Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
A quick insight: Employee engagement reflects how committed and connected staff feel to their organisation. It influences performance, retention and morale. This article outlines 10 practical and proven ways to boost engagement, giving organisations clear steps they can take to build lasting improvement.
If there’s one thing we get asked more than anything else as HR consultants, it’s how to improve employee engagement. It’s understandable. After all, employee engagement has become such a hotly-discussed topic that it’s finally on the radar of most business leaders and HR teams. We’re very happy about this, of course. It’s about time employees are treated like the assets they are! Employees are the lifeblood of every business. It makes sense to keep them interested, engaged and motivated.
But the question of how to improve employee engagement isn’t a one-size-fits-all. Just as every business is different, it’s important that employee engagement programmes are tailored to fit each organisation. While your business might be struggling with training and development opportunities, for example, another might be having issues with communication. So determining where you should improve is the very first step towards the ‘how’.
Having said that, there are some very clear and fundamental ways to improve employee engagement that you should take with you into 2026. Keeping the following points in mind will go a long way to helping you create a happier, healthier, more engaged workforce.
Our experts have compiled the following methods to boost engagement in your organisation. To find out what will work for your company in particular, get in touch for a consultation and survey.
Effective communication is the foundation of employee engagement, but all too often good communication is taken for granted. And this laissez-faire attitude ultimately comes at a cost. Poor communication can seriously harm engagement levels, leaving employees feeling disillusioned, disconnected and frustrated. And of course, communication issues can present much more frequently in remote and hybrid workplaces, if the appropriate channels aren’t nurtured and encouraged.
Our data tells a pretty grim tale in so far as communication is concerned. Across sectors, 67% of employees feel people communicate openly at their organisation, while only 54% say communication is good between teams. Clearly, this is an area that demands and deserves focus, and addressing it could reap some great results.
Clear communication involves setting expectations, providing regular updates and actively listening to employee feedback. Transparent communication also helps employees feel informed about organisational changes and allows them to understand how their roles contribute to the company’s goals. Regular check-ins and one-on-one meetings are highly effective for addressing any concerns, reinforcing goals and discussing areas for improvement.
Read further: How to run a company successfully
One of the top motivators for employees is the prospect of growth within an organisation. Without the opportunity for professional development, it’s unlikely that a highly proficient, talented employee will remain at your company for the long haul. It’s unlikely they’ll remain engaged, either.
Our data shows that this, too, is an area in serious need of improvement across most sectors, with only 57% of employees saying their career development aspirations are being met at their company. Investing in professional development not only improves skills but also boosts engagement by showing employees that they are valued and have a future within the company.
Organisations should create career development frameworks that address the diverse needs of their workforce. Options like mentoring, cross-functional training and educational reimbursements are increasingly popular. Moreover, enabling access to relevant courses or workshops can help employees build skills and feel more connected to the company’s mission.
Related: How Fish & Richardson built an employee engagement programme
Recognition is a seriously effective way to improve employee engagement. Employees who feel valued are more likely to stay motivated and committed to their roles. Despite this, our data shows 70% of employees feel recognised and valued for the work they do, and only 61% of employees say they have received thanks or praise for doing good work in the past week.
To implement this effectively, managers should establish a recognition programme that celebrates individual and team accomplishments. Recognition does not have to be monetary. It can take the form of verbal praise, shout-outs in team meetings or celebrating milestones on company platforms can be equally impactful. Consistent appreciation encourages employees to continue performing well and shows them that their efforts do not go unnoticed.
Related: Check out these non financial incentives that will motivate employees
As we said at the start of this post, understanding how employees feel about their roles, management and workplace environment is essential for any engagement strategy. Conducting regular employee engagement surveys allows organisations to gather data, analyse it and create a plan of action to improve employee engagement in a meaningful way that is based on facts, not presumptions.
To ensure surveys are effective, they should be concise and focused on actionable topics, such as communication, growth opportunities and workload balance. Sharing survey results with employees, along with a clear plan to address concerns, builds trust and shows the company’s commitment to creating a positive work environment. Ideally, surveys should be conducted at least twice a year to maintain an accurate understanding of employee morale and engagement.
