Employee Engagement Best Practices 
Better business outcomes start with better engagement.

A 2013 Gallup Business Journal article estimated the price tag for disengaged employees at $450 to $550 billion in lost productivity each year. With such great losses, it’s easy to understand how improving a workplace to that which employees are highly engaged could translate into hundreds of thousands of dollars in recovered or new revenue for businesses.

Unlock growth for your business.

Just because your employees punch the clock Monday through Friday and seem happy doesn’t mean they are engaged. Engaged employees have an emotional and functional connection that can help your company reach its goals. For example, engaged employees:

  • Go above and beyond expectations on a consistent basis
  • Take on extra projects and tasks
  • Assist co workers
  • Represent the company in a positive manner
  • Speak positively about the organization
  • Participate in training activities and continued learning
  • Are open to feedback and constructive criticism
  • Are connected to and support the business’ mission and strategic goals

In order to develop this growth in your employees and your organization, Work Institute starts by understanding your company and what you need to measure by interpreting what matters most to your organization now - and for the future. From there, our survey experts develop a customized employee engagement survey to begin the process of collecting survey data, analyzing and interpreting the feedback. We then turn the data into actions for instilling the best practices for engagement at your company.

Why are the above qualities so vital for your organization? Because engagement is strongly connected to business outcomes essential to an organization’s productivity, profitability and ultimately, financial success.

Dale Carnegie reports that companies with engaged employees outperform those with by 202%.

Think about it: Engaged employees tend to lead to:

  • Greater quality of service and productivity
  • Greater customer satisfaction
  • Increased sales
  • Higher levels of profit
  • Greater shareholder returns

Work Institute’s engagement surveys are customized to deliver the information you need to know about your employees in order to develop an in-depth analysis, consultation and action plan to gain results.



We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee engagement challenges.

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Successful workforce engagement begins before your employee is actually a company employee. Your recruitment efforts should reflect your corporate culture of engagement and feedback.

Implementing an employee referral program can initiate engagement from the beginning. When current employees refer friends, they’re recommending you as an employer because they have a connection and commitment to your core business values, mission and principles. Through employee referral programs, your own employees can guide you to candidates who not only have the qualifications, education, skills and experience you desire - but also the right personality to fit into your culture.


75% of people don’t quit their jobs - they quit their bosses.

There is nothing more frustrating for an employee than the lack of communication between themself and their supervisor. Not only can inefficient conversations cause a slowdown or misunderstanding in projects - it can also lead to a decline in productivity. Forging strong relationships and communication channels, however, leads to workplace satisfaction and achievement.

Maximize employee engagement by ensuring they know their feedback matters - and their input is valued. By opening up the communication and connection as a two way street, your employees will not only have a clear understanding of your expectations and goals, but also, they’ll feel welcome to provide suggestions and input while addressing challenges. A large part of employee engagement should involve asking (and listening to) the people who work for you what will allow them to do their job better and more efficiently.


Your employees do more than just work for you.

Outside of the four walls of your office space, chances are, your employees have interests besides working. Understanding the things that your employees are passionate about means taking the time to get to know the people who work for you. Often times, because of work hours and other commitments, many employees don’t get to engage in their own interests - leading to frustration and loss of engagement at work. Allowing employees an hour once every month or two month to explore their hobbies at work can increase overall engagement levels.



Saying “thank you” has astounding results.

Research shows that 87% of recognition programs focus on tenure - not organizational performance. Instead of handing out commemorative pins and plaques to employees who reach 10 or 20 year marks, recognize people based on specific results and behaviors. Giving awards or recognition for delivering outstanding customer service can develop a positive company culture. Setting up “leader boards” or mentioning an employee by name and performance in a company email or blog is an excellent way to recognize their contributions, make that individual feel great, and promote behaviors and results that are expected from everyone.


Asking employees for engagement activity ideas can produce active engagement.

When brainstorming ideas for employee engagement activities, you may have wondered, “What will best engage my employees?” The most simple solution to understanding what your employees want is to ask them for their input.

Engaging your workforce must go beyond attaching a suggestion box to the wall. Instead, take the time to set up a meeting or a lunch in which employees can be encouraged to brainstorm and voice their ideas for company-wide activities. Apart from helping to uncover new ideas that could boost engagement and morale, asking for your employees’ ideas - and actually listening and implementing those ideas - shows that their thoughts and opinions are valued.

Engagement best practices are strongly connected to business outcomes essential to an organization’s productivity, profitability and ultimately, financial success

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  • >Boost productivity.

    When employees are engaged, they believe the work they’re doing is important - and therefore work harder.

  • >Retain employees.

    If you’re motivated by your job and feel appreciated, why would you quit? You probably wouldn’t. The same goes for your employees: Developing a culture of engagement can be a key in reducing turnover - and saving you tens of thousands in internal costs.

  • >Foster new ideas and improvements.

    Engagement leads to conversations and communication. Engaged employees thrive on knowing they can discover new ways to complete tasks.

  • >Develop an atmosphere of communication.

    Do employees feel comfortable in providing feedback - without fear of retaliation from supervisors? Two-way communication is essential to creating a positive culture of engagement and retaining top talent.

  • >Improve recognition efforts.

    Nearly one in five organizations don’t have an employee recognition program - but nearly 80% of employees feel recognition makes them work harder.  Recognizing the achievements of your top performers can not only strengthen engagement, it can boost productivity and job satisfaction, as well as drive business growth.


Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.


Unlock growth for your employees and your company.

Work Institute digs deep into the hearts and minds of your employees to survey and understand what drives them. Our survey data provides you with the story that needs to be told - but we don’t stop there. We work with you to analyze the survey information, discover patterns, and dive into the wealth of feedback provided by your employees. We work with you every step of the way to roll out the results and build plans of action to drive business results.



Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."