How to Keep Employees Motivated and Productive
Employee engagement has been noted as one of the most important factors for organizational success. Today’s workforce is seeking purpose, growth, recognition, and a strong connection to their work– and rightfully so. According to Gallup, highly engaged teams show 23% greater profitability, and organizations with engaged employees experience 41% lower absenteeism.
In this blog, we’ll cover proven employee engagement strategies backed by data. The blog sections are as follows:
- What is Employee Engagement?
- Top Strategies to Boost Employee Engagement
- Questions to Ask Employees About Motivation
- How to Measure Employee Engagement Effectively
- Frequently Asked Questions About Employee Engagement & Motivation
- Implementation Tips
Image from: PR NewsWire, McLean & Company Publishes New Research on Shifts Shaping the Workplace
What is Employee Engagement?
Employee engagement refers to the emotional commitment an employee has toward their organization and its goals. Engaged employees are enthusiastic, innovative, and motivated to contribute their best. Disengagement, on the other hand, is costly:
- Up to $550 billion is lost annually due to low engagement in the U.S. alone.
- Nearly 2 in 3 employees are currently “quiet quitting,” showing minimal effort or intent to stay, according to the Achievers Workforce Institute 2024 report.
The 6 Cs of Engagement
- Compliance – Legal readiness and clear expectations
- Clarification – Role clarity and onboarding structure
- Confidence – Empowerment and skills development
- Connection – Fostering peer and manager relationships
- Culture – Alignment with values and mission
- Checkback – Consistent, constructive feedback loops
Top Proven Strategies to Boost Employee Engagement
1. Foster a Feedback-Driven Culture
Why it matters: Great employees crave regular feedback, not just during annual reviews.
- 80% of employees who received meaningful feedback in the past week are fully engaged (Gallup).
- Use real-time feedback tools to track progress and offer praise or coaching.
- Encourage upward feedback to empower employees and create a two-way communication loop.
Implementation tips:
- Use performance or people management platforms for continuous feedback.
- Include peer-to-peer recognition in your meetings and messaging channels.
2. Recognize and Reward Achievements
Recognition is a top driver of engagement. Yet, many workers say they don’t receive adequate recognition during the work week.
Boost motivation with:
- Personalized recognition (some prefer public praise, others prefer private notes).
- Creative incentives like extra time off, gift cards, or experience-based rewards.
- Points-based systems that allow employees to redeem rewards based on achievements.
- Peer-recognition tools to foster team culture and appreciation.
3. Invest in Employee Development and Career Growth
Offering opportunities for professional growth shows you’re invested in your team.
- Companies that invest in employee development see 11% greater profitability and 50% higher employee retention (LinkedIn Learning 2025).
Ideas to support growth:
- Tuition reimbursement programs
- Skill-building workshops and seminars
- Clear internal promotion pathways
- Career mentorship programs
4. Set Clear Goals
Smaller, measurable goals help employees stay motivated on long-term projects.
Use tools like:
- SMART goals (Specific, Measurable, Achievable, Realistic, Timely).
- Project management systems like Asana, Trello, or Notion.
- Regular goal check-ins during 1:1 meetings.
5. Promote Reasonable Work-Life Balance
Burnout is one of the top reasons employees disengage.
How to promote balance:
- Offer flexible schedules or hybrid/remote options.
- Provide mental health days and reasonable PTO.
- Encourage breaks and discourage “always-on” culture.
- Create DEI-friendly workplaces where everyone feels safe and heard.
Questions to Ask Employees About Motivation
Asking the right questions can uncover the hidden factors of disengagement. Here are examples you can use in surveys or 1-on-1s:
- What do you enjoy most about our company culture? What do you enjoy least about our company culture?
- Do you feel comfortable voicing concerns or sharing ideas here?
- What are your personal and professional goals for this year?
- Are there any personal challenges affecting your work performance?
- What would help you feel more motivated or supported at work?
How to Measure Employee Engagement Effectively
You can’t improve what you do not measure. Traditional annual surveys are sometimes few and far between, but modern companies rely on real-time pulse surveys.
Tools & Best Practices:
- Use pulse surveys weekly or monthly with questions like:
- “How motivated do you feel at work today?”
- “Do you feel your contributions are valued?”
- Analyze open-ended comments for qualitative insight.
- Encourage high participation (try for 70% + response rates).
- Use AI-powered HR chatbots to boost engagement and gather anonymous insights over time.
Frequently Asked Questions About Employee Engagement & Motivation
What is the main cause of employee disengagement?
Lack of recognition, unclear goals, poor management communication, and limited growth opportunities are common drivers.
How do you measure employee engagement effectively?
Use pulse surveys, feedback tools, and key performance indicators (KPIs) like retention and productivity rates.
What are the best tools for improving employee engagement?
Lattice, 15Five, Officevibe, Slack shoutout channels, AI HR chatbots, and professional development platforms. We encourage you to try out and compare multiple platforms.
How often should employee engagement be assessed?
Monthly pulse surveys are ideal, with deeper reviews quarterly or biannually. It ultimately depends on the size of your team and how often you can do assessments.
Implementation Tips
- Collect input and feedback often: Use anonymous surveys, suggestion boxes, and open forums.
- Act on feedback: Employees are more likely to stay when they see changes based on their feedback. Otherwise, trust and loyalty may be hindered.
- Create Task Forces: Including employees as stakeholders in creating solutions ensures that their voices are heard. This can also be a developmental opportunity for employees that want to lead or drive initiatives.
- Communicate clearly: Share what changes are coming, why, and what these changes mean to everyone’s responsibilities.
- Track success metrics: Engagement scores, retention rates, and productivity KPIs should all improve when strategies are implemented effectively.
Engagement is a Long-Term Strategy. Partner with Staffing Support Specialists
Organizations that prioritize employee engagement will thrive. By focusing on continuous feedback, meaningful recognition, growth opportunities, and flexible work environments, you can create a culture where employees feel motivated, appreciated, and committed to the company’s success.
Start building a more engaged workforce. Contact Staffing Support Specialists today to see how we can help with all your staffing needs.
