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3/23/2018 59 Awesome Employee Engagement Ideas & Activities for 2018

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About SnackNation

(Photo comes from Dale Carnegie)

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The Top Employee Engagement Ideas: SnackNation is a healthy o ce


snack delivery service that
1. Align your company with a purpose makes healthy snacking fun,
2. Give your people “insider” information life more productive, and
3. Celebrate personal wins workplaces awesome. We
4. Find out what your team members are passionate about provide a monthly, curated
5. Provide consistent coaching and training selection of healthy snacks
6. Promote perks that boost mental health and physical wellbeing from the hottest, most
7. Have more fun at work innovative natural food
8. Ditch the cubicles brands in the industry, giving
9. Hold o ce hours our members a hassle-free
10. Start a learning club experience and delivering joy
to their o ces.
 

Managers can agree that employee engagement and retention are at the
top of their priority list.

Every company wants to attract and keep the best talent.

The problem?

Many employees in today’s job market quickly feel uninspired by their work,
get bored after 2 years and start job hunting for something new.

So we decided to speak with some of the best HR professionals and


business leaders around the country to nd the strategies and employee
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engagement best practices that they recommend. There are also some tips
below that have been really successful for our company.

Free bonus: Download this entire list as a PDF. Easily save it on your
computer for quick reference or print it for future company meetings.
Includes 5 bonus ideas not found in this post.

59 Employee Engagement Ideas:


1. Align your company with a purpose
SnackNation CEO Sean Kelly recently gave a presentation at the HR Star
Conference, a large gathering of human resources professionals.

The presentation, titled “Millennials in The Workplace”, discussed how


organizations can increase engagement with their millennial employees.
Popular Posts
One of the key points Sean discussed was how important it is to align your
company with an overall purpose. Don’t focus on what you do, but why you
★ 42 Tasty & Healthy O ce
do it.
Snacks You'll Love

As millennials quickly begin to dominate the workforce, this message ★ 121 Proven Employee Wellness
becomes more and more important. Program Ideas For Your O ce

★ 33 Thoughtful Employee
Here’s what Sean had to say about aligning your company with a purpose
Recognition & Appreciation Ideas
(skip to the 19:35 mark):

Millennials in the Workplace Presentation - Sean Kelly HR Star Confere


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Millennials in the Workplace Presentation - Sean Kelly, HR Star Confere…
★The 2017 State of Workplace
Culture

★ 87 Fun O ce Games and


Activities That Make Work
Awesome

★ The 2018 Ultimate Guide to


Employee Engagement

★ 121 Delicious Healthy Snacks


For Every Type of Snacker

★ 17 Proven Employee Morale


Boosters That Won't Break The
2. Offer healthier options at your workplace Bank

Jason Lauritsen, Director of Best Places to Work at Quantum Workplace, ★ 16 Employee Perks Your Team
discusses how to increase employee engagement by making healthier Wants More Than a Pay Raise
foods available on-site with o ce snack delivery and healthy vending: ★ 39 Insanely Fun Team Building
Activities For Work ("Trust Falls"
“Three-fourths of employees want Not Included)
access to a healthy cafeteria or vending
options at their workplace, but less
than half of employers actually o er it Search ... 
as a bene t. This creates a great
opportunity. Not only will providing this
bene t help organizations play a role in

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boosting productivity, increasing performance, and lowering


healthcare costs, but we’ve also found that employees who work
at organizations that provide healthy marketplace or vending
options are 10 percent more likely to be engaged.”

3. Get your health and wellness program in order


Kevin Sheridan, New York Times best-selling Author of Building a Magnetic
Culture, has helped some of the world’s largest corporations improve their
culture and foster productive engagement.

When we asked him what companies should be doing better to improve


workplace engagement, he o ered us this wisdom:
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“The bottom line is that anyone who


knows about employee engagement is
also a rm believer in instituting health
and wellness programs. There have been
multiple scienti c studies proving that
health and wellness e orts not only yield
higher productivity and engagement in
the workplace but will also help reduce turnover as job stress is
the #1 reason people quit (along with a lack of work-life balance
which is related to wellness as well).”

Employee Engagement Idea 3: Get your health


and wellness program in order CLICK TO TWEET

4. Give your people “inside” information


Pricing Reviews Blog & Resources About Shop for Home TRY IT FREE
Want to know a great way to get your team more involved and committed?

Keep them up to date with “inside” information. These are things like the
direction of the company and the challenges that the Leadership Team is
facing.

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Tim
1.6k Sackett, HR Pro and President at HRU Technical Resources, explains
Shares
this important part of your employee engagement strategy:

1.4k
“The one true fact in all workplaces is your
243 people want to be in the know, they want to
be in the circle of trust.  HR and leadership,
in general, do a crappy job at this, and it has
a huge impact to engagement. Find ways to
make this happen and let your people know that it’s “inside”
information. Trusting your employees can handle it raises
engagement.”

Employee Engagement Tip 4: Give your


people inside information CLICK TO TWEET

5. Celebrate personal wins


If someone on your team hits their monthly or quarterly goal, make it a win
for your department or the whole company. Announce it to the rest of the
team and celebrate with a Friday Happy Hour or fun outing.

6. Emphasize work-life balance

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Work-life balance often seems like an impossible struggle. It’s di cult to


nd that right balance between work and personal life to feel good that
both areas are receiving enough attention.

Blake McCammon of Blogging4Jobs, a popular blog focused on HR and the


workplace, had this to say about work-life balance’s role in employee
engagement:

“Work-life balance is one of the most


important things employers can do to help
employees not only stay healthy and t, but
keep them engaged day by day. Provide a
work from home scenario and exible hours
where employees with children or adults
with hobbies are allowed the freedom to enjoy life to the fullest,
but still get their work done.”

