committed to their work.

Leaders who prioritize transparency empower teams to perform at their best while fostering a culture of trust and respect. Effective communication ensures that employees feel included in decision-making, understand their roles, and know how their efforts contribute to the company's success.

Why transparent communication matters for employee engagement

1. Builds trust across the organization: Trust is the cornerstone of strong leadership and workplace engagement. When leaders communicate transparently, they show integrity, honesty, and respect for their teams. This includes being upfront about challenges, successes, and organizational changes.

• ‍Example: A manager shares company financial updates during a quarterly meeting, explaining both positive growth and areas for improvement. Employees feel respected and trusted with this information.‍
• Application: Regularly share updates on company performance, strategic changes, and team priorities. Use open forums or town hall meetings to address employee questions and concerns.‍
• Why it works: Transparent leaders build credibility, fostering a sense of security and loyalty among employees.

2. Reduces uncertainty and improves clarity: Lack of communication can lead to rumors, confusion, and disengagement. Leaders who clearly communicate goals, expectations, and changes help employees stay aligned and focused.

• ‍Example: During an organizational restructuring, a leader holds a team meeting to explain the changes, how they will impact each team member, and what steps will follow.‍
• Application: Provide detailed communications—whether via email, meetings, or Slack updates—when announcing changes. Follow up to ensure employees understand and feel supported.
• ‍Why it works: Clarity reduces stress and helps employees stay productive, confident, and aligned with organizational goals.

3. Strengthens employee relationships: Transparent communication fosters strong relationships by creating an environment where employees feel safe expressing themselves. Leaders who encourage two-way communication build trust and rapport.

• ‍Example: A team lead implements monthly "Listening Hours," where employees can openly share concerns, ideas, and feedback.‍
• Application: Incorporate anonymous pulse surveys and one-on-one sessions to encourage honest feedback and address concerns promptly.‍
• Why it works: Employees feel valued and respected when leaders actively listen and respond to their input, fostering stronger connections and engagement levels.

4. Aligns employees with organizational goals: Transparency ensures employees understand how their work contributes to the company's mission, leading to higher engagement and motivation. Leaders must communicate the purpose behind organizational decisions and strategies.

• ‍Example: A CEO hosts quarterly town halls to explain company objectives, celebrate wins, and share how individual teams contribute to success.‍
• Application: Use visual tools like dashboards or infographics to show progress toward team and company goals. Celebrate milestones to reinforce alignment.‍
• Why it works: Employees who see the "big picture" feel a stronger sense of purpose and are more committed to achieving organizational success.

5. Facilitates constructive feedback and growth: Open communication allows leaders to provide constructive feedback that helps employees improve and grow. Transparent feedback highlights strengths and opportunities without undermining morale.

• ‍Example: A leader shares feedback during one-on-ones by acknowledging successes and discussing areas for improvement with actionable steps.‍
• Application: Use feedback tools like Matter to provide regular, structured feedback in a positive and supportive manner.‍
• Why it works: Employees who receive clear, actionable feedback are more likely to feel supported, valued, and motivated to improve.

6. Creates a culture of collaboration: Leaders who communicate openly foster an inclusive culture where collaboration thrives. Transparent communication encourages employees to share ideas, contribute solutions, and work together toward common goals.

• ‍Example: A team lead hosts collaborative brainstorming sessions where employees contribute ideas to solve company challenges or improve processes.‍
• Application: Use platforms like Slack, Microsoft Teams, or Zoom to promote team discussions and idea-sharing in real-time.‍
• Why it works: Open communication strengthens teamwork, making employees feel included and connected to the entire organization.

How leaders can improve transparency

1. Schedule regular team check-ins: Hold weekly or bi-weekly meetings to provide updates, clarify expectations, and address team concerns.
2. Share both successes and challenges: Celebrate wins but also discuss areas of improvement transparently. Employees respect leaders who are honest about struggles.
3. Encourage two-way dialogue: Actively listen to employees through surveys, feedback sessions, or informal chats, and act on their input.
4. Use clear and consistent messaging: Share updates through emails, internal newsletters, or company meetings to ensure everyone stays aligned.
5. Model transparency at the top: Leaders set the tone for openness. By being honest and approachable, they inspire others to do the same.

