A motivated workforce is indisputably higher functioning and is extremely valuable to employers. Engaged teams are said to be 21% more profitable, yet these teams are more the exception than the rule. A study done from Gallup in 2017 revealed that only 33% of US employees are engaged in the workplace.

So how do employers flip the script? What are some common denominators of the most engaged teams?

Here are 5 traits of a winning organization’s employee engagement strategy


1. They Are Great at Recognizing Employee Contributions



Nothing is worse as an employee than doing a ton of work and not being properly recognized. In fact, over 65% of employees report they do not feel recognized at work. All too often, good people leave their jobs because they feel underappreciated.

Don’t fall into this trap! Formalize a recognition system and celebrate contributions loudly if you want employees to stick around and ultimately take an ownership mentality in their roles.

2. They Have a Human-Centric Company Culture


Seemingly obvious things like treating people with respect, having good and open communication with employees, and empathetic leadership are what people respond to best. Winning organizations don’t deviate internally for what they stand for outwardly, and living by these values goes a long way to getting employee buy-in.

3. They’ve Invested in Employee Well-Being


A survey from CareerBuilder’s suggests that 61% of employees are burned out on the job. 61%!! In light of the COVID-19 pandemic, employee well-being has never been more precarious. It’s important workplaces have a flushed out employee well-being strategy, inclusive of both physical and mental supports. Lack of benefits for employees are the #2 reason they leave their job.

Employers that are doing right by their employees have enacted 3 things:

Physical & mental health programs

In light of the pandemic, employee well-being has never been in a more precarious position. The Mental Health Commission of Canada reported that 84% of people have experienced worsened mental health since COVID-19 began. An overwhelming number! Employers are needing to adapt to these circumstances by enacting programs that are conducive to the reality of the new (largely) remote work settings, both from a mental and physical health standpoint.

Social committees and networking opportunities

Workplaces where employees are without friends see only 28% employee engagement, while that number triples when they have 5+ work friends. It’s pretty simple: if employees like who they’re working with, they’re likely to enjoy where they work. Building opportunities to create social opportunities bodes well for employers.



Manager attentiveness to employee wellness

Another one that seems obvious, but employees can see through managers that don’t truly care. Forming a culture that rewards balance outside the confines of the workplace is important, and when employees experience this they’re much more likely to form a positive opinion of their manager. Encouragement of employees’ health and wellness outside of work is critical in gaining their respect.

4. A Stimulating Work Environment

Employees today want to know they’re in a work environment that:

  • Provides them room to grow
  • Gives them exposure to new opportunities and projects
  • Encourages innovation and collaboration

84% of employees say they love tasks that challenge them and allow them to widen their skill set (Towers Perrin, 2003).

5. A good relationship with leaders

The leader’s role in employee retention is critical. Of employees that leave, 75% are in fact leaving their manager, not the job. The importance of the relationship between leader and employee cannot be overstated.



Traits of leaders that employees gravitate towards include:

  • Strong communication skills
  • Attentiveness and good listening
  • The ability to cultivate and maintain team spirit


The embrace of employee wellness and engagement is a paradigm shift in the business world, one that will only grow in relevance as we forge ahead into the unknown of the future workplace through this pandemic. . Evolved leaders will enact a culture of innovation and inclusion to their employee engagement and wellness initiatives, and give them the same energy and care as their core business initiatives that are driving the bottom line. Because if we know one thing: employees are an organization’s most precious asset. Ensuring your employees are flourishing in your work environment will allow you to be one step ahead of the competition.



How headversity Can Help With Employee Engagement


We work with organizations to build a culture of resilience and put mental well-being resources and responsibility right in the employees hands. With resilience, employees are equipped to handle any change or adversity that comes their way. We help your organization proactively tackle adversity and shift their mental health culture from ILL to ALL.

Some of Our Partners

Here are some of Our Partners describing how headversity has made a difference for their organization.


See How headversity Helps