Work-life balance is going to mean something di erent for each employee,


so speak with your team to see what you can be doing better as an
organization to enhance it. Often times you’ll nd that a exible work
schedule will be the easiest way to help people feel more balanced
between work and leisure.

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Employee Engagement Tip 6: Emphasize


work-life balance CLICK TO TWEET

7. Praise your coworkers
It shouldn’t only be left to managers to praise good work. When you hear
about someone’s achievement, go over and personally congratulate them.
It’ll mean a lot to that person and they’ll likely do the same for you when
your big wins come through.

8. Bring in an in-of ce motivational speaker


To shake up the workday, or start Monday o with some inspiration,
Cooleaf recommends hiring a motivational speaker to come into the o ce.
Maybe your team would bene t from a creativity workshop or team-
building seminar to improve in-o ce relationships. Employees will be
grateful for the opportunity to grow and learn from experts and will come
out of these experiences more energized and focused.

9. Have more fun


Take a half day Friday to do something fun together. Go on a scavenger
hunt, play sports outdoors, go paintballing or bowling. These social
events help people bond with others on the team who they don’t interact
with on a daily basis and builds a better sense of community within your
organization.
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10. Stand for something your team can be proud of


Irene Becker, voted as one of the Top 100 Employee Engagement Experts
Online, answers the questions of how companies can drive and sustain
employee engagement activities at a time when engagement is at an all
time low:

“By showing our employees that we care, that we stand for


something they can be proud of, and that we o er them
meaningful, purposeful work and an opportunity to grow, learn,
contribute and succeed because we know that success is a me to
WE equation that starts with:

1.  Personal, professional development and a structure for


growth, recognition and are alive in the organization.

2.  Managers, mentors and trainers that are equipped to coach,


inspire and bring out the best in their people.

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3.  Communities of purpose; groups that are centered around a


purpose driven business, CSR or community activity are alive,
aligning shared values and mission with collaboration.

4.  Transparency of communication and the integrity of the


organizations commitment to growth, recognition and the
optimization of individual and collective potential is mirrored in
new ways of developing team spirit and vertical/horizontal
collaboration.

5.  Human interaction, social activities that engage our people as


human beings in the human side of being part of a vibrant,
growing, thriving culture.”

Employee Engagement Idea 10: Stand for


something your team can be proud of
CLICK TO TWEET

11. Send out an employee survey to get honest feedback


Sometimes it’s a lot easier for employees to say how they really feel in an
anonymous survey. Actually, it’s always easier when it’s anonymous.

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Use a tool like TINYpulse or SurveyMonkey to create a survey and send it


out to your team. Surveys are one of the few ways to actually measure and
track engagement, so de nitely make this part of your e orts.

Ask questions like:

1. How are you feeling? What’s the morale you see around you?
2. Good Idea (what one thing will make
the biggest improvement in your job,
your team or the organization?)
3. How satis ed are you with your
opportunities for professional
growth?
4. Do you have a good working relationship with your manager?
5. Are you satis ed with your overall compensation?

12. Find out what your team members are passionate


about
Are they into mountain biking? Do they write a personal blog? Do they want
to backpack around Southeast Asia next summer?

Know what your team is passionate about. It’ll help you connect with them
and show them that you actually care about their interests.

13. Promote perks that boost mental and physical


wellbeing

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Perks can help make your o ce a more fun place to work.

JellyVision Interactive Marketing o ers these awesome unique perks to their


employees:

Unlimited vacation days (with the assumption this privilege won’t be


abused)
The ability to work from home whenever necessary or work out an
unconventional schedule
On-site yoga and a free healthy catered lunches every week (Pro Tip:
Check out ezCater for your o ce catering needs. Like their name
implies, they making ordering food for your team super simple!)
Refrigerators and cupboards stocked with fruit and healthy snacks for
the entire o ce
A yearly Wellness Day featuring free 15-minute back massages for
every employee and a taste test of unusual, healthy juices
Mustache Day (a sort of mustache-themed Halloween that culminates
in a fancy lunch out)
Frequent company-wide involvement in charity fun runs

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Beyond all these employee bene ts, JellyVision also told us that they reduce
work anxiety for their employees by 1) hiring nice, funny, talented people
who become the sort of colleagues who make the day more enjoyable and
2) by nurturing a culture of transparency, humor and kindness—a way of
being that is modeled by their founder, Harry, and CEO, Amanda.

Check out our list of corporate wellness ideas to give your wellness


program some new life.

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14. Ditch the Cubicles


Whether you’ve seen them in employee engagement lms like O ce Space,
or experienced them yourself, cubicles are quickly dying out. Today, the
most engaged companies opt for o ce decor and cool o ce supplies that
promote comfort and collaboration, not seclusion. So cut out the cubicles
and replace them with spacious, open desks. The possibilities for creating
an open air o ce environment are endless, so be creative, and have fun
with it!

15. Provide ongoing coaching and training


Coaching and mentoring shouldn’t stop after an employee’s initial on-
boarding process. A study done by Deloitte in 2012 found that retention is
25% higher for employees who have engaged in company-sponsored
mentorship.

Some people in your organization will proactively seek mentors and


training, while others will need it to come directly from their manager. O er
an optional weekly coaching session to discuss strategies and tactics that
can help each member of the department improve in their role, and make
them fun!

16. Open consistent lines of communication


Ask the managers of your organization to setup a weekly meeting to see
where their direct reports need resources, any new ideas they have, and
how things are going in their role. You’ll nd that both managers and direct

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reports will look forward to these meetings and use them like a strategy
session to improve their department on a weekly basis.  Engage companies
rely on open internal communications.

17. Capture the magic of your team’s “I’s”

“To improve employee engagement, capture


the magic of the I’s in team: integrity,
initiative, individual talents, and invaluable
diversity. Highlight each individual’s talents
and how they contribute to the whole.”