Transparent communication is at the heart of effective leadership and employee engagement. By building trust, improving clarity, and fostering collaboration, leaders create an environment where employees feel included, valued, and inspired to contribute their best. Open communication doesn't just align teams—it empowers employees to understand their purpose, develop their skills, and stay committed to the organization's success.

Impact of leadership on employee engagement

Leadership directly influences the engagement levels of employees across an organization. When leaders prioritize communication, recognition, and growth opportunities, they create an environment where employees feel motivated, connected, and inspired to contribute to organizational success. On the other hand, poor leadership can lead to disengagement, high turnover, and a decline in organizational health.

The impact of leadership on employee engagement is significant—leaders don't just manage teams; they shape culture, drive purpose, and build strong relationships. Below are key ways leadership impacts workplace engagement and overall productivity.

Leaders set the tone for organizational culture

Leadership behaviors establish the foundation of a company's culture. Employees observe how leaders communicate, behave, and recognize others, which influences team dynamics and motivation.

• Example: A leader who promotes an inclusive culture ensures all employees feel welcomed, heard, and valued regardless of their roles or backgrounds. This fosters collaboration and increases team engagement.
• Application: Leaders can model core organizational values through their actions, such as showing integrity, demonstrating accountability, and encouraging strong relationships within teams.

Why it matters: When leaders demonstrate values like transparency, trust, and respect, employees follow suit, leading to a healthier and more engaged workforce.

1. Leadership affects trust and psychological safety

Employees thrive in workplaces where they feel psychologically safe. Strong leaders create an environment where team members feel comfortable sharing ideas, giving feedback, and taking risks without fear of judgment or repercussions.

• Example: A manager implements a "no bad ideas" policy during brainstorming sessions, encouraging all employees to share freely without fear of criticism.
• Application: Leaders should actively listen to employees, acknowledge their input, and address concerns constructively. Trust-building exercises, like regular one-on-ones and team retrospectives, also help create a supportive environment.

Why it matters: Trust and safety foster creativity, collaboration, and employee well-being, making employees more engaged and productive.

2. Leaders drive clarity and alignment

Employees are more engaged when they understand how their work contributes to the organization's mission and success. Leaders play a crucial role in connecting individual tasks to broader company goals.

• Example: A CEO shares quarterly updates that highlight company priorities and explains how every department contributes to achieving them.
• Application: Leaders can align teams through regular goal-setting exercises, structured feedback, and clear communication of objectives. Use frameworks like OKRs (Objectives and Key Results) to measure progress transparently.

Why it matters: Employees are more motivated when they see how their work directly impacts the organization, fostering a sense of purpose and direction.

3. Leadership shapes employee growth and development

Strong leaders invest in their team's personal growth by providing learning opportunities, mentorship, and regular constructive feedback. Employees who see growth opportunities are more likely to stay committed and engaged.

• Example: A leader introduces career development programs, including access to professional certifications, skill-building workshops, and leadership training for aspiring managers.
• Application: Leaders can conduct regular performance reviews that focus on employee strengths, career aspirations, and areas for development. Tools like pulse surveys can also identify where additional support is needed.

Why it matters: Employees are more engaged when they feel valued and supported in their professional growth, reducing turnover and increasing long-term retention.

4. Leaders foster recognition and appreciation

Recognition from leadership has a significant impact on engagement levels. Employees who feel seen and appreciated are more likely to stay motivated and committed to their roles.

• Example: A leader regularly recognizes employees' efforts during team meetings, using tools like Matter to highlight specific contributions publicly.
• Application: Implement consistent recognition practices, such as employee spotlights, team awards, or personalized thank-you messages. Leaders can encourage peer recognition as well.

