Employee engagement is your business’s secret weapon. Right now, 68% of U.S. employees feel unengaged, creating a silent drain on productivity, innovation, and morale. They’re dragging your organization down like an anchor, costing your bottom line and adding to turnover rates, while holding back potential growth.

There’s a reason engagement matters more than ever. When your people are plugged in, they’re there to contribute, innovate, and drive success. Studies show that engaged employees are 21% more productive and have fewer absences. Compare that to a disengaged workforce that shows up with little enthusiasm or focus, resulting in a workforce where “bare minimum” becomes the norm. It’s a dangerous cycle that can hurt your competitive edge.

So what’s the plan? In this article, we’re breaking down seven tested strategies designed to make an immediate impact on your team’s connection and commitment. From upping transparency to creating professional growth paths, these tactics will get your team engaged, motivated, and ready to give their best.

The Hidden Costs of Employee Disengagement

According to Gallup, disengaged employees cost the global economy an estimated $7.8 trillion in lost productivity. When employees lack motivation, the effects ripple across the organization, leading to decreased efficiency and low morale. Disengagement can even manifest in subtle ways, such as higher absenteeism rates, less accountability, and higher rates of turnover – all of which drain resources and add recruitment and onboarding expenses.

Organizations with high rates of disengagement face major losses in productivity, making it harder to keep pace with competitors who have invested in creating an engaged workforce. Gallup data suggests companies with strong employee engagement enjoy 23% higher profitability, 18% higher productivity, and up to 81% lower absenteeism. Disengaged employees don’t only show up less often – they show up uninspired, unmotivated, and unwilling to go the extra mile.

In addition, disengagement is contagious, impacting employees who start off engaged but become worn down by a work environment filled with low morale and minimal encouragement. Poor engagement is linked to a 60% increase in workplace errors, which can lead to cascading issues in customer satisfaction, brand perception, and even safety, depending on the industry. This silent problem can hold companies back from their potential.

7 Proven Tactics to Improve Employee Engagement Right Now

Engagement doesn’t have to be a complex, time-consuming project. Start with these seven proven strategies that yield measurable results:

1. Prioritize Employee Feedback and Act on It

Feedback is a two-way street. Employees want to feel heard, and when their feedback is acknowledged and acted upon, it fosters trust and commitment to company goals. Studies show that employees who feel their voices are heard are 4.6 times more likely to feel empowered to do their best work.

Actionable Step: Implement regular feedback loops, like quarterly surveys or one-on-one meetings, to check the pulse of employee satisfaction. Follow up with clear communication on how feedback will influence change.

Example: Instead of annual reviews, some companies have shifted to ongoing feedback sessions, improving engagement and productivity by focusing on real-time insights rather than outdated retrospectives.

2. Increase Transparency in Communication

Transparency builds trust, reduces anxiety, and aligns employees with the company’s mission. When leadership is open about company goals, financial status, and challenges, employees feel more invested and respected as contributors.

Actionable Step: Hold monthly or quarterly “All Hands” meetings where leaders share key updates on company health and invite questions from employees. Include project and team updates to keep everyone in the loop.

Example: Organizations that prioritize transparency by sharing metrics, goals, and company performance openly often cultivate a culture of deep trust and commitment.

3. Offer Flexible Work Arrangements

Flexibility is increasingly important to today’s workforce, with 80% of employees indicating they want to retain some form of flexible work schedule. Employees who can balance work with personal life are more likely to bring their best selves to work.

Actionable Step: Create guidelines around remote work, flexible hours, or compressed work weeks based on department needs, ensuring that policies remain consistent across teams.

Example: Many organizations are adopting a “Remote First” approach, where remote work is standard and physical spaces are reimagined as hubs for collaboration, boosting engagement and work-life balance.

4. Implement Microlearning and Professional Development

Today’s employees want opportunities to grow. Microlearning – small, digestible training sessions – allows employees to expand their skill sets without overwhelming them, while signaling that the company cares about their growth.

Actionable Step: Use a platform like Code of Talent to offer bite-sized training modules that employees can complete during breaks or slower periods, keeping development manageable and consistent.

Example: Companies with robust microlearning options, spanning technical and soft skills, report higher retention and productivity as employees upskill according to their own schedules.

5. Encourage Peer Recognition

Employees value recognition, especially from their peers. Peer recognition builds camaraderie, fosters respect, and contributes to a positive work culture.

Actionable Step: Create a simple peer-to-peer recognition program using tools like Slack, where colleagues can give “kudos” for a job well done or helping out on a project.

Example: Simple “kudos” systems where colleagues acknowledge each other’s work foster appreciation and a more collaborative culture.

6. Align Company Values with Employee Goals

Employees who see their values reflected in company goals are more likely to feel a sense of purpose. Aligning values fosters engagement by connecting individual efforts to a larger mission.

Actionable Step: Incorporate value alignment into goal-setting sessions, emphasizing how employees’ contributions drive the mission forward.

Example: When employees see their goals clearly connected to a larger purpose, they often report stronger loyalty and engagement.

7. Support Mental Health and Wellbeing

Wellbeing support shows employees that they are valued beyond their productivity. Companies that provide mental health support have more engaged, healthier employees who are less likely to experience burnout.

Actionable Step: Offer mental health days, access to counseling, and stress management workshops to give employees tangible support for their mental wellbeing.

Example: Companies that support mental health with counseling and mental health days see a healthier, more engaged workforce prepared to thrive.

An engaged workforce is a growing workforce, where each employee feels that their unique needs are valued and accommodated. By nurturing individual and collective engagement, organizations create resilient teams ready to tackle challenges and drive growth.

Improve your team’s engagement journey with tailored, AI-powered microlearning solutions from Code of Talent. Try our platform here.

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