Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
Employee engagement levels continue to decline. Our benchmark data shows that in 2024, engagement dropped from 80% to 78% — the second consecutive year of decline. But this drop isn’t just a matter of a couple percentage points. It reflects rising uncertainty, pressure on employee wellbeing, and the fact that many employees no longer feel as connected to their workplace as they once did.
At a time when budgets are under scrutiny and priorities are being reviewed, one thing remains clear: organisations that want to improve performance, retention and organisational culture need a credible employee engagement programme.
But what is an employee engagement programme, and how do you create one that delivers real results?
Related: 50 Employee engagement statistics you should know
An employee engagement programme is a structured approach that helps organisations understand, measure and improve how connected employees feel to their work, colleagues and employer. It is built around regular feedback and clear actions, grounded in honest conversations and data.
A good employee engagement programme is not simply a one-off, box-ticking employee survey. It’s a continuous process — listening to employees, acting on what matters and tracking progress over time. Its aim is to build trust, increase motivation and help people do their best work.
When people are engaged, they are more likely to recommend their employer, commit to their goals and remain with the business for longer — so it makes sense to implement your employee engagement programme into your organisation’s strategy today.
An employee engagement programme should be simple, focused and built around your organisation’s context. Whether you’re starting from scratch or refining what you already have, there are five key steps to follow to make your programme effective.
Start by defining what employee engagement means for your organisation. It’s not the same for everyone. For some businesses, it may be about pride and purpose; for others, it’s connection with managers or career growth. Use focus groups, past surveys or leadership insights to define the drivers that matter most in your environment.
Measurement is the foundation of any employee engagement programme. You need reliable, meaningful data to understand how people feel and why. That means designing surveys that go beyond sentiment — asking about alignment, recognition, workload, communication, inclusion and more. Pulse surveys, annual surveys or lifecycle surveys (e.g. onboarding, exit) all play a role.
For accuracy and benchmarking, work with a survey provider that uses statistically valid methods and has experience across different sectors
Related: How to measure employee engagement and improve your workplace.
People need to know why you’re asking for their views and what will happen next. Before launching a survey or initiative, communicate clearly about the purpose of your employee engagement programme. Explain how the feedback will be used, who will see the data, and what employees can expect to change as a result.
Transparency is a key part of building trust — and without trust, engagement can’t grow. Our own communications team provides outstanding assets to get employees excited in surveys, ultimately boosting participation, therefore providing stronger, more meaningful results.
No engagement programme can succeed without visible action. Analysing results is just the start — what matters is how you respond. Share key findings, involve employees in planning solutions, and equip managers to lead change in their teams.
Once launched, your employee engagement programme should stay active year-round. Create a rhythm of listening and responding — for example, quarterly pulses, manager check-ins or wellbeing surveys. Track progress using KPIs such as retention, eNPS or internal mobility.
It’s also important to feed insights into wider strategies — from learning and development to diversity, equity and inclusion. Engagement isn’t separate from these areas — it’s connected to how people experience their work every day.
A common pitfall is treating an employee engagement programme as a fixed initiative — launch it, share results, then move on. But engagement changes. Business goals shift. People join and leave. That’s why programmes must evolve.
Relying on outdated assumptions or stale data will only create disengagement. Instead, organisations should review their engagement programme regularly. Are the surveys still asking the right questions? Are line managers confident talking about the results? Are actions being followed through?
This approach is particularly relevant when organisations are navigating change, like restructuring, mergers or shifts in working patterns. Listening to employees before, during and after these events helps identify risks and opportunities early on.
Another important element is inclusion. A successful employee engagement programme should include voices from across departments, locations and demographics. Without this, you risk missing critical insights from groups who may already feel marginalised.
Too often, organisations launch engagement surveys without planning what happens next. But engagement is about what you do with the data. How you turn insight into impact. When employees see real action, trust grows. And when trust grows, engagement follows.
If you’re ready to take the next step, speak to us about running an employee engagement survey that’s tailored to your goals. We’ll help you gather the insights that matter — and work with you to build an employee engagement programme that drives lasting change. Get in touch for your free no-obligation demo of our employee experience platform.