Why it matters: Regular acknowledgment of individual contributions improves morale, boosts motivation, and creates a culture of appreciation.

5. Leadership reduces burnout through work-life balance

Employees look to leaders to model healthy boundaries and encourage work-life balance. Leaders who prioritize employee well-being prevent burnout, reduce stress, and improve engagement.

• Example: A manager encourages employees to take breaks, use vacation days, and disconnect outside of work hours. Team leads also model this behavior by setting boundaries for themselves.
• Application: Leaders can implement wellness initiatives like flexible work policies, mindfulness workshops, or hybrid work options to support employees' mental and physical health.

Why it matters: Employees who feel supported in maintaining balance are happier, healthier, and more productive, leading to sustainable engagement.

6. Leaders inspire through vision and purpose

Effective leaders inspire teams by articulating a clear, compelling vision of the future and how everyone contributes to achieving it. Employees feel motivated when their work aligns with a meaningful purpose.

• Example: A leader shares stories that connect employees' daily efforts to the company's mission, like how a product launch improves customer lives or drives innovation.
• Application: Leaders should communicate the "why" behind projects and decisions, helping employees find purpose in their roles. Highlight successes and milestones to keep teams inspired.

Why it matters: A strong vision gives employees a sense of direction and meaning, driving motivation and organizational commitment.

7. Leadership empowers autonomy and accountability

Employees are more engaged when they are trusted to take ownership of their tasks and decisions. Strong leaders encourage autonomy while providing the tools and support employees need to succeed.

• Example: A manager allows team members to lead projects independently, offering guidance when needed but avoiding micromanagement.
• Application: Leaders can foster accountability by setting clear expectations, providing constructive feedback, and celebrating employees' successes.

Why it matters: Empowering employees builds confidence, accountability, and team engagement, driving productivity and innovation.

The impact of leadership on employee engagement cannot be overstated. Leaders set the tone for organizational culture, trust, and purpose, shaping the way employees feel about their roles and contributions. Leaders create an environment where employees thrive by prioritizing clear communication, recognition, growth opportunities, and work-life balance. Engaged employees don't just meet expectations—they exceed them, driving innovation, productivity, and long-term success for the entire organization.

Leaders acknowledge their team with employee engagement

Acknowledgment from leaders is one of the most powerful ways to boost employee engagement and inspire team success. Employees thrive when they feel seen, appreciated, and valued for their individual contributions. Leadership acknowledgment goes beyond simple praise; it involves recognizing efforts, celebrating milestones, and highlighting achievements meaningfully and consistently.

By fostering a culture of acknowledgment, leaders create an environment where employees feel connected to their work, teams, and organizational goals. This enhances engagement levels and drives loyalty, retention, and overall productivity.

The importance of acknowledgment in employee engagement

Leaders significantly impact how employees perceive their value within the organization. Acknowledgment serves as a bridge that connects employees' efforts to organizational success, motivating them to perform at their best. Here's why acknowledgment matters:

• Builds trust and morale: Employees who receive consistent acknowledgment feel more confident and appreciated, fostering a sense of trust and loyalty toward leadership.
• Reinforces purpose and value: When leaders highlight how an employee's work contributes to the organization's goals, it reinforces their sense of purpose and commitment.
• Strengthens relationships: Regular acknowledgment creates strong relationships between leaders and employees, fostering teamwork and collaboration.
• Reduces disengagement: Acknowledgment helps prevent feelings of invisibility or being undervalued, which can lead to quiet quitting or disengagement.

Example: A team lead publicly recognizes an employee during a company-wide meeting for going above and beyond to meet a project deadline, explaining how their efforts positively impacted the team and organizational health.

Ways leaders can acknowledge their teams effectively

Leaders can implement acknowledgment strategies that are meaningful, frequent, and aligned with company culture. Below are actionable approaches to ensure employees feel valued.

