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25 Employee Engagement Ideas
25 Employee Engagement Ideas
Improving The
Employee
Experience
Using People
Employee engagement is not an exact science. So far, the
Analytics
whole concept has been built on HR experience, positive
psychology and business models that engage a
DOWNLOAD
company’s talent towards a productive culture of success.
WHITE
PAPER
At the core of employee engagement, similar to any
company’s foundation, are some values. These values
determine the why, how and what of that company.
Popular
In today’s economy, you’re building your company brand
both through external as well as internal efforts. Playing
two battlefields at the same time can prove to be tricky,
http://www.gethppy.com/employee-engagement/25-employee-engagement-ideas 14-06-2017
that’s why some companies decide to focus their 25 Employee

resources only on the external branding front. Meanwhile, Engagement
they neglect their internal environment, failing to provide Ideas
an engaging, challenging and appealing workplace. February 20th, 2014
Enters talent management. A grey area where an HR

15
manager meets a Talent Manager/Chief Happiness
Officer. Confusing? Yes. And if it’s confusing for the Employee
person actually holding that position, imagine what it Engagement
does to the employees he or she is supposed to be activities that
engaging. you can start
doing now
So, we came up with 25 ideas that can save a manager in
July 10th, 2014
need of some inspiration. If you’re pressed for time or
simply want to save all these ideas, download the free
eBook with 25 employee engagement ideas for your 25
team. little
things that
1. Assign company values make you
happy at work
Assign one of your company’s values to a certain
August 22nd, 2013
employee, every month, based on a peer-voting process.
The person who best represented that value can be set as
an example and be publicly acknowledged for his actions. What
does a
2. Have teams create their own set of Chief
Happiness
values
Officer actually
Designing your own game rules makes playing a lot more do?
fun. Team synergy is not an easy objective to attain, and May 5th, 2014
it’s definitely not a rapid one. But it is essential to the
end-game objective and to the overall performance of the
How
project. Having teams create a team culture, based on 2-3
to
commonly agreed values or ground rules can help nurture
select the
and speed up that process.
3. Encourage personal projects Employee of

the Month
Give employees a 1-2 h/ day window to pursue their own
September 2nd, 2014
projects. Having people from different departments
connecting and bouncing ideas can help get a new
perspective. Projects and initiatives can get new
directions, encouraging a creativity and energy flow that Subscribe to
would only benefit the rest of the working hours. Ever receive
heard of the Blue Sky program? employee
engagement
4. Assign a buddy/mentor for every
insights and
newcomer
news*
An important part of the onboarding process is having
Enter email address here
someone answer some really important questions.
Questions that someone would be hesitant to simply ask a
manager. Building a trustworthy relationship with Subscribe
someone with more experience in that company can help
guide the newcomer. This way he or she can better adapt
and grow part of the team.
5. Have themed office days

For the more open-minded companies, this initiative can
bring a lot of fun and increase employee loyalty. Bring
your [insert object/person here] to work or Chocolate
[insert day here] can boost up employee morale and kill
monotony at work.
Recent
6. Have team photos

Have photos of your team on a wall, or frame them
around the office. Group photos, funny photos, events [Infographic]
photos or random photos snapped when people weren’t How Negative
watching. It’s a cultural element that can encourage and Feedback Can
foster work relationships and employee engagement.
7. Play the Happiness At Work card Have Positive

Effects
game June 13th, 2017
By applying knowledge of the brain and how we work
together, Choose Happiness @ Work engages adult
learners in a unique and powerful way. It is a powerful
tool that engages learning, application, humor and team- Effective
building in a fun, facilitative experience and it teaches Employee
science-based tools in a way that allows people to safely Engagement
raise and discuss issues, build trust, and boost Must Be One-
engagement. on-One
June 12th, 2017
Each of the over 50 scenarios in the game identifies and
provides context for a common workplace situation,
followed by a succinct scientific justification for why it is 4
a problem at work. Try it!
Reasons to
Allow Your
8. Encourage charity
Employees to
I got an email the other day, after downloading a resource
Work from
online that simply made my day. The awesome people at
Home
Network For Good came up with a Corporate Charity June 9th, 2017
Gift Card. You can personalize your own company gift
card and reward employees by allowing them to make a
How
charitable donation to an organization of their choice.
Job
Take Aveda’s example. The company came up with a
Hopping Can
cause that was aligned with their company’s mission,
Affect Your
empowered employees to team up and raise money for
Bottom Line
that cause, in a friendly but competitive manner. And it June 8th, 2017
worked.
9. Encourage volunteering Use

the
If you find yourself doubting the classical money-to-
Fact that People
charity approach, you should try the new volunteer-for-a-
Love Working
cause angle. Give your employees a couple of days a
month to volunteer for a cause they support. Here’s a from Home to

great reference article. Start a Business
June 7th, 2017
10. Raise salaries

I’m sure at least half of the people reading this article will
have an eyebrow up at this point. Bear with me. In 2008,
attrition among AT&T Mobility’s retail sales consultants
cost millions annually and impacted the service
experience. The company reduced costs, increased
revenues and improved the customer experience by
developing employees to be more inspired and engaged.
11. Remind people your company’s

mission and values
It’s important that you emphasize, once in a while, what
your company stands for. People need to be reminded of
why they are doing what they’re doing.
12. Recognize and encourage innovation