–Kate Nasser, The People Skills Coach™

Employee Engagement Idea 17: Capture the


magic of your team's I's CLICK TO TWEET

18. Make sure new hires get to know the whole team


An employee who feels cared for and is surrounded by people who bond
with them is much more likely to feel happy and engaged at work. We all
get to know our bosses and direct reports pretty well, but it’s also
important for new team members to build relationships with the rest of the
sta .

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UserVoice demonstrates this point well – they invite the whole sta to a


game night whenever someone new joins the company.
The company o ers free beer, a game (think board games or pool/ping-
pond/darts) and a “ridiculous sort of quiz” they invented.

19. Show employees how their job advances the


company’s vision
Your company has undoubtedly recorded its vision and goals for the year.
Why not show employees exactly how their jobs advance the vision? This
will boost each employee’s investment in the success of the company
instead of just feeling like a cog in the wheel.

20. Allow employees to move laterally within the


organization
There are times when employees (especially the younger ones) are still
guring out their career paths. If a member of your team nds something
else at your company that they’re passionate about and want to pursue,
create a roadmap to get them there. This will help you retain some of your
young talent when they might have otherwise abandoned ship.

21. Give your employees more responsibility, not just more


tasks to do
Working at a company that highly values morale has given me some
interesting insight on how to engage employees. I’ve noticed that the times
my coworkers are incredibly devoted to our work, where states of “ ow”
seem to be abundant, are when they are given real responsibility.
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This shouldn’t be confused


with giving your team more
things or tasks to do.  I’m
talking about giving
them  important projects and
initiatives to take ownership of
and knock out of the park.
Humans  are inherently  goal-
oriented, so when you give
them something worth
achieving, I believe you’ll be amazed at how much purpose and drive it gives
them.

If you’re a manager, give one of your direct reports an important project to


be the lead on. On the ip side, ask your manager to take on a project that
you think will help you grow and learn something new.

Even if it’s something you have no experience doing – when you see your
goal as being important to the success of the company you’ll nd a way to
get it done. And I promise you’ll feel more purpose from your work than
ever.

22. Know your company culture and hire by it


If you know your company culture and hire by it, you’ll continue onboarding
employees who want to work with the person next to them. A positive
corporate culture starts with the relationships between co-workers as well
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as collaborative dynamics in addition to consistent messages about values


and the company mission.

23. Encourage volunteering


Show your commitment to community and social responsibility by giving
your employees a couple of hours each month to get out of the o ce and
participate in community service.

(The SnackNation team volunteering at Feeding America)

24. Celebrate your team


Make your team members feel special on their birthdays, work
anniversaries, their rst day of work, etc. Or even better, make it completely
random so it’s unexpected.

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25. Hold of ce hours


This is one of the most signi cant employee engagement programs for
upper management. Holding o ce hours is a great way to make yourself
more approachable to the entire company. Allow people to come in for
o ce hours to give feedback, talk concerns, and explore new ideas.

26. Build more trust 


An overbearing boss who is constantly micromanaging might just be the
fastest way to create disengagement. Trust your employees to accomplish
the work you give them without checking up on them 4 times a day.

27. Send out some Monday Motivation


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Find an inspirational quote or page from a book and send it out to your
team on Monday mornings. It’s a super easy way to get people motivated
and inspired and a day that’s typically slow to start.

Photo belongs to QuotesEverlasting via Flickr’s Creative Commons License

28. Create a roadmap to achieve professional goals


Find out what your employees’ professional goals are and make sure
they’re on a track to achieve those goals. Managers should sit down with
their direct reports and plan the roadmap to get them to that next
promotion or to acquire the skills they desire.

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Employee Engagement Idea 28: Create a


roadmap to achieve professional goals
CLICK TO TWEET

29. Incentivize goals


Create some healthy competition and reward excellent performance with
incentives for successful goal achievement. Tickets to a game, dinner for
two or are inexpensive ideas that can help people feel more invested
in their work.

30. Have a weekly food day


Pick a day of the week where one employee brings in treats to share with
the team. Eventually, looking forward to food day will be a major bonding
moment for the whole team. Not to mention some employees will even
love the chance to show o their baking prowess.

31. Take weekly song requests


It’s Friday afternoon and your whole o ce is united by one thought: going
home. Reinvigorate the team by taking song requests to blast over the PA
system in the nal hour of the workweek. Employees will love sharing their
favorite songs to boost morale.

32. Let someone else lead weekly meetings

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If you’re a leader at your organization, your team probably get to hear you


talk…a lot. Share your responsibilities and increase engagement by asking a
di erent person lead your meetings every week.

33. Start a learning club

Get your employees more engaged in their work by asking them to think
big. Start a learning club where employees select books or videos related to
your work for everyone to enjoy. Pick a day where everyone piles into a
conference room to discuss the item and its implications for your work.
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34. Start a newsletter
But instead of having the “head honchos” or even Human Resources send
it, form a committee of employees who want to coordinate it. The
volunteers will love the chance to share what they nd important and the
readers will love getting company news from their peers.

35. Ban emails for a day


Pick one day every month to ban emailing. If someone has a question,
they’ll have to go talk to their coworkers in person. Even if they only talk for
a few seconds, that face-to-face interaction with coworkers makes priceless
employee engagement moments.

36. Show them the “people” results of their work


If you send recaps of company progress to your employees, don’t just tell
them your customers are happy, show them. Add a glowing testimonial
from your customer base, clients or nonpro t constituency to the email so
your employees can see how their work impacts real people.

