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5 Ways to Boost Employee Engagement After Summer and All Year

5 Ways to Boost Employee Engagement After Summer and All Year

It’s not always easy to get your team back into the swing of things after a season of vacations and summer Fridays. Of course, employee engagement is not just a seasonal issue.  

After a decade of steady increases, the percentage of engaged employees fell from 36 percent in 2020 to 32 percent in 2022, according to research from Gallup. At the same time, the percentage of actively disengaged employees has increased from a low of 13 percent in 2018 to 17 percent in 2022. 

“It’s because everyone’s working remotely,” you say? Actually, remote and hybrid workers have far higher levels of engagement (37 percent) than on-site workers (29 percent). This trend is helping engagement! 

The good news here is that there is tremendous room for growth! Researchers have established a direct correlation between high engagement and clarity of expectations, proper materials and equipment, recognition, development, connection to the organization's mission, and the perception of how much employers care about employee wellbeing. 

Higher engagement leads to increases in productivity, innovation, collaboration, customer satisfaction, safety, and overall organizational successful. As you enter fall, now is the perfect time to create a culture that builds a stronger connection between your company and your team!  


What Is Employee Engagement? 

Based on the definitions of top researchers and HR organizations, employee engagement can be defined as the connection an employee feels with their organization and their commitment to its success. Engaged employees are optimistic, accountable, passionate, and truly invested in their own work and organizational goals and values. 

Here are a few ways your organization can bring out these positive behaviors and attitudes and emerge from summer with higher employee engagement. 


1) Position Each Employee for Success 

Is each individual’s role aligned with their most valuable skills and talents? Are you providing opportunities to improve those skills and talents? Do they have access to resources that can help them improve their physical, mental, and emotional wellbeing? Do you offer mentoring or coaching programs between senior and junior team members? 

Think about what your organization can do to identify and cultivate the very best in every member of your organization so they become more engaged. 


2) Communicate Consistently 

Employee engagement is largely dependent on meaningful communication. How much do you know about your employees beyond their title and responsibilities? When you communicate regularly with employees and have conversations that go deeper than “the job,” you earn their trust, build strong relationships, and show them how much they’re valued, all of which contribute to higher engagement. 


3) Recognize Contributions and Achievements 

When a major goal is reached or a sale or acquisition is closed, are you giving credit to all who made that achievement possible, or do you focus on “key players”? Recognition doesn’t just come in the form of trophies and memos. Create a culture in which managers make it a point to show appreciation for employee contributions, both publicly and privately. 


4) Clarify Your Mission 

Your team wants to believe in your organization’s mission. They want to feel like they have an important role in that mission. When your values and purpose are clear, you attract and retain employees who are more actively engaged and support your mission. 


5Take Engagement Outside the Office 

Think about the connection people will feel to your organization when they attend an event on the organization’s behalf! The Princeton-Mercer Chamber event calendar is packed with networking opportunities, educational events, conferences, and the Albert Einstein Memorial Lecture Series. Each event is an opportunity for organizations and individuals to grow their networks, build relationships, and gain insights into important issues. Events also enable employees to get out of the office in a productive way and engage with new people! 



Average engagement among Gallup’s Exceptional Workplace Award winners is nearly double (70 percent) the engagement of all companies. Research has shown that high employee engagement is directly tied to a strong culture and contributes to better business outcomes. 

As activity ramps up after summer, start taking steps to improve employee engagement and make it an organizational priority throughout the year! 


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