You might have heard some pretty inspiring ideas around
the office. What about that project that came together so
well and had some amazing improvements that no one
initially thought of? Find out who came up with that idea.
Give them a friendly “Good job!” or recognize them
publicly for going the extra mile.
13. Celebrate achievements

Big or small, they are the solid proof that the work people
are putting in has meaning. No one can go through tasks
and assignments for months, or even years without
burning out. Refill their energy tanks with some
recognition and celebrate their hard work. This is also a
great way to glue together teams.
14. Celebrate people

Birthdays, promotions, retirements, newcomers
welcoming, there are plenty of important moments where
people can be put at the front of the company. They make
the company and it’s a great and relaxing way of showing
them that they matter.
15. Give and receive feedback

Yes, everyone knows that and everyone talks about it.
But it’s really hard to implement. You’re dealing with
peoples’ work, their position, their emotions and key
success factors. It’s a dangerous mix that the wrong
feedback can cause to explode. Keep it simple. Offer a
framework or a system that employees can use with
confidence and honesty. Let them know you value their
opinion and, most importantly, act on that feedback.
More thoughts on feedback.
16. Try some unusual employee

engagement ideas
It’s the small things that can sometime make a difference.
Like having colored mugs at work or an awesome air
freshener.
And since we’re on the Out-of-the-box topic, you could

try an Art Team Building. The guys at Team Building
Singapore came up with this concept that encourages
creativity and gives employees a different way to
connect.
17. Show respect

This should be the cornerstone for every office
interaction. Especially when it comes to people in
different hierarchies. Read more about Respect In The

Workplace.
18. Empower your employees

Nothing creates a greater sense of responsibility and
ownership like having the decision power. Don’t be
afraid to let people be their own leader. It’s surely a great
way to build trust, as opposed to micro-management.
19. Encourage learning

Challenge and support employees in learning and
developing their skills. Not only will you have a
motivated and well-prepared workforce but you’ll see an
increase in employee happiness and employee
engagement.
20. Get social

Go out, have fun, have teambuildings and weekend
competitions! It can be really overwhelming to work,
work, work 8-12h a day and crave a weekend that passes
in a blink of an eye. Join sports competitions and
encourage team playing activities.
21. Make sure that people have all the

resources they need
This doesn’t sound like other typical employee
engagement ideas but it has an important purpose. You
need to make sure that you have the basics covered
before you move on to other, more abstract, ideas. Equip
your employees with the tools and systems that will make
their job easier. This way, you’ll get them to invest their
energy into doing great work, instead of wasting precious
time.
22. Ask the people who really know

employee engagement
Being as this is a fairly new business component, you
should trust the experts. Consult the right people to help
you build a solid employee engagement strategy.
23. Get answers from your employees

as well
This is related to feedback but it’s more of an indirect
feedback. Monitor and analyze your employees, your
teams and the overall workspace. You’ll get some
essential pointers into what works and what you can
improve.
24. Build long-term engagement

Don’t settle for a quick fix. Develop a long-term
employee engagement strategy with clear objectives and
action steps for more than a year, then re-evaluate and
build on it.
25. Try and try again

We’ve based this advice on our experience and the
experience of others that we’ve worked it. However, what
works for one company might not work for another. It’s
important that you try and adapt, until you find the
perfect angle for your employee engagement strategy.
Takeaway
The basic HR processes, recruitment&selection,

onboarding&training, performance management,
performance appraisal, rewards and recognition and

actual employee management leave little or no time for
employee happiness or employee engagement.
We recommend that you have someone specifically

responsible with employee engagement, to track and
measure changes and improvements made.
Start with these 25 employee engagement ideas and build

on that. Tell us how it goes!
Download the eBook and get

practical ideas on designing
employee engagement activities
for your team!
GET YOUR FREE COPY
By Paula Clapon | Employee engagement, Internal communication, Workplace

happiness
About the Author: Paula Clapon
Paula is a content strategist with a big

passion for life and the pursuit of happiness.
When she's not creating an eBook or
tweeting the latest trends, she's probably petting a cat or

watching a movie.
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22 Comments
Ascanio July 15, 2014 at 6:27 pm - Reply
Great article. I recently wrote one on Employee