In 2026, flexibility is more of an expectation than a job perk. Hybrid and remote work options have become increasingly popular, with studies showing that flexibility significantly influences employee retention.
To improve engagement, companies should allow employees to tailor their work arrangements to suit their needs, family demands and productivity rhythms. This could mean remote work options, flexible hours or the ability to change work locations as needed. When employees have the freedom to manage their schedules, they are more likely to feel engaged and productive. Offering flexibility can help reduce stress, improve work-life balance and demonstrate that the organisation respects individual needs.
Related case study: Check out the Catalyst IT Europe approach to autonomy and balance
Unhealthy employees can’t perform at their best. Nor are they likely to be actively engaged. So to keep your employees happy in mind and body, it’s important to focus on mental health and wellbeing.
It’s been shown that employees who feel supported in managing stress, mental health and overall well-being tend to be more productive and committed to their roles, so taking strides and making improvements in this area is a no-brainer.
Currently, 74% of employees feel they have enough support for their health and wellbeing at work. To improve this further, companies can offer resources such as counselling services, mental health days and access to wellness programmes. Additionally, training managers to identify signs of stress and provide support can create a culture where employees feel comfortable seeking help. Ccheck out our staff wellbeing surveys to measure, track and improve wellbeing in a meaningful way.
Employees want to feel that their work has meaning beyond their daily tasks. Purpose-driven work can be a powerful motivator, and businesses that emphasise their mission and values are more likely to foster a highly engaged workforce.
Managers can boost engagement by regularly communicating how individual roles contribute to the company’s overall goals. Incorporating opportunities for employees to engage in community or volunteer work can enhance their sense of purpose. By aligning personal values with company values, employees are more likely to feel passionate about their work and committed to the organisation’s success.
Related: Check out our webinar on connecting staff surveys with purpose
Creating a truly inclusive workplace requires going beyond mere compliance. Diverse teams bring different perspectives, drive innovation and contribute to a positive work culture, which can significantly improve engagement.
To improve levels of diversity and inclusion, companies should focus on nurturing a culture where all voices are genuinely valued. This can involve setting up Employee Resource Groups (ERGs), offering unconscious bias training and creating mentorship programmes that support underrepresented employees. Leaders can also encourage open discussions about diversity and regularly review policies to make sure they reflect the needs of all employees.
Moreover, making diversity and inclusion part of the company’s core values (and consistently communicating this) can help employees feel they belong, which is a key driver of engagement. When employees see that inclusion is actively practised rather than just stated, they’re more likely to feel engaged and connected to the company.
One of the most effective ways to boost engagement is to break down silos and create more opportunities for collaboration across teams. When employees only see the challenges within their own department, it can be easy to lose sight of the bigger picture. By encouraging cross-functional projects, peer groups and knowledge-sharing sessions, you help employees connect with colleagues they might not usually work with. This not only broadens their understanding of the organisation but also strengthens their sense of belonging and purpose. People are far more engaged when they can see how their contribution fits into a wider mission and when they feel connected to others beyond their immediate team.
Another powerful driver of engagement is the quality of leadership. Employees look to their managers not just for direction but also for support, recognition and development opportunities. When leaders have the right skills and self-awareness, the effect on engagement can be transformative. This is where 360 feedback becomes invaluable. By collecting perspectives from peers, direct reports and senior colleagues, leaders gain a rounded view of their strengths and the areas they need to improve. It is not about pointing out flaws but about creating a culture of continuous improvement and self-reflection. When leaders are equipped to coach effectively, communicate openly and show empathy, employees feel more valued and supported. Engagement rises as a result. If you’re curious about your leadership style and how you can make the most out of it, check out our Goleman leadership style quiz!
Understanding how to boost employee engagement is a tricky question to ask, but a worthy issue to tackle. As we move forward in 2026, focusing on employee needs and adapting to new expectations will be key to building a thriving, engaged workforce.
If you’re keen to improve your company culture and employee experience, get in touch today to enquire about an employee survey. We’ll help you make your great company even better.
Other engagement reads you’ll love:
7 Features to look for in employee engagement software
Employee experience vs employee engagement
14 Signs of disengaged employees
Free employee survey questions
