Employee Engagement Articles

Employee engagement isn’t just a feel-good HR initiative—it’s a vital business driver tied directly to productivity, retention, and profitability. With less than one-third of U.S. workers feeling truly engaged at work, companies need to act now. This blog post provides a detailed roadmap for building and implementing a powerful employee engagement action plan that makes real change happen.

From identifying key engagement drivers like purpose, communication, and development, to gathering employee feedback and setting SMART goals, the post breaks the process down into simple, actionable steps. You’ll find expert tips on onboarding, recognition, wellbeing, and creating collaborative strategies that empower managers and involve your entire team. Plus, there’s a free downloadable action plan template to guide your journey.

Whether you’re starting from scratch or refining your current strategy, this guide is a must-read. It ensures your efforts are targeted, measurable, and sustainable—turning employee engagement from a buzzword into a business asset.

Employee appreciation is a powerful tool for boosting morale, increasing engagement, and reducing turnover. However, many organizations believe that meaningful recognition requires a significant financial investment. In reality, small, thoughtful gestures can have a profound impact on employee satisfaction.

Implementing budget-friendly appreciation strategies, such as personalized thank-you notes, shout-outs during team meetings, or organizing casual lunch gatherings, can make employees feel valued without straining the company’s finances. These actions not only acknowledge individual contributions but also foster a culture of recognition within the organization.

By integrating regular appreciation practices into the workplace, companies can cultivate an environment where employees feel respected and motivated. This approach leads to improved performance, higher retention rates, and a more positive organizational culture.

Employee engagement is one of the most powerful drivers of organizational success, yet global studies reveal that only 15% of employees are actively engaged at work. This comprehensive guide explores how HR professionals can transform that statistic by leading meaningful engagement strategies. Starting with a clear definition—employee engagement as the emotional connection employees feel toward their work and company—the article outlines its direct impact on performance, customer satisfaction, and staff retention.

The post dives into the most influential engagement drivers: inspirational leadership, role clarity, alignment with business goals, and recognition. HR’s role is positioned as both strategic and operational—designing manager training programs, reshaping performance reviews, and embedding engagement in company culture. The guide emphasizes that engagement isn’t about expensive perks, but about meaningful recognition, transparent communication, and helping employees feel valued and empowered.

To close, the article outlines how HR can measure engagement through staff surveys, exit interviews, HR metrics, and intranet platforms. With the right tools and mindset, HR leaders can create a workplace where employees are motivated, loyal, and aligned with the company’s mission. MyHub’s intranet platform is highlighted as a practical tool to implement these strategies effectively.

This article presents a collection of 81 carefully selected quotes about employee engagement, drawn from leadership figures, business thinkers, and motivational voices. It begins by explaining that while quotes may seem simple, their power lies in context—used thoughtfully they can underscore culture, values, and recognition within the workplace.

The piece is structured into themed sections — for example: quotes on the importance of engagement, for managers, for retention, and for recognition. Each section offers sample quotes that organisations can embed into intranet pages, newsfeeds, celebration boards or team-chat channels to reinforce engagement. It also includes guidance on how not to over-use quotes: the risk being that too many or inappropriate use can dilute sincerity.

Finally, the article emphasises that quotes are a tool — not a substitute for action. They work best when paired with tangible engagement strategies: clear communication, recognition, purpose-driven work, feedback systems and intranet features that support visibility and belonging. In other words, use the quotes to amplify culture, but keep engagement real.

Employee engagement goals are more than just feel-good statements—they’re essential business levers. Organizations often struggle with vague goals like “increase engagement,” but without clarity on what engagement means for them (better retention, enhanced customer satisfaction, reduced absenteeism, etc.), there is no roadmap to follow. Leadership buy-in and defining priorities are the starting points to make these goals meaningful.

To build engagement goals that deliver, the article recommends using best practices such as conducting employee surveys to get baseline data, using SMART (Specific, Measurable, Attainable, Relevant, Time-bound) targets, and ensuring goals are tied to business outcomes. Running surveys also gives voice to employees and helps uncover what truly matters to them.

Measurement is key. The article lays out possible success metrics like turnover/retention rates, absenteeism, employee-net-promoter score, customer satisfaction, productivity, and qualitative feedback. Importantly, the results from surveys and goals must be acted upon—leaders must close the feedback loop and track progress over time, not just collect data.