37. Always act on feedback


Let’s say you survey your employees monthly to nd out how they’re
feeling. While some of their desires and wishes might be di cult to act on,
send them updates explaining the progress you’ve made towards
addressing their concerns, even if it’s just scheduling a meeting with your
CEO. Not acting on employees’ valuable feedback will kill employee
engagement.

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38. Consider Maslow’s Hierarchy of Needs


Dust o that old triangle chart we all know and love from Psychology 101,
because Maslow’s hierarchy might have implications for employee
engagement. Beyond the salary and the bene ts, employees want to know
that their work matters.

Try working the implications of their e orts into annual reviews instead of
just focusing on their performance. While it’s wonderful they completed a
special project on time and within budget, go a step further and explain the
project’s greater impact on the company.

39. Use Glassdoor to your advantage

Glassdoor o ers a raw source of employee feedback that might be


incredibly valuable if you’re brave enough to dig into it. Even if the
comments seem negative, they could give you insight into how your
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employees really feel. As you sort through comments, revealing patterns


should emerge to spotlight areas of employee relations you need to
improve.

40. Let them experience a day in the life of…


Send out an Excel sheet with a list of positions in your company or
department and have employees vote for a position they would like to do
for a day. Let the person currently in that position give them a day of
training before they launch into their day on the job.

41. Bring in a specialist
With research showing a large chunk of the workforce does not feel
engaged at work (see the featured image at the top of this post), the
availability of employee engagement tools and services has skyrocketed.
For you, that means you can nd help if you’re completely lost. For
example, some companies have brought in something called a corporate
anthropologist who will study your company and your employees with the
end goal of improving the overall business.

42. Engage employees through gami cation


Some people invest more in the games they play after work than they do in
their actual work…the work that pays the bills. Why is that? Games leverage
instant feedback and compelling goals to keep players coming back for
more. Now, companies like Bunchball hope to bring these elements into

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workplaces to engage employees in ways that go beyond a regular


paycheck and bene ts.

43. Let them ditch a task


Ask your employees which tasks they hate above all others. Sometimes,
even one dreaded task might create the feeling of on-the-job misery. Look
at the list carefully and consider how you can juggle some responsibilities
to make everyone happier. One employee’s most hated task could be
another’s favorite.

44. Stop before you start


This post from the Talent Space Blog says the rst step in any employee
engagement initiative is to stop. This stop gives you time to consider why
you’re starting the initiative in the rst place and to think about barriers to
success. Condense your reason for starting the initiative into a mission
statement that you can use to guide you through every move, so you don’t
get bogged down with unnecessary initiatives.

45. Demonstrate genuine care


The Disney Institute believes consistently demonstrating genuine care
makes employees feel happy and engaged. You can demonstrate genuine
care in endless ways. One of the institute’s ideas involves nding out what’s
bugging your team. Maybe they hate their o ce chair or would love to have
some upbeat music playing while they work. In this case, it’s the little things
that go a long way in showing you care.

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46. Have completely open brainstorms

Image belongs to Juhan Sonin

Throw away that meeting rule book and schedule meetings without
agendas or target outcomes. Have completely open brainstorm meetings
where you throw away limitations and volley around some big ideas. Guide
the discussion by throwing out an area of your business you would like to
improve.

47. Have problem-solving meetings
Everyone takes a di erent approach to problem-solving. Schedule meetings
where you reveal a big problem facing the company with complete
transparency. Let employees take a crack at explaining how they would
solve it. Employees will feel more engaged in company outcomes and they
might just solve a few problems while they’re at it.

48. Give them ownership of event planning

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Who has a better handle on the events your employees will love than your
employees themselves? Instead of trying to think of company outings that
your whole team will love, get your team involved in the planning process.
Ask for event ideas and seek out volunteers who want to coordinate regular
outings.

49. Start an of ce design committee


While it might seem super cial at rst glance, giving your employees a
chance to be more invested in what they look at everyday could do
wonders for engagement. Start an employee design committee to let your
employees take some ownership in the place they work. Plus, the personal
touches will make the o ce feel like home.

50. De ne what employee engagement means for your


company
If you’re struggling to come up with good employee engagement activities, it
might be time to take a step back. The word “employee engagement” alone
doesn’t give you anything you can visualize. Try considering what it means
for your own employees to be engaged speci cally. Once you gure out
what employee engagement looks like in your company, you can set your
sights on achieving it.

51. Put someone in the hot seat

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Engage your employees with a quick bonding event at the beginning of your
weekly meetings. Pick one employee and tape a “hot seat” sign to their
chair. For the rst minute of the meeting, other employees will shout out
their favorite things about the person in the hot seat.

52. Have show and tell


Your employees probably have tons of ideas that could help the company.
However, they might not have anywhere to share them. Have a quarterly
show and tell where employees can present tools, information and ideas
they believe might do the company good.
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53. Get employees involved in long-term projects


Organize employees from di erent departments into teams to tackle long-
term projects that involve responsibilities outside of their typical scope of
work. Not only will they get to know people they don’t work with on a day-
to-day basis, they’ll pick up skills from one another as they work on
important projects.

54. Set ground rules for emotional intelligence


It’s not just company policies that make people disengaged at work. It might
also be close-minded coworkers that shut down their ideas. Set an
expectation that your employees follow a “yes and…” mindset. This simply
means creating a culture where everyone’s ideas are met with open minds,
and not negativity.

55. Talk to them about their schedules

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Your employees might seem distracted or disengaged, but maybe it has


nothing to do with work. Let’s say Karen’s daughter has a piano recital every
Wednesday at 4 PM and she’s distant at that time, wishing she could be
there. Find out what outside events might be keeping your employees
distracted and work with them to adjust their schedules to accommodate
their busy lives.

56. Believe in the power of explanation


When you send an employee work with changes or request a re-do, make
sure those requests come along with a detailed explanation. Employees
who always see their worked rejected or marked up will become frustrated
and disengaged. Explaining the changes helps them understand your
thought process and increases their desire to improve.