1. Public shout outs for achievements

Leaders can recognize employees publicly during meetings, team calls, or through platforms like Slack or Microsoft Teams. Public acknowledgment boosts confidence and motivates others to excel.

Example: A manager uses Matter to send daily kudos, highlighting individual contributions that align with team goals.

2. Personalized thank-you messages‍

A simple, heartfelt thank-you message goes a long way. Personalized notes show that leaders pay attention to employees' efforts and value their hard work.

Example: A leader sends a handwritten note or a personalized email to thank an employee for their exceptional work on a challenging project.

3. Celebrating milestones and achievements‍

Acknowledging personal and professional milestones, such as work anniversaries, birthdays, or project completions, fosters connection and positivity.

Example: Teams host monthly "Milestone Moments" sessions to celebrate birthdays, work anniversaries, and team achievements.

4. Spotlight programs for high-performers‍

Highlighting standout employees in programs like "Employee of the Month" or "Innovation Champion" provides formal acknowledgment and inspires others.

Example: A leader introduces an "Employee Spotlight" series in the company newsletter, showcasing team members' contributions and achievements.

5. Constructive feedback and growth-focused recognition‍

Leaders can acknowledge employees' efforts while providing growth-focused feedback that helps them improve and succeed.

Example: During a one-on-one meeting, a manager highlights an employee's progress on a project and provides actionable feedback for further development.

6. Peer-to-peer recognition programs‍

Empowering employees to recognize one another promotes a culture of appreciation and acknowledgment that doesn't rely solely on leadership.

Example: Platforms like Matter allow teams to share kudos and recognition seamlessly, fostering team engagement across departments.

7. Celebrating small wins regularly‍

Acknowledgment isn't reserved for major achievements—celebrating small wins boosts morale and keeps momentum strong.

Example: A team lead holds weekly check-ins to recognize progress, celebrate quick wins, and motivate team members for the next challenge.

8. Hosting appreciation events‍

Leaders can organize team lunches, offsite events, or virtual celebrations to acknowledge efforts and successes collectively.

Example: A company hosts an annual "Team Appreciation Day," where leaders recognize top performers and share stories of team accomplishments.

9. Providing tangible rewards‍

Combining acknowledgment with rewards such as gift cards, extra PTO, or professional development opportunities makes recognition even more meaningful.

Example: A manager rewards an employee who exceeded expectations with a free conference pass for continued personal growth.

10. Listening and acting on feedback‍

Acknowledgment isn't just about praise—it's also about showing that leaders value employee input. Acting on employee feedback demonstrates respect and appreciation.

Example: After receiving suggestions through a pulse survey, a leader implements changes to improve processes and thanks employees for their valuable insights.

The results of effective acknowledgment

When leaders actively acknowledge their teams, the benefits ripple across the entire organization:

• Higher engagement levels: Employees who feel appreciated are more motivated to perform and contribute meaningfully.
• Improved retention: Employees are less likely to explore other employment opportunities when they feel recognized and valued.
• Stronger relationships: A culture of acknowledgment builds trust and camaraderie among teams.
• Enhanced well-being: Feeling seen and appreciated positively impacts employee well-being and satisfaction.
• Greater productivity: Recognized employees are more committed to achieving goals, leading to improved performance and innovation.

Example: A company that implements a structured acknowledgment program sees a 15% increase in employee engagement scores and a measurable decrease in turnover rates within six months.

Leaders who prioritize acknowledgment create a culture of trust, motivation, and connection. By recognizing individual contributions, celebrating milestones, and providing regular, meaningful feedback, leaders inspire teams to stay engaged and aligned with organizational goals. 

Acknowledgment doesn't just improve workplace engagement—it transforms workplaces into environments where employees feel valued, empowered, and excited to contribute to shared success.