Engagement myself- here is an excerpt.
The data clearly shows that a significant portion
of an organization’s staff believe their CEOs
have negative mindsets and don’t communicate
often enough with them. With all the stress it’s
hard to always maintain a positive and
enthusiastic attitude, however doing so will help
lower your stress, increase your energy and
make you feel a lot better. It will also set the
tone for your entire company and make building
up your personnel and inspiring them to become
leaders a whole lot easier. To help you and your

c-suite team more thoroughly engage your
workforce I have listed some of executive
leadership coaching
tips that I find most effective:
Look for what’s working well – not what’s
broken or needs fixing.
Personally recognize and publicize their
achievements whenever possible.
Create a culture of service and compassion.
When evaluating employee performance use the
“sandwich” method:
Start by praising their contribution to date.
Then explain areas and ways their performance
can be improved.
Conclude with some positive reinforcement that
leaves them feeling respected, supported and
valued.
Surekha sawant July 24, 2014 at 10:07 am - Reply
employee engagement activity is the best thing

which is done by hr and its a give refreshment
therapy for employee on working time
Ultimate Hampers February 25, 2015 at 3:37 pm - Reply
Some absolutely fabulous points raised here!

Gone are the days of ‘I’m the CEO and you do
as I tell you’ to know a more dynamic team
environment.
Paula Clapon February 26, 2015 at 4:03 pm - Reply
Thanks! Really glad you liked our ideas!
Paula Alexandra Clapon June 2, 2015 at 3:07 pm - Reply
Really happy you enjoyed the article!
Snigdha April 21, 2016 at 6:34 am - Reply
Hi Paula!
This article has really given me a

clear overview of my job
I am an ‘Employee Happiness
Officer’ at a corporate, the last point
Try and try again makes sense now.
Paula Clapon April 21, 2016 at 7:09 am -

Reply
Hi Snigdha! Really happy you

found it useful! What advice
would you give to people who
want to apply for such a
position or who are just getting
started as Happiness Officers?
Brickell Princess June 2, 2015 at 2:58 pm - Reply
All of these tips worked wonders in the 1990’s

when Generation ñ was coming into the
workforce. But since then, these tips have been
used, abused, and manipulated by incompetent
managers and led to the creation of toxic
working environments. For example, telling off
an employee and throwing in the word
“feedback” does not excuse your lack of respect

for the individual! I have come to realize that
Americans are so socially handicap that it is
impossible for American managers or “leaders”
as they like to label themselves, to motivate,
engage, and inspire individuals. Americans are
so socially handicap that you cannot recognize
the humanity within the worker. And that’s you
#1 flaw as a manager!
Paula Alexandra Clapon June 2, 2015 at 3:13 pm - Reply
I think we’ve all dealt with managers who

don’t abide by common human interaction
rules, let alone advanced leadership
methods and it’s the objective, unfortunate
reality of many workplaces. When we first
started putting together these tips we had
two individuals in mind: first, the open-
minded, educated manager with a sincere
desire to do their best for their team and
secondly, the experienced manager who
used to know all these things and maybe
even came up with some of them but who
needed a reminder after years of
experience. Unfortunately, for managers
who refuse to live up to the responsibility
of actually developing a team and
investing in the people they work with,
you’re right, these tips will be useless.
Hopefully more and more teams will be
driven enough to change or replace this
sort of managers.
Jennifer Orr June 9, 2015 at 8:29 pm - Reply
These are all great! A few really stood out to me

that I really liked. One of them being number
four, assign a buddy/mentor for every new
comer. Nobody likes being the new person
anywhere, especially a job. Being the new
person you are unsure of how things work in the
office or where to go on your lunch break.
Having someone there to show all of these
things and someone to always ask questions to
is very good tool to use. Another one that stood
out to me was number fourteen, give and
receive feedback. This is great because if you
don’t tell the person what he or she is doing
wrong, they will continue to do it. But giving
feedback is a great way to talk to them about
how to do things the correct way and receiving
feedback from the employer is good because it
allows them to voice their concerns with how
things are doing within the company and can
give you some excellent ideas. Here are a few
games that can be played within the office to
improve employee engagement
http://vingapp.com/employee-engagement-
ideas-win/
Paula Alexandra Clapon June 10, 2015 at 10:26 am - Reply
Thanks for the games suggestion Jennifer!

