Employee Engagement Best Practices: Meaning And Types

Employee Engagement Best Practices: What Is It And Types

Are your employees engaged in their work? If not, you’re not alone. According to a study by Gallup, only 33% of employees are engaged in their jobs. That means that two-thirds of your employees are either not interested in their work or actively disengaged. This is a huge problem, as employee engagement is key to the success of any business. In this blog post, we will discuss the top 11 employee engagement best practices. Follow these tips and you’ll be on your way to having a more productive and successful workforce.

What Is Employee Engagement?

What Is Employee Engagement?Employee engagement is a workplace approach designed to create and sustain a passionate and committed workforce. There are many factors that contribute to employee engagement, but the key is to ensure that employees feel like they are valued members of the team who are able to make a difference in the company.

Employee engagement also makes good business sense. Engaged employees are more productive, have lower absenteeism and turnover rates, and are more likely to go above and beyond for their company. They also tend to be more creative, solution-oriented, and motivated. There are also many indirect benefits of having an engaged workforce, such as improved customer satisfaction and increased shareholder value.

The Top 11 Employee Engagement Best Practices

The Top 11 Employee Engagement Best Practices

Here are some of the best ways to engage your employees:

Open Communication

Open CommunicationOpen communication is something that all employees crave. They want to know what is going on in the company and how they can contribute to its success. Effective communication starts with the top leadership team and should filter down to all employees. Leaders should be accessible and approachable, and they should make it a point to keep employees updated on company news, changes, and initiatives.

In addition to regular company-wide updates, leaders should also encourage two-way communication by soliciting feedback from employees on a regular basis. This can be done through surveys, focus groups, or one-on-one meetings. It’s important that employees feel like their voices are being heard and that their input is valued.

Employee Recognition

Employee RecognitionRecognizing employee achievements is one of the most effective ways to engage employees. Everyone wants to feel like their hard work is appreciated, and recognition is a great way to show employees that you value their contributions.

There are many ways to recognize employees, and the best approach will vary depending on your company culture. Some ideas include public recognition (such as announcements or award ceremonies), private recognition (such as handwritten notes or gift cards), and monetary rewards (such as bonuses or commissions). Whatever method you choose, be sure to make it personal and sincere.

Autonomy and Empowerment

Giving employees autonomy and empowering them to make decisions will help them feel more engaged in their work. When employees feel like they have a say in how things are done, they are more likely to be committed to their work and invested in the company.

Of course, this doesn’t mean that you should give employees free rein to do whatever they want. There should still be guidelines and boundaries in place. But within those parameters, allow employees to be creative and come up with new ideas. You may be surprised by the results.

Purposeful Work

Employees need to feel like their work is purposeful and that it makes a difference. They want to know that what they are doing is contributing to the company’s success. Leaders can help employees see the connection between their work and the company’s goals by sharing the company’s vision and mission with them on a regular basis.

In addition, leaders should make it a point to connect employees with the company’s customers. This can be done in a number of ways, such as customer service training, shadowing opportunities, or customer feedback sessions. When employees see firsthand how their work affects customers, they are more likely to be engaged in their work.

Development Opportunities

Development OpportunitiesEmployees want to know that there are opportunities for development and growth within the company. They don’t want to feel like they are stuck in a dead-end job.

Leaders can show employees that there are development opportunities available by creating career paths and sharing them with employees. These paths should be clearly defined and achievable so that employees can see a clear path to advancement.

In addition, leaders should provide employees with opportunities to develop their skills and knowledge. This can be done through training programs, mentorship programs, or cross-training opportunities.

Work/Life Balance

Employees want to feel like they have a good work/life balance. They don’t want to feel like their job is taking over their life.

Leaders can help create a healthy work/life balance by setting expectations around work hours and encouraging employees to take breaks during the day. In addition, leaders should provide flexible scheduling options whenever possible.

When employees have a good work/life balance, they are more likely to be engaged in their work and less likely to burn out.

Health and Wellness

Health and WellnessThis is one of employee engagement best practices. Employees want to know that their company cares about their health and wellbeing. They want to feel like their company is invested in keeping them healthy.

Leaders can show employees that their health and wellbeing are a priority by offering health insurance benefits, wellness programs, and opportunities for physical activity. In addition, leaders should create a culture of safety by promoting safe work practices and providing adequate safety training.

When employees feel like their company cares about their health and wellbeing, they are more likely to be engaged in their work. There are also likely to be fewer absences and accidents.


Trust is a key ingredient in any relationship, including the employer-employee relationship. Employees need to feel like they can trust their leaders and that their leaders have their best interests at heart.

Leaders can build trust by being transparent, keeping promises, and being consistent. In addition, leaders should provide employees with opportunities to give feedback and be involved in decision-making.

When employees feel like they can trust their leaders, they are more likely to be engaged in their work. They are also less likely to look for other job opportunities.


Rewards and recognition are other factors that can help employees feel engaged in their work. Employees want to know that their hard work is appreciated and that they will be rewarded for their efforts.

Leaders can show appreciation for employees’ hard work by providing verbal recognition, written recognition, and/or financial rewards. In addition, leaders should make sure that rewards are given in a timely manner so that employees know that their efforts are being noticed.

When employees feel like they are being recognized and rewarded for their hard work, they are more likely to be engaged in their work.


Feedback is also an important part of employee engagement. If you want your employees to be engaged, then you need to give them feedback regularly. Feedback should be given in a way that is constructive and helpful, not destructive or negative.

One of the best ways to give feedback is to use the SBI model. This stands for situation, behavior, and impact. When you use this model, you are able to give feedback that is specific, objective, and actionable. This will help your employees understand what they need to do differently in order to be more successful.

Positive Environment

Positive EnvironmentA positive environment is another practice to promote employee engagement. This means that you need to create an environment where your employees feel valued, respected, and appreciated. Employees who feel like they are part of a positive environment are more likely to be engaged in their work.

There are also many things you can do to create a positive environment. Some of these things include:

-Encouraging open communication

-Showing appreciation for employees

-Providing opportunities for growth and development

-Creating a collaborative culture

All of these things will help to create an environment where your employees feel engaged. Promoting employee engagement is important for any organization, and these are just some of the best practices that you can use. Implementing these practices will help to ensure that your employees are engaged and productive.


Employee engagement is one of the most important aspects of running a successful business. By implementing some or all of the best practices listed above, you can create a work environment that employees enjoy coming to each day. Not only will this improve morale and productivity, but it will also help to retain your top talent.

What are some other employee engagement best practices that you’ve implemented in your business? Share your tips in the comments below!

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A Word From MantraCare Wellness

Employee wellness programs are the key to improving employee motivation, productivity, and retention. At MantraCare Wellness, we have a team of health experts, counselors, and coaches who serve corporate employees with 10+ wellbeing programs including EAPEmployee Diabetes ReversalCorporate MSKPCOSEmployee FitnessCorporate YogaEmployee meditation, and Employee Smoking Cessation.