Top 9 tools for leadership and employeee engagement

Investing in the right tools empowers leaders to foster employee engagement, recognize contributions, and improve workplace culture. Here are ten platforms that can help enhance leadership effectiveness and team engagement:

1. Matter

About Matter: Matter is a leading employee recognition and feedback platform that seamlessly integrates with Slack and Microsoft Teams. As a Slack-first and Teams-first application, Matter enables organizations to cultivate a culture of appreciation and continuous improvement within their existing communication workflows.

Matter offers a user-friendly experience with minimal setup time—approximately 2 minutes to install and 5-10 minutes to customize. Once configured, the platform operates autonomously, promoting consistent recognition and feedback without requiring ongoing management. 

Features like Feedback Friday encourage regular kudos and rewards, helping teams conclude the week on a positive note. Additionally, Matter automates the celebration of birthdays and work anniversaries, offering rewards such as digital gift cards, donations to charities, and custom-branded rewards. The platform's unique coin system resets weekly, fostering authentic and frequent participation among team members.

Matter main features:

• Seamless Integration: Integrates effortlessly with Slack and Microsoft Teams, embedding recognition into daily workflows.
• Customizable Kudos Cards: Create personalized recognition cards reflecting company values or team-specific themes.
• Automated Celebrations: Automatically acknowledges birthdays and work anniversaries, enhancing employee satisfaction.
• Incentivized Surveys: Distributes surveys through Slack or Teams, encouraging participation with rewards.
• Feedback Friday: Automated prompts that encourage end-of-week recognition, boosting morale.
• Diverse Reward Options: Offers rewards including charitable donations, digital gift cards, and custom-branded items.
• Weekly Coin System: Encourages regular participation with a coin system that resets weekly.

Matter pricing: 

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

To learn more, view Matter’s pricing page.

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

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

2. Lattice

About Lattice: Lattice is a comprehensive people management platform that empowers leaders to build engaged and high-performing teams. By combining performance management, employee engagement, and career development tools, Lattice enables organizations to align employee growth with company goals.

Lattice main features:

• Performance Reviews: Facilitates structured performance evaluations to provide actionable feedback.
• Goal Setting and OKRs: Enables alignment of individual objectives with organizational priorities.
• Engagement Surveys: Collects employee feedback to gauge satisfaction and areas for improvement.
• Career Development Plans: Supports employee growth through personalized development pathways.

Lattice pricing: 

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

To learn more, view Lattice’s pricing page.

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

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

3. Culture Amp

About Culture Amp: Culture Amp is a leading employee experience platform that helps organizations take action to improve employee engagement, retention, and performance. By offering data-driven insights, Culture Amp enables leaders to make informed decisions that enhance workplace culture.

Culture Amp main features:

• Engagement Surveys: Measures employee sentiment to identify strengths and areas for development.
• Performance Management: Streamlines reviews and feedback to support employee growth.
• Employee Development: Provides tools for continuous learning and skill enhancement.

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

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

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

4. WorkTango

About WorkTango: WorkTango is an award-winning Employee Experience platform that helps leaders and organizations improve employee engagement, increase retention, and boost performance while reducing costs with Employee Surveys and Recognition & Rewards software.

WorkTango main features:

• Employee Surveys & Insights: Deploy unlimited surveys across the entire employee lifecycle with customizable templates built from research-based questions.
• Recognition & Rewards: Enable organizations to scale and automate manual recognition & rewards practices, track and control costs, and create a continuous culture of appreciation through company-wide recognition.
• Analytics and Reporting: Provides robust dashboards and insights, empowering leaders to drive change with role-based dashboards featuring trends, heat maps, and insights by any employee attribute, as well as recommended actions.

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

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

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

5. Bonusly

About Bonusly: Bonusly is a fun, personal employee recognition and rewards platform that enriches your company culture and improves engagement. By enabling employees to recognize each other's contributions, Bonusly fosters a positive work environment and strengthens team cohesion.

Bonusly main features:

• Peer-to-Peer Recognition: Empowers employees to recognize and reward their peers for their contributions.
• Customizable Rewards: Offers a wide range of rewards, including gift cards, donations, and custom rewards.
• Analytics and Reporting: Provides insights into recognition patterns and employee engagement levels.