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57. Offer points for taking work-related open source


courses
The internet is exploding with a selection of free, open source courses from
major universities. Many of your employees would probably love to take
one, but simply don’t have the free time. Come up with a points system in
your o ce that o ers employees incentives for taking work-related courses.
Maybe they get bonus points if they give a presentation on what they
learned.

58. Start a “distracted” jar


There will be times when your team feels like they can’t possibly focus.
Show them that you understand (and have a sense of humor about it) by
creating a “distracted jar.” Fill it with activities, jokes and even things to
Google when they feel like they can’t work for another minute. Help them
get the distractions out of their system so they can continue on with an
engaged workday.

59. Start a “vent” box
A vent box is the evil twin of the suggestion box. Encourage employees to
ll the box with their complaints, but be sure to keep anonymity sacred.
Your employees’ deepest frustrations might also be excellent opportunities
for learning.

Want even more ideas to improve


employee engagement?
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Here are 10 bonus ideas!


60. Form a Culture Committee
This has been one of the best ideas we’ve implemented at SnackNation to
make sure we stay on top of doing fun things together as a company.

Here’s how one of our Committee members describes it:

Culture Committee is comprised of individuals from each


department who act as ambassadors. These ambassadors model
our core values, and ensure the culture is steadily moving in the
right direction.

Whether Communication/Hype, Events, Wellness, Philanthropy,


and day to day celebrations we have a sub committee dedicated
to setting up and executing events, all while tackling our ultimate
goal of breaking silos between departments.

Making our o ce more like a home. We strive to create the


“weather” of the company.

Bringing the sunshine even when/if someone feels like they are in
a thunderstorm of stress.

61. Epic new-hire intros

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At SnackNation, we take new hire intros very seriously.

Rather than explain with words, here’s a video that shows how we do it:

Epic New Hire Introductions at SnackNation

62. Give people a chance to set their own goals


Create a goal setting system that gives team members the opportunity to
set their own goals. People are more likely to be motivated by a project or
goal that they set for themselves, versus one that was set for them by their
manager.

A good starting point is to allow your team to create a list of goals/projects


they want to complete for the upcoming goal period. Here’s an example
from a member of our Marketing Team:
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Managers should then work with their direct reports to re ne that list into
goals/projects that align with the department’s (and company’s) goals.

Depending on your organization, this could be monthly, bi-monthly,


quarterly, bi-annually, or annually.

Once goals have been set, employees break those bigger goals into smaller
ones each week. We use a system called Crucial Results to do just that.
Here’s how it works.

63. Offer to pay for professional development


Is there an industry conference that someone on your team would love to
attend? Or maybe on online course that they’ve been dying to get their
hands on?

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Invest in your team’s growth is one of the best you can make as a manager.
It’s a win-win because they get to improve on a skill, and in turn, they help
your organization improve.

64. Write a hand-written note to recognize exceptional


work
When was the last time you got a hand-written note?

With a world that is constantly wrapped up in digital communication, doing


something “old school” like a hand-written note stands out to people.

Bonus points for cards written from someone like the CEO or President.

65. Create a team mascot


Meet Rudy, our Member Success Team’s mascot:

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What mascot best represents your team?

66. Team lunches


We break bread with each other to bond. To share stories, relate to one
another, and pass the salad.

Break bread as a team and watch the relationships blossom.

67. Team walks


Like team lunches, taking a walk together gives your team the chance to
take a rejuvenating break from work while connecting with their colleagues.

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And in case you hadn’t heard, people with a best friend at work are 7x more
likely to engage fully in their work.

68. Have your CEO and/or President host a monthly Q&A


Monthly Q&A has been another hit at SnackNation HQ.

Our CEO (Sean Kelly) and President (Ryan Schneider) take 1 company all-
hands meeting each month and use it to eld any questions people have
about the company.

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Our team can submit questions via an anonymous Google form, or they
can ask live during the 30-minute Q&A. We really value these
Q&A’s because it gives our leaders the opportunity to be fully transparent
with the team.

69. Lunch & Learns (hosted by employees)


This is another SnackNation favorite.

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Once or twice a month, we let a member of the SN team host a lunch and
learn on any subject they’re passionate about.

Prior topics have been wide ranging – from personal nance to


cryptocurrencies to persuasion.

When you focus more attention on engaging employees, the results are
higher productivity, better retention rates and improvements in
organizational success across the board. Now it’s your turn to take these
simple ideas and put them into practice at your o ce.

What activities has your company used to increase employee engagement?


Let us know in the comments below.

Free bonus: Download this entire list as a PDF. Easily save it on your
computer for quick reference or print it for future company meetings.
Includes 5 bonus ideas not found in this post.

By Emil Shour | Jan, 19, 2018 | Categories: SnackNation O ce

About the Author: Emil Shour

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3/23/2018 59 Awesome Employee Engagement Ideas & Activities for 2018

Emil Shour is the Content Manager at SnackNation. His goal? To


help companies create better places to work by improving
health, inspiring teams to improve together, and making the
o ce a fun and productive environment.

LEAVE US SOME LOVE!

Wordpress

83 Comments

Team Focus May 3, 2015 at 2:03 am - Reply

Hi, I reead your blogs daily. Your story-telling style is witty, keep itt
up!

Emil Shour May 15, 2015 at 5:05 pm - Reply

Thanks!

Elizabeth December 6, 2016 at 1:42 pm - Reply

These are excellent ideas… hot seat is simple yet could be


the greatest motivator for the day. could impact an

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employee in more ways than we expect. brilliant!!!

James Hemer May 25, 2017 at 7:53 am - Reply

I agree with you Elizabeth these points mentioned


are really motivational tips for every employee and
must be followed in every organization.