Employee disengagement poses significant challenges to organizations, impacting productivity, morale, and overall performance. Disengaged employees often exhibit signs such as lack of enthusiasm, low energy, frequent tardiness, minimal effort, and avoidance of social interactions. These behaviors not only hinder individual performance but can also influence team dynamics negatively. Recognizing these signs early is crucial for timely intervention.

The causes of disengagement are multifaceted, ranging from poor alignment with the organization’s mission to lack of recognition and limited growth opportunities. Addressing these issues requires a comprehensive approach, including open communication, leadership development, and fostering a culture of appreciation. Implementing strategies that promote employee well-being and professional growth can significantly reduce disengagement levels.

Taking proactive measures to re-engage employees is essential. Strategies such as providing clear career development paths, offering regular feedback, and creating an inclusive work environment can reignite motivation and commitment. By investing in these areas, organizations can transform disengaged employees into active contributors, leading to improved performance and a more positive workplace culture.

Recognizing an employee’s work anniversary is more than a gesture—it’s a powerful way to foster a positive workplace culture. Though average employee tenure has decreased to just 4.1 years, celebrating milestones with thoughtful messages can enhance morale, loyalty, job satisfaction, and engagement.

This article offers a curated collection of 50 customizable work anniversary messages that range from general well-wishes to milestone-specific forms—from the first year to ten, twenty, and even longer. Messages are designed for versatile use: whether you’re crafting an email, intranet shout-out, or chat post, the right words can make the milestone feel meaningful and personal.

The article also highlights the broader impact of work anniversary recognition: it’s not just about marking time—it can meaningfully improve employee retention, reinforce company culture, and strengthen team bonds. Thoughtfully celebrating these milestones helps individuals feel valued and anchored within the organization.

Effective employee motivation extends far beyond pay raises—it’s about purpose, recognition, autonomy, and growth. MyHub’s article highlights that truly motivated teams thrive when they feel valued and empowered, and not just compensated. Strategic motivation taps into company culture and communication to keep employees consistently engaged and productive.

The blog presents 10 practical strategies that consistently motivate employees. These include enhancing one-on-one feedback, setting purpose-driven goals, deploying pulse surveys, launching peer recognition programs, offering remote positive shout-outs, and enabling autonomy through self-service tools on the intranet.

These tactics are designed to be low-cost, scalable, and easy to implement—ideal for managers and HR professionals focused on real change without budget strain. Crucially, these strategies create lasting engagement by reinforcing value, identity, and clear direction. They transform environments where motivation is elective into cultures where it becomes foundational—driving resilience, retention, and performance.

Employee motivation isn’t just about compensation—it’s about engaging the heart and mind. MyHub’s guide lays out four core drivers—recognition, responsibility, advancement, and rewards—which, when embedded in simple workplace strategies, lead to measurable boosts in morale and performance. Notably, 67% of employees cite praise from managers as more motivating than a pay raise.

One practical strategy is recognition. Public acknowledgment—via shout-outs, peer-nominated awards, or spot bonuses—costs little but delivers high impact. Highlighting achievements on the company intranet, newsletters, or team meetings reinforces a culture of gratitude and helps employees feel valued.

Another key approach is empowering employees with responsibility and autonomy. When staff have control over their tasks and decision-making, they become more engaged and committed. Coupled with visible opportunities for professional growth—through training, mentoring or advancement—it helps them see a future with the organisation. A modern intranet can support this by hosting learning modules, skill quizzes, and forums to share expertise.

Employee morale reflects the overall attitude, satisfaction, and outlook of your workforce—it’s the vibe people sense when walking into the office. High morale means employees are engaged, motivated, and aligned with company goals; low morale manifests in absenteeism, conflict, and burnout.

This guide explains why morale matters: it directly influences retention, performance, productivity, wellbeing, teamwork, and communication . Metrics such as turnover, absenteeism, performance dips, and staff feedback help identify morale issues early.

To counter poor morale, the blog offers ten practical tips: recognize achievements, support career growth, invest in wellbeing, enhance leadership communication, and foster two-way engagement . These steps—when combined—create a healthier, more productive workplace culture.

