How to Build Employee Engagement Strategies That Work

An employee starts strong and excited about their new role in the organization. But within months, their enthusiasm fades. Aren't we all familiar with this scenario? It’s not always about the pay or perks, employees look for a workplace that truly invests in them. It's becoming increasingly clear that surface-level benefits won't drive employee engagement and retention. Career development and meaningful work will.

Many companies make the mistake of focusing on short-term fixes rather than implementing long-term, effective employee engagement strategies. So, where do employers go wrong? Let’s break down the most significant employee engagement missteps and the strategies that genuinely make a difference.

Missing the Mark

Did you know that around 80% of employees worldwide feel actively disengaged at work. This percentage may give you a “why bother” feeling toward employee engagement, but the real issue lies in the following key areas:

• Poor leadership and management: Lack of support, unclear expectations, or ineffective leadership make employees feel undervalued and disconnected from their work.

• Ignoring employee feedback: Asking for input and not acting on it does more harm than good. Employees stop providing honest feedback when they don't see any changes.

• Failing to recognize employees: Many companies underestimate the power of appreciation. Motivation and engagement drop when employees’ hard work goes unnoticed.

To improve engagement, you must focus on actions that make employees feel valued and supported. This fosters a sense of belonging, enhances motivation, and strengthens commitment to the company’s success.

Employee Engagement Strategies

A cookie-cutter engagement plan won’t cut it. Employees seek more than just generic perks and feel-good initiatives. They may seek tangible benefits such as comprehensive health insurance policies or similar valuable offerings.

To keep employees motivated, you must create an effective employee engagement plan centered around strategies they actually want. This means digging deeper, understanding what drives them, and creating an environment where they feel empowered and excited to contribute.

A Clear Path for Development

Employees who can’t see a future at your company may start looking for other jobs. A well-mapped career development path gives them a reason to stay and grow. Companies with a mature employee engagement strategy framework see positive business results, with employees moving into new roles and adding valuable skills to the organization. To clear the path for employee development, you must:

• Personalize development plans: Collaborate with employees to create a tailored career roadmap that aligns with their skills, aspirations, and business needs.

• Provide continuous learning opportunities: Offer ongoing access to workshops, industry certifications, and upskilling programs that support employee compliance training, current roles, and future growth.

• Offer internal mentorship programs: Connect employees with leaders who can offer guidance, career insights, and professional advice to accelerate their growth.

Strong employee engagement strategies ensure employees see a future in your company while keeping them engaged and invested in their careers. This alignment fosters loyalty and drives sustained growth for individuals and the organization.

Internal Mobility and Advancement Opportunities

As employees grow in their careers, they also seek opportunities for advancement. 55% of employees expect to be promoted within two years. Prioritizing advancement can increase retention by 34% and employee engagement by 15%. To make advancement opportunities more accessible, you must:

• Make requirements clear: Outline advancement requirements so employees understand the skills, experience, and achievements necessary for career progression.

• Implement internal job boards: Create a visible, easily accessible system where employees can explore and apply for open roles within your company.

• Encourage career discussions: Foster a culture where employees feel comfortable discussing their career goals. This will provide you with insight into what matters to them.

Clear advancement opportunities motivate employees, reduce turnover, and strengthen your internal pipeline. When employees can see a path forward, they’re more invested in their roles and the company's long-term success.

Managerial Training for Better Leadership

Managers play a key role in employee engagement, accounting for a significant portion of their team’s engagement levels. This means the difference between a motivated, high-performing, and disengaged team often boils down to leadership quality. Without the right skills, even well-intentioned managers can contribute to disengagement, low morale, and turnover. To better train your managers, you must:

• Establish leadership development programs: Equip managers with skills in coaching, conflict resolution, strategic thinking, and emotional intelligence to lead their teams effectively.

• Regular feedback training: Teach managers to deliver constructive, actionable feedback that drives performance and encourages growth.

• Offer mentorship for new managers: Pair new leaders with experienced mentors who can guide them through real-world challenges and help them navigate leadership responsibilities.

Investing in managerial training ensures leaders can foster engagement, retain talent, and drive team success. Well-trained managers create a culture of support and motivation, helping employees thrive and reach their full potential.

Meaningful Feedback and Recognition

Employees thrive when they feel appreciated. Effective feedback is a key driver of performance, helping individuals understand their strengths and areas for improvement. Recognition also plays a crucial role by reinforcing positive behaviors and fostering a sense of accomplishment in employees. To make feedback and recognition more meaningful, you must:

• Give frequent and specific feedback: Offer real-time feedback tied to actions so employees understand what they’re doing right and where to improve.

• Balance praise and constructive inputs: Ensure feedback is encouraging and developmental by incorporating peer-to-peer feedback, recognizing achievements, and identifying areas for growth.

• Tie recognition to impact: Show employees how their contributions support team success, company goals, and customer outcomes so they know what their hard work does.

A strong feedback and recognition culture keeps employees engaged, motivated, and committed in the long term. It creates an environment where employees feel valued, driving higher performance and loyalty to the company.

Cultivate Positive Employee Experience

Employee experience impacts engagement, and together, they determine employees’ overall job satisfaction. Employees with positive day-to-day interactions, access to the right resources, and a supportive work environment are likely to be engaged, motivated, and committed to their roles. To cultivate a positive employee experience, you must:

• Improve workplace culture: Foster inclusivity, trust, and psychological safety so employees feel comfortable contributing and growing.

• Streamline processes and tools: Eliminate inefficiencies with clear communication, well-structured workflows, and the right technology to support employees.

A well-crafted employee experience drives employee engagement, satisfaction, and long-term retention. It creates a culture where employees feel valued, supported, and inspired to grow, leading to higher performance and loyalty.

How Justworks Can Help

Building a truly engaged workplace takes time, effort, and consistency. That’s not always easy. Between managing payroll, benefits, and compliance, finding the bandwidth to focus on meaningful employee engagement can feel overwhelming. But you don’t have to do it alone.

Justworks' Professional Employer Organization (PEO) solution provides payroll management, benefits administration, expense reports, onboarding, and analytics — all within one platform. With these tasks off your plate, you can create a workplace where employees feel valued and appreciated. Let Justworks handle the admin while you build an employee engagement plan that resonates with your company and employees. Get started with Justworks today!