The 25 best employee engagement strategies to drive retention and social good

When employees are engaged and feel connected to their work and the values behind it, they don’t just clock in — they become more motivated, collaborative, productive, and loyal contributors.

But according to Gallup’s 2025 State of the Global Workforce Report, employee engagement dropped from 23% to 21% in 2024 — the only drop in the last 12 years aside from 2020 — resulting in lost productivity that cost the global economy an estimated $438 billion.

For enterprise leaders, tackling this disengagement is a direct path to reducing turnover and boosting performance. That’s why employee engagement strategies aren’t just productivity tools — they’re a way to foster purpose and belonging across your company. 
In this article, we’ll cover the best employee engagement strategies — including donation matching and paid volunteer time off — to improve employee performance, retention, and satisfaction. Plus, we’ll walk you through how to build a program that fits your company, cultivating a highly productive workforce dedicated to social good.

How to engage employees and foster connection through social impact

Purpose-driven work is a major differentiator in the modern workplace, as shared goals and positive impact can foster a sense of community and connection among your team. Leveraging effective CSR strategies can help encourage a stronger sense of workplace satisfaction.

1. Incentivize employee giving with donation matching 

Support causes close to employees’ hearts by offering a donation matching program to nonprofit organizations. When they donate to their cause of choice, your company donates the same amount, showing employees that your company cares about what’s important to them, encouraging more participation in employee giving and increasing the impact of their contributions.

Using robust CSR software makes it easier to match donations, generate impact reports, and boost employee engagement. Bonterra CyberGrants can help you build a tailored giving program, with features that allow you to streamline the gift matching process, show employees a database of verified nonprofits, and manage employee giving in a single system.

This user-friendly system makes it simple for employees to donate, log volunteer hours, and request matches. For administrative teams, Bonterra automates tracking and reporting, saving time and allowing teams to focus on strategic initiatives and driving greater social impact.

2. Offer paid time off for volunteering

Starting an employee volunteer program and offering paid time off for volunteering makes it clear you see your employees as whole people with passions and concerns outside of work. When you encourage your team to give back and support causes they care about, they’re more likely to feel a stronger sense of purpose and higher levels of engagement. 

As an added bonus, your company will get its name out as your employees have a positive impact on their communities. For an even bigger benefit, consider offering group service projects that let employees give back while strengthening their team bonds.

3. Gamify social good initiatives with team challenges

Inject fun, friendly competition, and visibility into your CSR programs by gamifying giving and volunteering. Set up team challenges, like a sustainable living challenge or a competition to see which team can clean up the most litter.

Then, use leaderboards to track and reward participation. Gamification can drive higher participation rates and boost team camaraderie.

4. Empower the development of employee-led ERGs

Employee resource groups are employee-led internal groups that foster diversity and inclusion. For example, your company may have a group for women in leadership or a team dedicated to organizing volunteer opportunities.

ERGs are powerful drivers of inclusion and purpose, giving employees a structured voice and opportunity to initiate social change to cultivate a stronger sense of belonging. Empowering these groups with resources and autonomy allows them to align their efforts with specific social causes that matter to them.

5. Arrange skill-based pro bono volunteer opportunities

Move beyond basic volunteering with skill-based or pro bono volunteering that allows employees to use their professional expertise to support nonprofit organizations. This strategy provides a high-impact contribution to your community and simultaneously serves as an opportunity for professional development.

Your company can offer workshops or pro bono services like marketing or coding to leverage your team’s unique talents for social good.

6. Measure and report on your team’s impact

After implementing these programs, make sure you start collecting and communicating the results. Measure and report your company’s social impact by tracking key metrics like participation rates, total volunteer hours, and total financial aid contributed.

Sharing impact reports with employees, leadership, and external stakeholders reinforces the purpose behind the work. This storytelling component validates the time and effort employees invested, creating a feedback loop that drives future engagement.

Promoting these stories on public channels can also help boost your company’s reputation, improving customer loyalty and encouraging like-minded job seekers to apply.

Core employee engagement strategies and best practices

Workplace engagement and corporate social responsibility (CSR) can only succeed with internal consistency, authenticity, and honesty. This foundation ensures every employee knows their role, understands the company’s mission, and feels safe and included.

1. Encourage open communication 

Creating a transparent environment that encourages open communication is a great way to start building a culture of trust. Make it apparent that you value everyone’s voice by setting up channels for two-way feedback, holding town halls or all-hands meetings, or creating suggestion boxes where employees can anonymously share ideas.

The key to this practice is actually receiving and responding to their feedback, ensuring your employees feel heard and valued.

2. Set clear expectations  

Make sure employees clearly understand what’s required of them. They should understand the details and requirements of their roles, how to meet the expectations, and the impact of their contributions. Consider creating detailed job descriptions and career ladders, then work with employees to create specific goals. Offer them consistent feedback along the way.