Celebrating team successes shouldn’t be reserved only for major milestones like big deals or record-breaking figures. According to the article, recognizing even small wins—such as completing a project or positive customer feedback—can have a powerful ripple effect by enhancing employee retention, productivity, and overall morale. Organizations are encouraged to make recognition a consistent part of their culture to reinforce positive behaviors and foster pride.

The guide outlines when to celebrate—such as first wins, project completions, role changes, or employee anniversaries—and how to do it creatively across different work environments. It offers practical ideas: in-person team outings, award ceremonies, meeting shout-outs, virtual lunches, care packages, and digital timelines. This ensures celebrations are relevant whether your team is in-office, remote, or hybrid

The post also addresses the importance of balancing public and private recognition. While team-wide shout-outs build unity, personal acknowledgments—like handwritten notes or one-on-one feedback—resonate deeply. Finally, it warns against misuse: avoid over-celebration, ensure equity, consider sensitivity (e.g., budget cuts), and follow up beyond one-off events . Together, these practices build a positive, inclusive celebration culture that benefits both people and the organization.

Performance reviews are more than just formal check-ins — they’re pivotal moments to inspire growth, provide direction, and foster stronger employee-manager relationships. When done right, appraisals improve morale, engagement, and performance. But a successful review starts with asking the right questions. This blog post offers 100 smart, well-structured performance review questions tailored for both managers and employees.

The questions are grouped into meaningful categories like strengths, areas for improvement, teamwork, motivation, and professional development. Managers can use these to guide productive conversations, while employees can reflect and prepare meaningful input. The goal? Create a two-way dialogue that promotes trust, self-awareness, and actionable next steps.

From behavioral feedback to career aspirations, this comprehensive list ensures that every review becomes a strategic opportunity for development. You’ll also find helpful tips for managers, examples of performance review phrases, and a reminder that follow-up matters just as much as the meeting itself.

Employee empowerment is a strategic approach that grants employees greater autonomy, authority, and access to resources, enabling them to make decisions and contribute meaningfully to organizational success. This practice is closely linked to increased motivation, job satisfaction, and overall performance.

The blog post outlines five key benefits of employee empowerment, like Enhanced Motivation and Engagement (Empowered employees feel trusted and valued, leading to higher levels of motivation and engagement), Boosted Creativity and Innovation (Autonomy encourages employees to think creatively and contribute innovative ideas, fostering a culture of continuous improvement) and Stronger Employer Brand and Higher Retention (Organizations that invest in employee development and empowerment tend to retain talent longer and attract top candidates.)

By implementing empowerment strategies, organizations can create a more agile, committed, and productive workforce. This not only enhances individual performance but also drives overall business success.

Employee engagement is more than just a buzzword; it’s a critical component of organizational success. Defined as the emotional commitment an employee has towards their organization and its goals, engagement drives individuals to go above and beyond their basic job responsibilities. Engaged employees are not only more productive but also contribute to a positive workplace culture and higher retention rates.

It’s essential to distinguish employee engagement from related concepts like satisfaction and happiness. While a satisfied employee may be content with their job, they might not be emotionally invested in the company’s mission. Similarly, a happy employee enjoys their work environment but isn’t necessarily driven to contribute beyond their duties. True engagement combines satisfaction, happiness, and a deep-seated commitment to the organization’s success.

To cultivate employee engagement, organizations should focus on clear communication, recognition of achievements, opportunities for professional growth, and fostering a sense of purpose among employees. Implementing these strategies can lead to a more motivated workforce, improved performance, and a competitive edge in today’s dynamic business landscape.

Employee engagement is crucial for organizational success, directly impacting productivity, morale, and retention. In today’s hybrid and remote work environments, maintaining high levels of engagement presents unique challenges. Video content has emerged as a powerful tool to bridge communication gaps, offering a personal and authentic way to connect with employees.

Recognizing the abundance of available content, MyHub Intranet has curated a list of the top 30 employee engagement videos. These selections cover various topics, including foundational concepts, managerial strategies, and innovative approaches to boost engagement. Each video is chosen for its relevance, clarity, and potential to inspire actionable change within organizations.

Whether you’re an HR professional, team leader, or business owner, these videos serve as valuable resources to understand and implement effective engagement strategies. By leveraging visual content, organizations can foster a more connected, motivated, and productive workforce.

