What if I told you in ten minutes you could build a better engagement strategy? Bring clarity to your understanding and approach with a renewed focus on what matters; the employee.

Involving your people will help you build an initiative they want

Whether you’re already on the right track and want to maintain a great culture, are interested in staying ahead of the curve or are embarking on huge organisational change your employee engagement strategy will sit at the core of your success - so what better than drawing on some industry leaders inspiration.

Here are a 6 tips to build a better employee engagement strategy that we picked up in our discussions with HRDs, consultants and top industry advisors:

1. Motivation for the people

It’s easy to forget when your day to day includes KPIs, profits, upping NPS scores or cutting costs that these effective business drivers are not usually what gets your employees out of bed in the morning.

Focusing on the significance of their achievements and the contribution they’ve made to the overall aims of the organisation creates a lasting impact and connection.

The same can be said for business values, such grandiose terms are often difficult to spot in the everyday behaviours of employees and their peers. Breaking them down into more directly relevant chunks can quickly increase their impact.

This will create objectives, actions and meaning in your employees work and will make it far easier for them to adjust their practices in line with a company strategy.

Done right, illustrating you are aligned to the same morals as your employees can have a huge impact of retention and attracting top talent, as well as getting the most of them everyday.


2. Motivation by the people

Employee engagement starts with your people, at the grassroots.

Unless they choose to be more motivated you’ll never succeed, so take the time to understand your people. Involving your people will help you build an initiative they want, and coincidentally - help you build one they will use.


3. Lower the bar at the beginning

If you’re trying to encourage new behaviour it’s going to be tough, there are thousands of employees stuck in the status quo to convince. Maximise your chance for success by making the first step one that is easy to engage with - this could mean encouraging every member of staff to send one or two messages


4. Personalise your approach

Everyone is different and a workforce is no different. The logistical challenges of customising your approach for everyone often mean that a ‘one size fits all’ approach is used - but it doesn’t have to be this way!

Adopt as far as possible a self service approach. Whether you’re trying to achieve more vocal employees or more independent self driven working as a part of your organisation’s culture let employees decide when and as far as possible how they engage.

This could mean creating an open forum for ideas to solve the biggest challenge facing your organisation, collected over a month, giving the reluctant few time to follow the early adopters, without it feeling like a forced behaviour.


5. Keep up the communication and feedback

Even more important is to keep listening! Once the strategy is in place consider it fluid, there will be more things that come up and new people, company acquisitions or external factors will change the state of play - so don’t be afraid to change.

Opening up the channels of communication with your employees can feel intimidating but it’s only natural that not every idea or ambition that comes out of your workforce can happen, and how you handle saying no can be more important than how you handle saying yes. Make sure they understand the decision making process and what would be better suited. This way it’s a decision you both understand and the employee is better able to come back and try again.


6. Get leadership and managerial buy-in

There has been lots of talk about take the first step with your employees, but it’s important to remember to get buy in from the rest of the leadership team and to ensure your mid tier managers understand what is expected of them too. If employees are engaging the way you want them too but that enthusiasm and drive is not reflected up the organisation, or worse, is rejected, then all your hard work will come to nothing.

Here at ThanksBox we’ve learnt all of this working with some top brands, helping them manage their organisational culture shift.

This has often meant addressing some of the barriers we discussed here - whether it’s understanding gaps in management buy in and how that affects high performing teams or designing a new approach for a uniquely challenging workforce.

We believe that happier and more engaged employees will have a greater sense of purpose, which will ultimately drive business performance. We’d love to discuss our vision and findings further - just book a demo below!


About ThanksBox

ThanksBox helps organisation like yours improve employee engagement.

Arrange a demo to find out how Team ThanksBox can help you

Mark Davies

This post was written by Mark Davies on

Hi, I'm Mark, an insight analyst at ThanksBox. I've bought my love of data with me from my previous life as a physicist and I'm interested in the future of how technology can improve professional relationships.

Do you have any tips for our blog readers?
Share them in the comments below