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).

6. 15Five

About 15Five: 15Five is a comprehensive performance management platform that helps organizations create high-performing teams by combining continuous feedback, OKRs, and employee engagement tools. By facilitating regular check-ins and feedback, 15Five enables leaders to unlock the potential of their teams.

15Five main features:

• Continuous Feedback: Enables regular employee check-ins to discuss progress and challenges.
• OKR Tracking: Aligns individual objectives with company goals to drive performance.
• Engagement Surveys: Measures employee engagement to identify areas for improvement.

15Five pricing: 

• Engage: $4/user/month, billed annually
• Perform: $10/user/month, billed annually
• Total Platform: $16/user/month, billed annually
• Transform: on-demand packages starting at $99/month

To learn more, view 15Five’s pricing page.

15Five G2 score: 15Five has a G2 score of 4.6/5 based on user reviews.

What 15Five Customers Are Saying on G2: “We have built a company wide OKR tied to our company wide average Pulse score. It is an easy check of how the company is "feeling" from week to week, and over the last 2 years, I have found it to be accurate, important and super easy for the team to adopt and stay consistent in use.”- Dan A., Small-Business (G2 Review for 15Five)

7. Officevibe

About Officevibe: Officevibe is an employee engagement software that provides managers with the tools to understand their teams better and create a thriving work environment. Through pulse surveys and feedback mechanisms, Officevibe helps leaders effectively identify and address team needs.

Main Features:

• Pulse Surveys: Regularly measures employee engagement and satisfaction.
• Feedback Tools: Facilitates anonymous feedback to promote open communication.
• Actionable Insights: Provides reports and recommendations to improve team dynamics.

Pricing: Officevibe offers a free plan, with premium features available in paid plans starting at $4 per user per month. For more information, visit Officevibe's Pricing Page.

G2 Score: 4.5/5. Read reviews here.

Notable Customers: Dyson, Bose, Trivago.

What Customers Are Saying on G2: "Officevibe has been instrumental in gauging team morale and addressing concerns promptly." - Yonni M., Frontend Team Leader (G2 Review for Officevibe)

8. TINYpulse

About TINYpulse: TINYpulse is an innovative employee feedback and engagement platform designed to help organizations create a winning culture by ensuring employees feel valued and heard. By facilitating anonymous feedback, pulse surveys, and peer recognition, TINYpulse enables leaders to gain real-time insights into employee satisfaction and engagement levels, fostering improved communication and transparency within the workplace.

TINYpulse main features:

• Anonymous Feedback: Allows employees to provide candid feedback without fear of retribution, promoting honesty and openness.
• Pulse Surveys: Conduct regular, concise surveys to gauge employee sentiment and identify trends.
• Peer Recognition ("Cheers for Peers" ): Enables employees to recognize and appreciate their colleagues' contributions, strengthening team cohesion.
• Performance Management: Offers tools to monitor and enhance employee performance through continuous feedback.
• Actionable Insights: Provides detailed reports and analytics to help leaders make informed decisions and implement effective engagement strategies.

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

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

What TINYpulse customers are saying on G2: “There is no way to turn off the comment boxes which allows people to share any and all feedback, whether relevant or not. Many people question the anonymity of it so it's hard to get responses even when private messaging.” - Verified User in Higher Education.

9. Leapsome

About Leapsome: Leapsome is an all-in-one people enablement platform designed to drive employee development, productivity, and engagement. Trusted by forward-thinking companies, Leapsome combines tools for performance management, employee engagement, and personalized learning to support continuous improvement and alignment within organizations.

Leapsome main features:

• Performance Management: Facilitates performance reviews, 360-degree feedback, and goal setting to align individual objectives with company goals.
• Employee Engagement: Offers customizable engagement surveys to gather actionable insights and improve workplace culture.
• Learning and Development: Provides personalized learning paths and development plans to foster employee growth.
• OKR Management: Enables the setting and tracking of Objectives and Key Results to ensure strategic alignment across teams.