Clear expectations help employees remain focused and on track to success. Clarity reduces confusion, which in turn mitigates frustration and disengagement. Plus, when employees have clear expectations, they’re held accountable and will feel a sense of ownership over their work.

3. Define and promote company values

If your company doesn’t already have a strong set of values, make it a priority to define them. Then, communicate these values often and integrate them into relevant company policies, like a culture of open communication in a company that values transparency.

According to Achievers’ 2024 Engagement and Retention Report, 12% of employees want to leave their jobs to find better culture and value alignment. Strong understanding of company values helps create alignment and shared purpose among employees so they can feel like they’re working toward something bigger than themselves. 

4. Create an inclusive work environment 

Invite employees to bring their whole selves to work by fostering an inclusive culture that celebrates everyone’s unique differences. Accomplishing this means taking a multi-faceted approach, which may involve:

• Offering diversity, equity, and inclusion (DEI) training to leaders and employees
• Making sure hiring and management practices are unbiased
• Cultivating a diverse leadership team
• Developing employee resource groups (ERGs) for different populations — for example, women, veterans, or Black employees
• Ensuring company policies support equity and belonging and are free from bias

Inclusion directly impacts engagement by increasing psychological safety and a sense of belonging. This is a major retention factor, as Achievers reports that 13% wanted to leave their jobs to find a stronger sense of belonging, and 64% of employees who felt like they didn’t align with their work culture intended to look for another job in 2024.

5. Optimize your onboarding process 

There’s no better time to set employees up for success than their first few days. First impressions matter, so make your onboarding process impactful and welcoming by:

• Giving new employees a strong introduction to company culture
• Offering mentorship to help them acclimate
• Clarifying the expectations and responsibilities of their role
• Developing 30-60-90 day plans for an employee’s first few months

Employees who are engaged from the start will buy in right away, leading to longer-term engagement. And when you set employees up for success from day one, you’ll likely see stronger performance.
Make sure you use the best CSR software for corporations to create, manage, and promote your values and share opportunities for your team to do more good.

Cultivate an encouraging, supportive culture

Workplace culture can be what keeps employees motivated or drives them away. Implementing impactful day-to-day practices can help you create a positive, high-performing environment for all employees.

6. Create a fun and engaging workplace

Work doesn’t have to be all work and no play. Instead, foster engagement by scheduling fun events, theme days, or team games to build a sense of community. You can even have employees suggest or co-create some of these experiences, including virtual team-building options for remote or distributed teams.

Having fun together lets your team build camaraderie and get to know each other better. Fun events like team-building activities, volunteer opportunities, and employee-led groups help break up the monotony of work, ultimately improving productivity.

7. Build community for remote employees

If you have remote workers, make sure they feel included and part of the community. Some tips for engaging remote and hybrid employees include:

• Avoid making every team-building event in-person, and instead offer some virtual meetups.
• Create virtual team chats so remote workers don’t miss out on watercooler conversations.
• Consider bringing everyone together for off-site retreats when possible. 

Remote workers will feel more connected to the company and their teammates, helping them feel more engaged overall.

8. Celebrate wins and reward leading contributors

Everyone loves to feel valued. Celebrating and rewarding employees’ accomplishments is a key part of understanding employee engagement. Recognition is directly tied to retention and engagement: Achievers found that 51% of employees who receive recognition at least once a month feel very engaged at work, compared to just 27% who receive acknowledgement once a year or less. Furthermore, 35% of frequently recognized employees rarely think about looking for another job.

These don’t have to be major celebrations; deliberate efforts to recognize good work or contributions can include:

• Keeping track of wins and achievements across teams
• Giving a shout-out in a team chat or company newsletter
• Developing a peer recognition system where coworkers can recognize or nominate each other
• Sending personalized thank-you cards or gifts
• Paying out a bonus for major achievements
• Holding celebratory team-building events 

Celebrating wins reinforces positive behavior, encourages employees to continue achieving, and makes them feel valued, leading to higher morale and performance.

9. Conduct employee satisfaction surveys 

Conducting a recurring employee satisfaction survey can help you understand current engagement levels and discover opportunities for improvement. Whether you run them annually, semi-annually, quarterly, or monthly, you’ll gain actionable feedback about what they like and dislike.
Survey data can reveal gaps in engagement and track participation through anonymous email collection, letting you make changes and see progress over time.

10. Lead by example 

As managers, you’re the carriers of organizational culture, so model what you want to see from your employees. This means being the first to communicate transparently and openly, leading with empathy, and taking accountability. Do these things publicly so your employees see them in action.

