A Five-Step Strategy to Boost Employee Engagement

As employee engagement surveys start rolling in, leaders face a crucial question: Do you approach these results with confidence, or do they leave you feeling uncertain about how to drive real change this year?

Employee engagement isn’t just a buzzword—it’s a business imperative. A disengaged workforce leads to billions of dollars in lost productivity, higher turnover rates, and diminished morale. According to Gallup’s latest State of the Global Workplace Report (2023), only 23% of employees worldwide are actively engaged at work. That means the vast majority—77%—are either not engaged or actively disengaged, costing businesses thousands per employee in lost efficiency and potential.

Shifting the Mindset: Engagement Starts with the Individual

Instead of viewing employees as a single collective, organizations must recognize that engagement happens one employee at a time. It’s about understanding individual aspirations, motivations, and work styles. When leaders take a personalized, strategic approach to engagement, they can drive sustainable improvements that benefit both the employee and the organization.

Below, we outline a five-step framework to help organizations move beyond traditional engagement strategies and implement impactful, long-term change.

1. Make Employee Engagement a Core Business Priority

The first question leaders must ask is: Are we truly committed to engagement, or are we just checking a box?

Organizations that see real improvements prioritize engagement as a strategic business goal—not just an HR initiative. Leadership must be fully invested in the process, willing to allocate resources, and ready to take meaningful action based on employee feedback.

2. Use Data-Driven Insights to Drive Change

Without clear data, engagement efforts are guesswork. Organizations should:

• Utilize validated engagement assessment tools to measure key drivers of engagement.
• Analyze engagement levels by team, department, gender, and generation to understand specific needs.
• Track progress over time and tie results to performance evaluations for accountability.

3. Set Clear and Measurable Engagement Goals

Once data has been collected, organizations should establish engagement benchmarks and customized action plans:

• Company-wide engagement goals to align teams toward a common vision.
• Department-specific goals that address unique challenges and priorities.
• Individual engagement plans, recognizing that different employees have different motivators.

4. Focus on Leadership & Management Development

One of the strongest predictors of employee engagement is the quality of leadership. Managers account for 70% of the variance in employee engagement (Gallup, 2023). To drive engagement, leaders must:

• Be held accountable for engagement scores and team morale.
• Receive training & coaching on effective leadership and motivation strategies.
• Be rewarded for successfully fostering an engaged workforce.
• Be provided with ongoing support, particularly those identified as high-potential leaders.

5. Implement Structural Changes for Long-Term Impact

Engagement strategies must go beyond surveys and meetings—they need to be embedded into the company’s structure, policies, and culture. Key areas to evaluate include:

✅ Performance Review Criteria – Align evaluations with engagement goals.
✅ Compensation & Incentives – Reward employees for engagement-driving behaviors.
✅ Career Development & Growth – Offer clear paths for professional advancement.
✅ Recognition & Rewards – Foster a culture of appreciation and acknowledgment.
✅ Recruiting Strategies – Hire talent that aligns with company values and culture.

Final Thoughts

Employee engagement isn’t about quick fixes—it’s about creating an environment where employees feel valued, heard, and motivated. By prioritizing engagement, leveraging data, empowering managers, and making structural changes, organizations can transform their workplace culture one employee at a time.