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

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

What Leapsome customers are saying on G2: “It is step to step process implementation of sales pattern , customer support , and a lot of feature to understand customer need .It also help to ease of interagtion customer mindset and win situation .It have a good dashboard GUI to understand also support avilable in a single call , once again thank you team leapsome because i was a layman and after half an hour training i became super user.” -  SUMIT KUMAR O., Senior Technical Sales Engineer (G2 Review for Leapsome).

FAQs about leaders and employee engagement

Leaders play a crucial role in creating and sustaining employee engagement within their teams. Here are answers to frequently asked questions about leadership practices and their impact on engagement, well-being, and organizational success.

What is the connection between leadership and employee engagement?

Leadership directly influences engagement levels by setting the tone for workplace culture, trust, and motivation. Leaders who communicate transparently, recognize contributions, and provide development opportunities inspire employees to stay connected, productive, and aligned with organizational goals.

Key insight: Employees are more likely to feel engaged when they are led by leaders who prioritize communication, trust, and continuous recognition.

How can leaders improve employee engagement in a hybrid workplace?

Leaders must focus on clear communication, flexibility, and inclusivity to improve team engagement in hybrid settings. Strategies include:

• Hosting regular check-ins and virtual team meetings to maintain connection.
• Recognizing achievements through digital tools like Matter.
• Encouraging flexible work hours to promote work-life balance.
• Providing resources for collaboration, like Slack or Microsoft Teams.

Example: A manager uses virtual "coffee chats" to connect personally with remote employees, ensuring they feel heard and valued.

Why is employee recognition important for leadership?

Employee recognition drives engagement, boosts morale, and reinforces organizational contributions. Leaders who recognize achievements create a culture of appreciation, motivating employees to excel.

Insight: Recognition tools like Matter make it easy for leaders to celebrate contributions in real time, strengthening relationships and team dynamics.

How does leadership transparency impact employee trust?

Transparent leadership builds trust by reducing uncertainty and fostering open communication. Employees are more engaged when they understand organizational decisions and feel included in company goals.

Example: Leaders who share updates on challenges, successes, and future plans during team meetings create a stronger sense of security and alignment.

What are the key leadership behaviors that improve engagement?

Effective leadership behaviors include:

1. Open communication: Keeping employees informed and encouraging feedback.
2. Empathy: Understanding employees' challenges and supporting their well-being.
3. Recognition: Acknowledging achievements regularly and meaningfully.
4. Growth opportunities: Offering training, mentorship, and skill development.
5. Empowerment: Encouraging autonomy and accountability.

Key takeaway: Leaders who adopt these behaviors foster a culture of trust, growth, and positivity, leading to higher workplace engagement.

How can leadership prevent employee burnout?

Leadership plays a critical role in promoting employee well-being and preventing burnout by:

• Encouraging work-life balance through flexible work arrangements.
• Recognizing and redistributing workloads during busy periods.
• Promoting mental health initiatives, like wellness programs or mindfulness workshops.
• Regularly checking in with employees to identify and address stressors.

Example: A team lead notices an employee is overworked and adjusts their responsibilities while encouraging time off for recovery.

What are the benefits of transformational leadership on engagement?

Transformational leaders inspire teams to reach their full potential through vision, empowerment, and personalized support. This leadership style improves team engagement by:

• Encouraging innovation and ownership of work.
• Providing clear goals and aligning team efforts with organizational success.
• Recognizing achievements and fostering motivation.

Insight: Transformational leadership creates an environment where employees feel valued, challenged, and committed to their growth and the company's mission.

How can leaders gather feedback to measure engagement?

Leaders can gather feedback effectively using tools and strategies such as:

• Pulse surveys to assess engagement levels and gather real-time insights.
• One-on-one check-ins to discuss employee satisfaction and concerns.
• Anonymous suggestion boxes to encourage honest input.
• Engagement platforms like Officevibe or WorkTango provide actionable analytics.