Emil Shour July 5, 2017 at 4:26 pm - Reply

Thank you, Elizabeth, glad you enjoyed it.

Kathy October 6, 2015 at 1:03 pm - Reply

Wonderful ideas! Work isn’t just a place to show up to anymore. It


takes a lot to keep employees.

Emil Shour October 6, 2015 at 7:11 pm - Reply

Hi Kathy, you’re 100% right. We spend a majority of our waking


hours at work so it needs to be a place where we actually want
to be.

Lauren October 7, 2015 at 7:36 pm - Reply

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Great article! Loved all the ideas and plan to incorporate some!

Emil Shour October 12, 2015 at 9:05 pm - Reply

Hi Lauren, glad you found our list of ideas useful!

Jenifer Valdivia October 7, 2015 at 9:08 pm - Reply

Engagement starts with a clearly communicated mission & values.


But let’s be real good food & swag also matters 🙂

Emil Shour October 12, 2015 at 9:06 pm - Reply

Hi Jenifer, thanks for checking out our post. Good food and
swag are AWESOME ways to keep your team engaged 🙂

Hannah October 8, 2015 at 2:52 pm - Reply

Good stuff! I really liked the ideas about satisfaction surveys.

Emil Shour October 12, 2015 at 9:08 pm - Reply

Hannah, glad you liked the list! Satisfaction surveys are an


important part of any company focused on increasing
engagement.

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J October 9, 2015 at 1:18 pm - Reply

Great article. I plan to use some of these ideas. Keep them coming.

Emil Shour October 12, 2015 at 9:09 pm - Reply

Thanks J!

Erin October 9, 2015 at 5:07 pm - Reply

Enjoyed this article and the focus on positive, encouraging and


healthy paths onward & upward – thanks for sharing these ideas!

Emil Shour October 12, 2015 at 9:09 pm - Reply

Erin, glad you found the post useful 🙂

Jackie October 14, 2015 at 4:39 pm - Reply

Great article with really good suggestions. I believe the key to good
employees are making sure they are happy…it takes very little to
make them happy so why not do it?

Emil Shour October 14, 2015 at 8:05 pm - Reply

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Hi Jackie,

Happy employees are de nitely more engaged and care about


their work. What are some ways your company boosts
employee happiness?

Disha October 17, 2015 at 12:11 pm - Reply

Hey Emil, you have done a superb job here in collating these ideas.
Most of the times when we read such posts they are just some
ideas which will work for select group of people but all the ideas
that you have mentioned here are doable and does not involve a lot
of cost. I feel that the employees will feel good if we can give them
two basic things often – appreciation for the work they do and a
deep bond / connect with their Immediate Bosses.
I also appreciate the fact that you have replied to everyone who has
written to you! Keep up the good work.

Emil Shour October 19, 2015 at 3:54 am - Reply

Hi Disha,

Thank you for the kind words! You hit on 2 solid points –
nding value in your work and having a good relationship with
your manager are vital for engagement.

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Guilherme Duarte October 20, 2015 at 4:52 pm - Reply

Thank you for sharing your great insights. I would like to reinforce
number 7! One of the biggest growth pains within companies is the
lack of recognition and the decrease in celebrating daily victories
due to the great focus on work. There are a lot of tools to use when
it comes to employee public recognition: Tap My Back is a very
straightforward app and focus only on public recognition and
praise.

Emil Shour October 26, 2015 at 4:02 pm - Reply

Hi Guilherme, thanks for the heads up about Tap My Back.


Looks like a really cool and valuable tool!

Margarita October 28, 2015 at 5:00 pm - Reply

Really interesting…I’ll have to try some of these out.

Jodi November 4, 2015 at 8:09 pm - Reply

We have adopted and implemented The Leader In Me and the 7


Habits of Happy Kids here at our school.
http://www.theleaderinme.org/the-7-habits-for-kids I am so happy
that I have added Snack Nation to our efforts to “Sharpen the Saw”!

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I will gladly share several of these great engagement ideas with my


staff!

Emil Shour November 5, 2015 at 9:07 pm - Reply

Hi Jodi, thank you for sharing. And even better to hear that
SnackNation is having a positive impact for you an your team
🙂

Cindy J November 5, 2015 at 5:37 pm - Reply

Hi! Do you have any ideas that I could use for a meeting? I am a
CEO of a hospital and want to engage doctors, nurses, and non
clinical staff members simultaneously.

Emil Shour November 5, 2015 at 9:53 pm - Reply

Hi Cindy, there are a lot of ideas mentioned here that work well
for meetings too. One idea that stands out to me for your
particular situation would be to instill a sense of “team”. When
people feel like they’re part of something bigger than
themselves and that they’re in it together, engagement usually
follows suit.

My girlfriend is an RN and one of the things that makes her


less engaged at work is when her manager is inaccessible or
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people on her oor are not willing to help each other out. As
CEO, you should ask managers to be there for their teams.
Something like our “O ce Hours” idea mentioned above (#25)
is a good start.

I hope that helps!

Brittany Levesque November 24, 2015 at 4:06 pm - Reply

Good suggestions! I’ve been frustrated with the lack of involvement


lately and discouraged to try again.

Emil Shour December 7, 2015 at 6:47 pm - Reply

Hi Brittany,

I think engagement is too important to not try again. One idea


may be to create a “committee” of volunteers. A committee
can help you get input from several different departments,
which should increase the likelihood of adoption from the rest
of your company.

Connect with people’s “why”. If you know what motivates them


and what their passions are, engagement becomes a lot
easier.

