Employee Engagement Strategies 
Build a culture of engagement.

90% of leaders think an employee engagement strategy impacts business success, but only 1 in 4 organizations develop one. (Accor Services)

When it comes to creating a sustainable competitive advantage, your workforce is the number one driver. Time and time again, research has shown that an engaged workforce will outperform work groups that are not engaged. In order for your business to thrive and succeed, you need to ensure that your employees are as focused and productive as possible. Taking the time to develop a strategic approach to engagement can reduce turnover, increase retention and boost your bottom line by hundreds of thousands - even millions in new or recovered revenue.

Develop commitment and energy within your business.

Employee engagement is a key indicator for your workers’ involvement and dedication to your business. Work Institute’s engagement interviews delve into the most important issues that energize or de-energize your top performers. In order to provide you the best insight and consulting, our engagement surveys are performed over a period of time. Analyzing the results, we uncover how your employees feel about their position, the business - and why.

The results of our engagement interviews allow us to show you the necessary actions you need to improve your employee engagement strategies, and develop your employees into committed, high-performance workers.

According to Gallup, only 13% of employees are engaged at work. Increasing engagement should be a strategic priority.

Solving the problem of employee engagement issues is crucial to your employee retention rate, talent brand - and ultimately, your bottom line.

According to research, increasing engagement levels can yield an increase in performance up to 20%, and an 87% reduction in turnover. When you consider direct and indirect costs of replacing an employee, this accounts for tens of thousands - even hundreds of thousands of dollars per employee.

The cost of savings continues when you consider that engaged employees take 37% less unscheduled leave. Engaged employees also produce higher rates of productivity, meaning increased profits for your organization.

Work Institute’s engagement consulting starts by uncovering the information you need to understand about your employee’s attitudes. Using this valuable data, we’re able to show you how to make necessary changes in the workplace, reducing turnover, increasing a positive corporate culture and productivity, and slashing internal costs.



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

TALK WITH US! (888) 750-9008


Communication is the cornerstone of engagement. How can your employees stay passionate and motivated if they don’t know what they’re working towards? How can the help achieve your goals if they don’t know where they are at in the progress?  Time and time again, studies have shown that a key driver of employee engagement is communication. Successful leaders recognize the power of a clear, consistent and transparent communication plan. People feel more comfortable and passionate when they know what to do, they see others working on it and hear others talking about it, and the measurement of their performance is clear.


Get support for your actions, decisions and company plans. Executives and leaders often ask, “Has everyone bought-in?” Enrolling people to embrace organizational initiative will determine the future of your company, and gaining support from your workforce for policy and procedures will lead to engaged employees. However, there are two things that tend to prevent leaders from gaining engagement through organizational buy-in: Time and proper communication.

If you want your employees to buy into corporate policies and decisions - especially those that are new - you must be patient and communicate on the terms of your staff. Understand that creating conversations based on trust can allow employees to support new ideas and each other. Leading actions, decisions and change requires that you show your employees - rather than tell them about it: Remember that your job in leading is to help people see the choices they can make for their own opportunities, and empower them to do so.


43% of engaged employees receive feedback at least one time per week - compared to 18% of employees with lower engagement. How often do you review your employees? If you’re only reviewing benchmarks once every six months - or even once per quarter, you’re losing engagement and productivity. You can’t expect employees to recall what they did well on or poorly on for long lengths of time - much less remain engaged with the management who hasn’t been providing feedback. It may seem as though scheduling more time for reviews and feedback would reduce productivity time, but in fact it’s just the opposite: Studies indicate that shortened feedback loops actually increase employee engagement, performance, and productivity.


Employee surveys consistently indicate the single most important factor in employee engagement is an employee’s relationship with his or her manager. When management overpowers and undermines every employee decision, it takes away from the employee’s role - and their connection to the job. Encouraging employees to become the primary players in their own roles can lead to better production and improved ownership. By training managers take take a neutral approach and mediate discussion, rather than merely solve the issue, you’ll cultivate a staff that is not only capable of resolving issues and crises on their own - but also a staff that takes pride in their own work.


Research indicates that psychological safety is essential to true engagement. Surprising an employee with a negative end-of-the-year review doesn’t encourage a safe environment. In order to truly engage with the company and their job, employees must perceive that they can bring themselves fully into their job role - without the fear of hurting their self-image, status or career. While employee performance should be measured by specific data and goals, managers need to take the time to ask open-ended questions that earn trust:

  • “What do you feel like were your biggest successes this quarter?”
  • “What  would you do differently?”
  • “What did you learn from this project?”

In order to encourage a safe environment for candid employee feedback, the conversation should center around a sense of teamwork and partnership. 

Use employee engagement strategies to reduce turnover, increase a positive corporate culture and improve productivity

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  • >Identify the barriers of performance.

    Employees perform their best when they feel good about their work - and have the resources they need to get the job done. Discover what’s hold your team back and what they need to do to have the best results.

  • >Create motivating work environments.

    Frustrated workers can halt your organization’s strategic efforts - and even cause damage to your bottom line. Get a better understanding of the source of frustrations and anxieties in order to make the necessary changes that will have a real impact on outputs and attitudes.

  • >Transform leadership.

    Great teams don’t just happen. 75% of people don’t quit their job, they quit their boss. Get a better understanding of how your managers rate with employees.

  • >Clarify job roles and company goals.

    It’s crucial for employees to feel as though their work is meaningful - and directly correlates to the company’s overall goals. This alignment has a direct effect on performance, engagement, and retention.

  • >Design effective organizational structures.

    Research shows that morale and motivation are boosted through well-designed business. When a business is organized in a way to match company ambitions and goals, success follows.

  • >Improve and increase communication.

    In order to be effective, communication must be a two-way street. Develop a culture of feedback between employees and managers - and motivate your people to achieve the performance and outcomes that you need.

  • >Develop loyalty, productivity and passion through recognition and rewards.

    79% of employees feel that recognition makes them work harder. Developing the right rewards strategy will engage and retain the right people for your business.


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.


Asking the right questions is only the first step.

In order to be effective, feedback through engagement must be translated into meaningful action. That’s where Work Institute’s engagement surveys and consulting come into play. We provide you with a thorough understanding of survey results, and bring in our experts to assist with the issues we uncover. Work Institute digs into the data to find message your employees want to deliver. Our consultants helps your leadership to identify trends, and tie your unique results into your business goals and metrics - showing you how to boost employee engagement to impact company performance, and your bottom line.



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."