The blog post emphasizes the untapped potential within employee suggestions, citing examples like Amazon Prime and the Facebook ‘Like’ button, which originated from staff ideas. Employees, being on the front lines, possess unique insights that can lead to significant innovations and improvements. Encouraging a culture where these ideas are welcomed can be a game-changer for businesses.

Implementing a digital employee suggestion program via an intranet simplifies the process of capturing and evaluating ideas. Best practices include creating easy-to-use submission forms, allowing multimedia attachments, and categorizing suggestions to align with business goals. Automated workflows ensure that ideas are directed to the appropriate personnel, and contributors receive timely feedback, fostering transparency and trust.

Beyond the suggestion box, the article explores additional avenues like employee forums, focus groups, pulse surveys, and instant messaging channels to gather feedback. The key takeaway is to create an environment where all ideas are valued, provide clear guidelines, and ensure consistent communication about the outcomes of suggestions. By doing so, organizations can cultivate a continuous improvement culture that leverages employee creativity.

Employee disengagement is a growing concern for modern businesses—costing U.S. companies up to $550 billion annually. Disengaged workers often display low energy, poor productivity, and negative attitudes that spread to others. This blog post explores practical, effective strategies to reignite motivation and restore team morale before it’s too late.

The first two steps involve empowering managers through better communication and leadership training, and revamping outdated performance management systems. By focusing on coaching instead of micromanagement, and encouraging open feedback, companies can help employees feel aligned with the organization’s goals and values.

The final two methods stress the importance of recognition and professional growth. From regular “thank yous” to offering development opportunities like mentorships and online learning, businesses can create an environment where employees feel valued, challenged, and inspired to contribute—transforming disengagement into renewed motivation.

Intranet surveys are an effective and affordable way for companies to boost employee engagement, measure satisfaction, and direct strategic growth. This comprehensive guide outlines how organizations can use internal surveys to collect actionable feedback from staff, build trust, and foster a culture of open communication. By doing so, businesses can ensure they’re aligned with employee needs while also improving productivity and retention.

The post covers best practices for designing impactful surveys, including optimal question types, ideal survey length, and how to balance qualitative and quantitative feedback. It explores key survey categories such as company culture, workplace environment, recognition, personal development, and internal relationships. The article also provides dozens of sample questions to help HR teams or internal communicators get started quickly.

Finally, the blog emphasizes the importance of follow-through. Gathering data is only useful if companies act on the insights. Publishing results, implementing changes (both quick wins and long-term fixes), and communicating progress are critical for success. When done right, Intranet surveys become a vital tool for continuous improvement and employee engagement.

In today’s business landscape, employee motivation is more than a feel-good concept—it’s a vital strategy for improving productivity, engagement, and overall company performance. This blog post explores why understanding what drives your team is essential and debunks the myth that money is the only motivator. Instead, it emphasizes how recognition, purpose, and autonomy play a central role in unlocking potential.

The article breaks motivation down into a practical framework: Recognition, Responsibility, Growth, and Rewards. It offers actionable strategies for each element, including implementing low-cost recognition programs, empowering employees through decision-making, and using intranet tools to support learning and innovation. Real-life data and studies from Gallup and McKinsey reinforce the impact of these approaches on performance and profitability.

Finally, the blog shows how companies can scale these efforts using modern tools like company intranets. From launching employee-driven idea hubs to fostering a culture of continuous improvement, the post provides a roadmap for any organization looking to invest in employee motivation as a strategic differentiator.

Conducting effective performance reviews can feel daunting—especially when finding the right words to describe strengths, growth areas and future goals. This article begins by emphasising that reviews are not just about judgement, but about engagement, development and two-way communication. It highlights that preparation is crucial: balancing positive and honest feedback, setting specific and achievable goals, and avoiding vague statements.

The core of the article is a curated list of 100 example phrases, organised by common review categories: achievements, interpersonal skills, attendance and punctuality, communication skills, collaboration, productivity, time-management/administration, leadership and delegation, problem solving, creativity, vision, potential. For each category it offers both positive and developmental (i.e., areas for improvement) versions, making it simpler for managers to adapt wording for different performance levels.

Finally, the article underscores that the phrases themselves are only a starting point: they must be backed by concrete evidence, examples, and tailored to the individual. It also stresses the importance of a review being a two-way conversation, where employees feel listened to, and that tangible goals and follow-up actions should be set. With that approach, performance reviews can become tools for motivation, not just measurement.