I really appreciate the feedback!
Rina December 16, 2015 at 6:03 am - Reply
Great Ideas,…Thanks for sharing…
Paula Clapon December 17, 2015 at 8:36 am - Reply
Hi Rina! Glad you liked our ideas! Hope

they prove useful to you and your team.
We’re currently working on a new eBook
for employee recognition, set to launch
early next year. If you’d like to keep in
touch with us you can join our monthly
newsletter database (available in the
website footer) or circle back from time to
time, we know we’d love to have you!
Happy Holidays!
Nirav December 31, 2015 at 12:05 pm - Reply
Innovative Ideas, keep up the good work Paula

towards releasing stress and stretching smiles
on faces of employees
Thanks,
Paula Clapon December 31, 2015 at 1:00 pm - Reply
Thanks Nirav! Really glad you liked our

ideas!
João Duarte October 20, 2016 at 3:03 pm - Reply
Amazing article! Great to see all these ideas to

boost employee recognition. I just would like to
reinforce number 13! Celebrating daily victories
is extremely important, specially if your
company is growing. Besides, from my personal
experience I may guarantee that side projects

impact greatly not only any employee
motivation but also they contribute for the
employees hard skills and knowledge
transference to the company day-to-day.
Paula Clapon October 21, 2016 at 1:31 pm - Reply
Thanks for sharing João! Glad you liked

the article!
Aleksandra Rybacka January 11, 2017 at 7:54 am - Reply
Thank you so much, Paula, for this wonderful

article.These ideas are very comprehensive,
ready to use them in practice!
Happy that I found it, mainly because we’ve
recently published a case study on the similar
subject, based on our experience:
https://www.timecamp.com/blog/index.php/2017/01/boosting-
employees-engagement/. Hope you’ll like it!
Aleksandra from TimeCamp
Reality HR January 27, 2017 at 11:51 am - Reply
This is a really interesting blog post, thank you

for sharing these tips. We have recent posted
two blog posts on employee engagement also as
it is something spoken about a lot and
something that should be taken seriously:
http://www.realityhr.co.uk/blog/employee-
engagement-tips-part-1/ and
http://www.realityhr.co.uk/blog/employee-
engagement-tips-part-2/ Happy and productive

people equals growth!
Swati February 16, 2017 at 10:53 am - Reply
Paula an insightful article on EE. Enjoyed

reading it and hoping to implement as much as
we can. Great work.
snehal April 3, 2017 at 10:43 am - Reply
Thank you for sharing these tips
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25 Employee Engagement Ideas | Hppy Page 1 of 18

The HR & Employee Home Marketing Services Advertise Become a Contributor

Engagement Community Our Contributors Contact

Choose happiness @ work - Team performance and employee engagement game

Employee Engagement  Workplace Insights  Infographics Resources Software

HR Events Consultants Sponsors 

25 Employee Engagement Ideas

that’s why some companies decide to focus their 25 Employee

Enters talent management. A grey area where an HR

3. Encourage personal projects Employee of

5. Have themed office days

6. Have team photos

7. Play the Happiness At Work card Have Positive

9. Encourage volunteering Use

month to volunteer for a cause they support. Here’s a from Home to

10. Raise salaries

11. Remind people your company’s

12. Recognize and encourage innovation

13. Celebrate achievements

14. Celebrate people

15. Give and receive feedback

16. Try some unusual employee

And since we’re on the Out-of-the-box topic, you could

17. Show respect

different hierarchies. Read more about Respect In The

18. Empower your employees

19. Encourage learning

20. Get social

21. Make sure that people have all the

22. Ask the people who really know

23. Get answers from your employees

24. Build long-term engagement

25. Try and try again

The basic HR processes, recruitment&selection,

performance appraisal, rewards and recognition and

We recommend that you have someone specifically

Start with these 25 employee engagement ideas and build

Download the eBook and get

GET YOUR FREE COPY

By Paula Clapon | Employee engagement, Internal communication, Workplace

About the Author: Paula Clapon

Paula is a content strategist with a big

tweeting the latest trends, she's probably petting a cat or

Effective Employee Engagement 9 Dos and Don’ts of Employee

Ascanio July 15, 2014 at 6:27 pm - Reply

Great article. I recently wrote one on Employee

leaders a whole lot easier. To help you and your

Surekha sawant July 24, 2014 at 10:07 am - Reply

employee engagement activity is the best thing

Ultimate Hampers February 25, 2015 at 3:37 pm - Reply

Some absolutely fabulous points raised here!

Paula Clapon February 26, 2015 at 4:03 pm - Reply

Thanks! Really glad you liked our ideas!

Paula Alexandra Clapon June 2, 2015 at 3:07 pm - Reply

Really happy you enjoyed the article!

Snigdha April 21, 2016 at 6:34 am - Reply

This article has really given me a

Paula Clapon April 21, 2016 at 7:09 am -

Hi Snigdha! Really happy you

Brickell Princess June 2, 2015 at 2:58 pm - Reply

All of these tips worked wonders in the 1990’s

“feedback” does not excuse your lack of respect

Paula Alexandra Clapon June 2, 2015 at 3:13 pm - Reply

I think we’ve all dealt with managers who