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Anndreena December 16, 2015 at 12:02 am - Reply

Today I advance in my position. Part of my advancement meant I


had to take on the role of employee engagement. It comes with a
great bene t, and I’m excited to start working on it this article gave
!e a great idea of where to start. I also what to thank you Emil for
what you are sharing. I don’t think I will have a problem at hitting the
ground running. I think the vent box is one of the rst ideas I will
use. That will help me to understand alot about my co workers.

Emil Shour February 10, 2016 at 11:09 pm - Reply

Hi Andreena, congrats on the promotion! I think the vent box is


a great idea to start out with. It should de nitely give you some
good insight as to what people are thinking, but may not be
voicing around the o ce.

Nirav December 31, 2015 at 11:53 am - Reply

Good one bro!! keep us posted, worth to read & implement.

Thanks

Emil Shour February 10, 2016 at 11:09 pm - Reply

Thanks Nirav

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Habib February 8, 2016 at 7:39 pm - Reply

Very nice ideas, wonderful effort

Emil Shour February 10, 2016 at 11:10 pm - Reply

Thank you Habib, glad you liked the ideas mentioned here

maria March 3, 2016 at 7:45 pm - Reply

Thanks so much for these – been beating my head against the wall
trying to get engagement programs rolled out with upper
management. Will present a bunch of these ideas, I’m con dent at
least a few will stick!

Emil Shour March 3, 2016 at 8:59 pm - Reply

Hi Maria, that’s awesome to hear! Let us know which ones you


use at your o ce and how effective they were.

Gail March 14, 2016 at 9:05 pm - Reply

Great post! Do you have more info on this “distracted” jar idea? Is
there another article you could link me to that goes into detail?

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Emil Shour March 16, 2016 at 8:15 pm - Reply

Hi Gail, I couldn’t nd an article on creating something like a


distracted jar, but here are a few ideas to get you started:

1. Do 10 jumping jacks
2. Drink 8 oz of water
3. Play a game on your phone
4. High ve a friend
5. Listen to your favorite song

Hope that helps 🙂

swati March 24, 2016 at 9:24 pm - Reply

Thank you!! I really care about my Employees and just want to see
them always smiling!! Your ideas have really helped me a lot!!

Emil Shour March 30, 2016 at 7:56 pm - Reply

Hi Swati, so great to hear this post was useful for you. Thanks
for reading and leaving us some love 🙂

Barada March 28, 2016 at 5:56 pm - Reply

Like the idea of demonstrate genuine care and and work on


feedback…
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Many engagement activities but without care and action on


feedback things may hardly work…

Appreciate your efforts in listings down all the points…

Good job…

Emil Shour March 30, 2016 at 7:57 pm - Reply

Thanks Barada. Listening to your team is vital when it comes


to employee engagement. You can’t force things on people
and you have to be willing to listen to what’s important to
them.

shobha April 2, 2016 at 12:46 pm - Reply

Hi Emil, thoughtful ideas…thanks a ton…

Emil Shour April 20, 2016 at 7:32 pm - Reply

My pleasure Shobha, thanks for reading the blog 🙂

MM JOHN April 15, 2016 at 4:33 am - Reply

Very precise but useful for day today HR Management for better
commitment of the employees.
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Emil Shour April 20, 2016 at 7:32 pm - Reply

Thanks MM

Eric S April 29, 2016 at 3:04 pm - Reply

Thank you for good post and all the details. I can’t not even imagine
how much you put the effort on this article. In my opinion, making a
meeting checklist is also really good for preparing. Since then I’ve
been a checklist addict so thank you to the OFFSITE, and I’ll plan to
use some of these idas. Thanks again!

Emil Shour May 5, 2016 at 7:12 pm - Reply

Sure thing Eric, thank you for the kind words

Wade Joel May 11, 2016 at 5:58 pm - Reply

I just started a new job recently, and they do a lot of things to keep
us employees engaged. I thought that it was a cool that you
mentioned to do a show and tell meeting to get input from the
employees! I also really like the idea of letting someone experience
another job in the company. Great list!

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Emil Shour June 15, 2016 at 8:53 pm - Reply

Thanks Wade, I appreciate the feedback. You’ll notice that a lot


of the ideas mentioned on this list revolve around
communication. Being heard and feeling like your opinion is
taken to account is by far the #1 thing that leads to engaged
employees (from my experience).

Isabella May 16, 2016 at 7:43 am - Reply

Great post, Now a days every business needs this solution which
topic mentioned in this blog. Employee engagement ideas is a key
factor for every business. There is one of the best ideas for
employee engagement. So, this is one of the best posts I’ll ever read
for employee engagement..!!

Harold Groves May 24, 2016 at 9:54 am - Reply

These are indeed powerful ideas for employee retention and


personally work from home option works like a charm. Surveys
asking for an honest feedback are a great idea too and one can
incorporate some of these ideas in the questionnaire; for e.g.,
“Would you prefer if the company allowed a half day off on Fridays
and organize a fun outing?” My friend conducted a similar survey
using SoGoSurvey and it proved to be very effective

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Emil Shour June 15, 2016 at 8:55 pm - Reply

Awesome, thank you for sharing that idea! Asking your team
what they want is CRUCIAL

komal June 3, 2016 at 10:42 am - Reply

Hi Emil Shour, your ideas are awsumm but the problem is .If the
employees only are not enthusiatic in all these tasks then being an
H.R what should I do ?

Emil Shour June 15, 2016 at 8:56 pm - Reply

Hi Komal, if your team is not enthusiastic about any of these


ideas, you should ask them what they want. You might nd
some surprising answers..

Madison June 14, 2016 at 3:19 pm - Reply

Great article, love that you shared so many ideas, since nding the
right t and combination of offerings is different for each company.
Nothing is a one size ts all approach anymore.

Emil Shour June 15, 2016 at 9:03 pm - Reply

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Agree 100%, Morgan. Every company culture is different,


therefore the way you go about employee engagement needs
to be different.