This is especially vital given the steep drop in engagement among managers in 2024, falling from 30% to 27%, according to Gallup’s report. Leaders who model engagement and empathy build the culture they want while actively influencing their teams’ commitment.

Invest in your employees’ professional development

Professional development is a major driver of engagement and retention. Employees who see a clear future with their company are often more motivated and productive.

11. Equip employees with the right tools for success

Make it simple for employees to do their jobs by offering them helpful tools and resources. For example:

• Make sure they have technology on hand to reduce manual effort.
• Keep critical technology systems updated and running smoothly.
• Ensure adequate support is available.
• Avoid an overload of tools, as that can lead to overwhelm.  

Strong technology can reduce manual work, increase productivity, and reduce frustration. In turn, employees can fully engage with their work instead of stressing about slow systems or too much manual effort.

12. Facilitate career development planning

Help employees map out their futures with the company by offering career development planning. A lack of sufficient development can affect every level of employee, especially managers. According to Gallup’s report, under half (44%) of managers around the world report receiving management training. Given that those who are trained are twice as likely to be engaged, prioritizing this professional education is essential.

While not every worker will be promoted or change roles, there are always opportunities to learn and develop. Facilitate growth plans, identify stretch assignments for employees to try new things, and set aside a dedicated training budget if possible.

Developing employees are engaged employees. When they have something to work toward and feel that leadership prioritizes their career growth, they’ll likely be more driven and engaged to achieve their individual and the company’s goals. 

13. Provide learning and upskilling opportunities

Learning and development opportunities are critical to an engaged workforce, and there are plenty of options. Investing in these opportunities may look like:

• Bringing expertise in-house with trainings, workshops, or courses at your company
• Encouraging job shadowing or job rotation
• Offering an educational stipend employees can use toward certificates or degrees
• Enrolling in training platforms so workers can take whatever trainings they’d like

Just like with career development, general learning opportunities can unlock employee engagement by giving employees a sense of purpose while helping them feel valued and supported as individuals.

14. Develop mentorship programs

Mentorship programs encourage education and connection for those in the program, leading to higher engagement and satisfaction at work. These programs can take various forms. You can:

• Match new hires or junior staff with more experienced mentors who can help them learn the ropes and grow their careers.
• Create a mentorship program to match workers from different departments who want to learn about new roles.
• Try a “reverse mentorship” that lets more experienced employees or leaders learn from junior workers’ experiences.

15. Encourage employee autonomy 

Achievers’ report found that work flexibility is a top contributor to employee retention and satisfaction, with 23% of employees reporting that it’s a major factor in whether they want to look for a new job or stay with their current company.
Providing employees with the trust and autonomy to get their jobs done increases their ownership and motivation, and it can also lead to greater innovation across the team. You can set basic parameters for objectives and deadlines, but let the employee determine everything else. Autonomy can also extend to where an employee works, if remote work is feasible.

Promote employee health and wellness  

Supporting employee well-being is critical for preventing burnout and sustaining long-term engagement. According to DHR Global’s 2025 Workforce Trends Report, only 18% of employees report not feeling any amount of burnout, so promoting a healthier workforce can directly improve morale, performance, and retention.

16. Prioritize work-life balance

Help employees rest and recharge by promoting a healthy work-life balance. Offer flexible schedules, opportunities for remote work if possible, and a competitive amount of paid time off (PTO). Make sure leadership takes time off to set an example for the rest of the company. Set boundaries for after-hours communication and on-call work so no one feels like they must be available 24/7.

No matter how passionate an employee is about your company’s mission, they still have a life outside of work. Gallup reports that half of the US workforce feels a high amount of stress at work every day. To combat this, encouraging ample time away is essential for managing stress, preventing burnout, and ultimately cultivating a healthier, more productive workforce.

17. Offer impactful employee perks and benefits

Achievers found that 72% of employees would stay in a job with a lower salary if they felt valued, supported, and cared for, but companies must meet financial expectations to provide for employees’ basic needs. 

While standard benefits like fair wages, health insurance, and retirement plans are critical, take it a step further and offer additional benefits to really engage your employees. You might consider offering:

• Fertility support
• Commuter benefits
• Pet insurance
• Home office equipment stipends for remote employees
• Employee assistance programs (EAPs) to support mental health

Adding meaningful benefits shows employees they’re valued beyond their work output and cared for as a whole person. Gallup found that half of all engaged employees report thriving outside of work, compared to just one-third of unengaged employees, suggesting that investing in your team may improve their overall well-being.

18. Hold ongoing employee check-ins

Stay in tune with your employees by holding regular check-in meetings. These don’t need to be overly formal — even a casual one-on-one chat can suffice. What’s important is that you give them a chance to share their experiences with a focus on goals, feedback, support, and career growth. 

These touchpoints boost trust among employees because they see that leadership values their insights. Check-ins also give employees the chance to share their hopes for development and start working on goals to get them to where they want to be. 

