Editorial
In the spirit of the holidays, the gift of a rewarding workplace is one of the most powerful tools for organizations looking to keep their employees happy — and, in turn, retain and attract top talent, boost productivity and stay competitive.
Still, as we look ahead to the new year, most companies are only scratching the surface when it comes to building an engaged workforce, one where employees feel a strong emotional bond to their employer and commit time and effort to their work. While definitions of engaged employees vary, they all tend to emphasize the employee's dedication to the organization and the effort put into their tasks.
Engaged employees aren’t just doing their jobs; they are actively contributing to the success and reputation of their organizations. Companies that invest in their greatest asset — their people — prioritize employee engagement strategies that foster meaningful connections, personalized experiences and a culture of inclusivity and growth.
With that in mind, let's unwrap the top strategies for taking employee engagement to the next level in 2025:
1. Rethink Engagement KPIs
Engagement is often measured through annual surveys assessing satisfaction, commitment and overall morale. However, these surveys provide only a retrospective look and force organizations to be reactive rather than proactive in addressing employees’ needs.
A combination of survey data and other real-time indicators offers a more effective and holistic way to evaluate and improve the overall employee experience.
Communication satisfaction, for instance, has a strong correlation with employee engagement. Organizations should consider measuring engagement with organizational communications by tracking likes, comments, views and sentiment.
Employee pulse surveys — short, focused check-ins — also provide instant feedback and help you track progress on key engagement indicators or initiatives.
Employee referrals are another direct indicator of employee satisfaction and engagement. High referrals signify satisfied and enthusiastic employees recommending their workplace. Even customer satisfaction scores, while external, can shed light into employee engagement. Positive customer ratings correlate with engaged and satisfied employees.
A more holistic approach to KPIs can help organizations address immediate challenges while anticipating and mitigating future risks, ultimately fostering a connected, productive and engaged workforce.
Related Article: The Trouble With Employee Surveys
2. Prioritize Well-Being, But Ditch One-Size-Fits All Approaches
Addressing employee well-being is likely to remain a priority in 2025. In the Gallup State of the Global Workplace 2024 Report, Gallup highlighted that overall well-being dropped in 2023 among workers under the age of 35. Only 35% of global employees reported thriving in their overall well-being, while 58% said they were struggling and 8% were suffering, according to Gallup. The World Happiness Report also reported a gap between younger and older age groups. This is an alarming trend and should not be ignored by organizations.
Companies that have implemented wellness programs, flexible schedules and clear communication around mental health resources saw improvements in both engagement and productivity, but research shows there’s still a lot of work to be done. A September 2024 study by Firstup, for instance, found that only 28% of respondents had taken advantage of their company’s wellness programs.
The problem is that one-size-fits-all wellness benefits don’t do enough to address the diverse needs of the workforce. A program that works for one demographic may not resonate with another.
It’s time for organizations to move beyond blanket wellness solutions and instead focus on personalized approaches. Regular employee feedback is crucial to understanding individual needs, whether it’s dietary guidance, mental health support or gym reimbursements. By tailoring benefits to specific groups or individuals, companies can truly support their employees' well-being and boost engagement.
Related Article: With Employee Well-Being, an Ounce of Prevention ...
3. Personalize Employee Communications
Generic approaches to employee communications do not resonate with today’s workforce. Organizations should instead be tailoring messages to employees based on their roles, locations, preferences and life events. Personalizing communication helps ensure employees receive relevant and timely information, leading to a sense of connection and belonging.
As just one example, significant shifts in employees’ lives — leaves of absence, marriage or divorce, bereavement or having a child — are all important moments in the employee journey. These occasions often include communications and tasks from HR, and any gaps in this communication can adversely impact the employee experience. Whether through a heartfelt message, a considerate gift or a reminder of available counseling resources, showcasing support becomes a powerful tool for improving engagement.
Related Article: Is GenAI the Answer to Hyper-Personalization in EX? 4 Considerations
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4. Care About Technology
It may not seem like a traditional HR initiative, but HR professionals play a pivotal role in shaping how technology is used in their organization — a factor that significantly impacts employee experience and engagement.
With the average large company juggling around 80 different HR technology systems, employees can quickly feel overwhelmed by the complexity. By curating a well-integrated tech stack and effectively communicating how employees can navigate it, HR can streamline daily operations, modernize the workplace and minimize unnecessary friction. This empowers employees to focus on their work rather than struggling with cumbersome tools and fragmented systems.
Employee engagement is more than a feel-good initiative; it delivers measurable business results. Engaged employees drive innovation, enhance customer satisfaction and contribute to profitability. According to Gallup’s Employee Engagement vs. Employee Satisfaction and Organizational Culture report, organizations with highly engaged employees saw 23% higher profitability and 18% greater productivity. In another study, Gallup found that organizations with high employee engagement reduced turnover by 21%, and companies with high engagement reported 78% lower absenteeism and more excellent overall organizational stability.
As we wrap up the holiday season and look ahead to 2025, employers should be thinking about giving their workforce a meaningful gift: a workplace where they feel connected, valued and empowered. Personalized communication, a modernized and organized tech stack, real-time insights and a focus on belonging and well-being should be at the heart of any engagement initiative. By embracing these strategies, organizations can not only end this year on a high note but also build a stronger foundation for the future.
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