Aarav June 22, 2016 at 1:24 pm - Reply

That blog was amazing, I am very much impressed with your


thoughts. I got the best information from this site of the blog, It’s
very useful to all and us. Thanks for sharing this post.

Hiba June 23, 2016 at 8:43 am - Reply

inspiring article , thanks

A June 24, 2016 at 11:05 pm - Reply

Regarding point 14. Ditch the Cubicles, we moved to an open o ce,


it has hurt morale and productivity, some people cannot focus,
some have to deal with noisy co-workers, introverts are not able to
focus, no noise or visual privacy, there are many studies that show
that open o ce does not foster collaboration at all and instead
impact productivity.

Emil Shour June 30, 2016 at 12:25 am - Reply

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I agree – I don’t think open o ce is for every o ce, but it’s


worth experimenting with. Does your o ce have designated
quite spaces for those people who prefer to work where it’s
quiet? That’s been the key for our o ce. We are open o ce
design, but we have several rooms and areas that allow people
to work in a quiet space if that’s what they prefer.

Petra June 25, 2016 at 1:39 pm - Reply

Pretty nice ideas. Maybe you also want to take a look at rotize.com.
We are matching employees for lunch and reduce silo mentality – a
so called “lunch lottery”. Happy to get your feedback – maybe also
worth an article in your blog 😉

Emil Shour June 30, 2016 at 12:26 am - Reply

Hi Petra, Rotize sounds great! Thanks for giving it a mention


here 🙂

Monica July 2, 2016 at 5:35 pm - Reply

I was recently tasked with training new hires (who are my peers) in
an ultra busy, understaffed department and without having any
training tools or personal experience as a trainer. Needless to say it
has not always been a positive experience for our new hires or for

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myself. I am in an ongoing process of educating myself in he


training process and developing a training curriculum that both
teaches and motivates our new employees. Fortunately there are
many excellent ideas and resources online and I want you to know
how inspirational these ideas are and how they provide information
that goes beyond just teaching the tasks of the job. Thank you.

Dawn July 24, 2016 at 8:09 pm - Reply

Wow Emil, your suggestions are great and the fact that you take the
time to acknowledge each blog is inspiring. Keep up the good work.

Arun July 27, 2016 at 12:18 pm - Reply

Hey Emil,
Great article. Loved your employee engagement ideas. And yes it is
true that improving employee engagement has a lot of effect on
productivity. I also read somewhere that “Always treat your
employees exactly as you want them to treat your best customers”

Emil Shour July 28, 2016 at 7:27 pm - Reply

Hey Arun, thank you for the kinds words. I had heard that quote
too and found out it was from Stephen R. Covey. If you haven’t

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his book “The 7 Habits of Highly Effective People”, I highly


recommend it!

Ho s July 31, 2016 at 8:06 pm - Reply

Awesome tips you have here!

I think most of us would agree that fun and jokes at the workplace
helps reducing stress and the risk of burn-outs. During these
relaxed moments, we recharge our batteries and take a break from
our every day work routine.

Hopefully business owners will read this and take it as a worthy


suggestion. 🙂

Sterling October 11, 2016 at 4:38 pm - Reply

Great article, another great employee engagement app to check out


is Bonfyre. https://bonfyreapp.com/

anuja December 20, 2016 at 10:48 am - Reply

Thank you for this helpful advice! Unfortunately I have a habit


of putting everything into the important and urgent category.
Your list will help me stop and think about what I’m doing and
how to prioritize it.
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Reality HR February 15, 2017 at 11:01 am - Reply

Employee engagement is the emotional attachment employees feel


towards their place of work, job role, position. HR managers can
agree that employee engagement and retention are at the top of
their priority list. Supporting local charities is a great way to inspire
your employees and can also be a great idea for a team event.
Employee surveys can be a great way to nd out how your
employees really feel.

Dawn March 17, 2017 at 8:26 pm - Reply

Wow, thanks so much for this article. You have a lot of great ideas
and backed them up with examples. I will be sharing these with the
Supervisors in my organization.

Emil Shour July 5, 2017 at 4:26 pm - Reply

Thanks, Dawn! Ideas are only as good as they action they


inspire – so here’s to some of these ideas becoming plans of
action!

Wesley July 1, 2017 at 4:39 pm - Reply

Great article Emil, quite a long list you got there!


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Emil Shour July 5, 2017 at 4:25 pm - Reply

Thank you, Wesley, glad you found it valuable!

Vikas July 7, 2017 at 8:26 am - Reply

Very interesting!! I will de nitely share these details with my


employers 🙂

Christine Smith January 19, 2018 at 7:30 am - Reply

Wonderful site. A lot of helpful information here.


That is really nice way, Thank you, Wesley, delighted you set up it
costly!

Sylvia Hancock January 26, 2018 at 2:30 pm - Reply

Great article…….lots of ideas to implement at the workplace

jlo January 29, 2018 at 8:28 pm - Reply

this is very interesting and informative.

I just want to add some activities that you can also use:
1. Pass a tap (you will tap a colleague or a resource for a job well
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3/23/2018 59 Awesome Employee Engagement Ideas & Activities for 2018

done and this person has the responsibility to pass it thru)


2. Coffee talk (initiate your one on ones while having a coffee)
3. Theme night / day ( wear something in a theme mode )
4. Rewards Jar / Cabinet ( a cabinet or jar full of little treats to give
your resource once identi ed with good deeds)

Meenal Rathod January 30, 2018 at 5:33 am - Reply

Excellent article!
This is going to help me in a great way!
This can be described as the road to success 🙂
Impressive share Emil.
Thanks for sharing. 🙂

Parth March 6, 2018 at 12:18 pm - Reply

Excellent Article Emil. Loved it!

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