19. Encourage cross-department collaboration

Cross-departmental collaboration and teamwork let employees learn from others while building connections outside their immediate teams.

By encouraging joint projects across different teams, allowing employees to cross-train with other departments, or setting shared objectives across teams, you can facilitate continued development and break down silos that can leave workers feeling isolated.

How to develop effective employee engagement programs

Developing a comprehensive employee engagement plan requires a strategic, cyclical approach. Following these employee engagement best practices ensures your efforts are measurable, supported, and sustainable.

1. Collect and analyze data: Start by assessing your company culture and sourcing feedback from employees.
2. Set measurable goals: Based on that data and the insights you discover, put specific objectives in place.
3. Design initiatives: Focus on proven strategies that will move the needle on engagement while also aligning with organizational goals and vision.
4. Get leadership buy-in: Ensure leaders are not only open to the idea but ready to actively participate in engagement initiatives.
5. Communicate broadly: Share initiatives with employees as clearly and transparently as possible. Make sure to be consistent and share via multiple channels.
6. Measure success and iterate: Pay attention to what works and doesn’t, and don’t forget to seek employee feedback. As you learn, make iterations over time to continuously improve your program.

How to improve employee engagement and retention

Gallup’s report found that US workforce engagement fell to 31% in 2024, which is better than the global average (21%), but still far behind the 70% seen in companies that follow best practices. This gap shows that there is work to be done to better engage the workforce, improve employee well-being, and bolster productivity.

Launching your employee engagement program is only the beginning. Its success hinges on how well you execute and maintain your initiatives.

Promoting engagement and retention requires making programs accessible, transparent, and integrated into the daily workflow — without making them feel like extra work. If you want to improve participation and satisfaction among your employees, prioritize the following strategies:

• Audit programs for friction: Identify any internal barriers or slow technology that only frustrate employees and undermine engagement efforts.
• Decentralize responsibility: Empower managers and ERG leaders to own and execute engagement initiatives within their teams, rather than centralizing all effort in HR.
• Focus on the “why”: Ensure all initiatives align with the company’s mission and the employee’s personal growth.
• Tie recognition to values: Make sure recognition programs directly call out how the celebrated behavior aligns with your company’s core values.
• Ensure equity: Regularly review participation rates to verify that all demographics and locations benefit from your wellness, development, and social impact programs.

Boost employee engagement and do more good with Bonterra

The right employee engagement strategies can transform your company’s productivity, morale, and culture. Whether you’re starting from scratch or want to improve existing strategies to drive employee engagement, consider trying the ideas described above. 

If you want to improve employee engagement, consider Bonterra CyberGrants. Here at Bonterra, we’re driven to empower social good through community, purpose, and belonging. Our tools help your company achieve this by supporting donation matching and volunteer programs, helping you stay aligned with purpose-driven strategies. 

It’s easy to keep track of participation and impact, too, which can further drive engagement. With Bonterra, you can cultivate a strong community and culture, all in a single system.

FAQ

What is employee engagement? 

Employee engagement is the emotional and intellectual commitment an employee feels toward their company and its goals. It reflects how motivated they are to contribute to organizational success, and is distinct from satisfaction or happiness.

What are the 4 pillars of employee engagement?

The four commonly cited pillars of employee engagement include:

• Clarity: Providing resources to help employees understand their roles and the company’s vision
• Growth: Offering opportunities for development
• Recognition: Ensuring employees feel valued and appreciated
• Voice: Giving employees a forum to feel heard and share input

What are the 5 C’s of employee engagement? 

The 5 C’s of employee engagement demonstrate the different ways leaders can foster engagement among their workforce. They include:

• Care: Showing empathy and supporting employee well-being
• Connect: Building strong relationships and community
• Coach: Providing guidance, mentorship, and developmental support
• Contribute: Empowering employees to make a meaningful impact, often through social good
• Congratulate: Providing frequent and specific recognition

How do you build a recognition program step-by-step?

To build an employee recognition program, you should generally follow these steps:

1. Define the behaviors that align with your company values.
2. Select a platform for high-frequency, peer-to-peer recognition.
3. Train managers to deliver timely and specific acknowledgement.
4. Link recognition to impact or company values.
5. Measure participation rates and team performance.
6. Adjust the program to better align with employee interests and company goals.

How do you measure ROI of employee engagement strategies?

You can measure ROI of engagement by tracking leading indicators (like employee survey scores, training completion rates, and giving participation rates) and correlating them with lagging business indicators (such as reduced voluntary turnover, lower absenteeism, and increased customer satisfaction scores).

Calculating employee engagement ROI can help you justify the program’s value to shareholders and executives, which can result in higher budgets to expand your initiatives.