Key takeaway: Collecting feedback is only half the battle—acting on it demonstrates that leadership values employee input, driving trust and engagement.

How does leadership acknowledgment impact team morale?

When leaders consistently acknowledge employee efforts, it improves team morale, strengthens relationships, and encourages collaboration. Acknowledgment can include:

• Public recognition during team meetings.
• Personalized thank-you messages.
• Rewards for significant achievements.

Example: A manager publicly celebrates a team's success in meeting a tight deadline, highlighting each member's role in the achievement.

What role does communication play in leadership engagement?

Communication is central to effective leadership and employee engagement. Leaders who communicate clearly and frequently:

• Align employees with company goals and expectations.
• Foster trust through transparency and openness.
• Encourage idea-sharing and collaboration.

Insight: Leaders who actively listen and engage in two-way communication build stronger, more connected teams.

How can leaders create a culture of growth and development?

Leaders create a culture of growth by providing employees with development opportunities that align with their career goals. Key strategies include:

• Offering access to training programs, workshops, and certifications.
• Implementing mentorship programs to support personal growth.
• Setting clear goals with regular feedback and progress reviews.

Example: A leader invests in an employee's leadership training program, preparing them for a 

future managerial role while enhancing engagement.

Leadership is the driving force behind successful employee engagement initiatives. From recognition and growth opportunities to clear communication and transparency, leaders create conditions where employees feel valued, connected, and inspired. Leaders can build strong, engaged teams that contribute to organizational success by addressing challenges, gathering feedback, and prioritizing well-being.

Final thoughts/advice on leaders and employee engagement

Leaders hold the key to unlocking the full potential of their teams, and the path to success starts with creating an environment where employees feel valued, supported, and engaged. Effective leadership isn't just about managing tasks—it's about building trust, fostering open communication, and aligning team efforts with company goals. Leaders who lead with empathy, prioritize recognition, and provide growth opportunities set the stage for a thriving, engaged workforce.

Employee engagement is a multifaceted effort involving regular recognition and feedback and creating a culture of transparency and inclusivity. By leveraging tools like Matter, leaders can streamline engagement efforts, making celebrating successes easier, gathering feedback, and improving overall team morale.

Key takeaways for leaders to boost employee engagement

1. Communication is key: open, transparent communication builds trust and ensures that employees are aligned with the company's vision. Leaders should foster two-way communication channels where feedback is encouraged and acted upon.
2. Recognize and celebrate achievements: regular recognition, whether big or small, fosters a sense of accomplishment and reinforces the company's culture. Peer-to-peer recognition, automated rewards, and celebrating milestones are all essential practices to keep engagement high.
3. Provide growth and development: employees stay engaged when they feel that their work leads to personal and professional growth. Providing development opportunities, training, and mentoring are critical for long-term engagement.
4. Foster work-life balance: leaders must prioritize employee well-being by offering flexible schedules, mental health support, and the tools needed to balance work and life.
5. Lead by example: leadership sets the tone for everything in an organization. When leaders show empathy, transparency, and appreciation, employees are more likely to follow suit, creating a positive work culture that drives engagement.

The power of tools in enhancing engagement

Utilizing the right tools can amplify leadership efforts. Platforms like Matter make it easy to automate recognition, gather feedback, and celebrate successes—allowing leaders to focus on the bigger picture while ensuring that no effort goes unnoticed. With Matter's simple integration with Slack and Teams, peer-to-peer recognition, customizable rewards, and automated celebrations, creating a culture of appreciation and engagement is easier than ever.

Try Matter for free today!

Are you ready to elevate your team's engagement? Matter offers a free plan so you can start improving your team's morale, celebrating their successes, and building stronger connections—today! With a quick setup and simple customization, you can begin making an impact within minutes. Get started for free with Matter today!