Engaged Employees = Business Success

How to make the Employee Journey count

Jeff Bezos famously told Amazon employees to "wake up terrified," emphasising the importance of staying focused on customer need. However, while urgency can drive short-term results, long-term success doesn't come from fear, it comes from engagement. When employees feel motivated, valued and connected to their work, the business benefits from sustained growth and success.

Despite the clear benefits of engagement, most workplaces struggle to achieve it. In fact, only 23% of employees worldwide are engaged and this disengagement is costing the global economy a staggering £7 trillion annually (Gallup, 2024).

While businesses often obsess over customer experience, we have to ask:

What about the employee experience?

If employees feel undervalued, unmotivated, or unheard, how can they possibly deliver the innovation, productivity and top-tier service that businesses need to thrive?

The data is clear: companies that focus on employee engagement see real, measurable benefits:

18%

higher productivity → 23% increase in profitability (Gallup)

40%

lower staff turnover → greater savings on hiring and training (Josh Bersin)

10%

higher customer satisfaction (Gallup)

20%

more revenue from innovation (Harvard Business Review)

So, what's holding companies back? And more importantly, how can they fix it?

content

Introduction

What Drives Employee Engagement?

01.

Employee Experience: The Key to Unlocking Engagement

02.

Why This Matters

03.

The Employee Journey: Where are you enhancing Employee Engagement?

04.

Employee Journey

Attraction:

Making a Strong First Impression

05.

Recruitment:

Creating a Positive, Welcoming Experience

06.

Onboarding:

Helping New Hires Feel Part of the Team

07.

Performance:

Clear Expectations and Growth

08.

Development:

Supporting Continuous Learning and Growth

09.

Motivation:

Engaging and Inspiring Employees

10.

Belonging:

Fostering an Inclusive Environment

11.

Retention:

Keeping Talent Engaged

12.

Exit:

Turning Departures into Opportunities

13.

Conclusion

Key Drivers of Engagement for Leaders

14.

The Future of Employee Engagement

15.

(01)

What Drives Employee Engagement?

At its core, Employee Engagement is the emotional commitment
employees have towards their work and organisation. It goes beyond job
satisfaction, it's about feeling motivated, connected and eager to contribute
to the company's success.

But engagement isn't static. It's shaped by a dynamic mix of internal and external factors:

Internal Factors:

Company Culture – A strong culture creates a sense of belonging, purpose and commitment.
Leadership & Management – Inspiring leaders and clear communication are key to driving engagement.
Career Growth & Recognition – Employees excel when they can see clear career progression and feel valued.

External Factors:

Economic Conditions – Recessions, inflation and job security concerns directly affect engagement.
Technological Shifts – Advances in AI and automation may create uncertainty but also create new growth opportunities.
Flexible Working & Employee Wellbeing  – Employees increasingly seeking flexibility, well-being and alignment with company values.
Generational Differences – Gen Z prioritise flexibility and purpose, while Baby Boomers value job security and stability.
Global Events – Pandemics, political instability and cultural shifts can significantly impact employee well-being and motivation.

To build a truly engaged workforce, organisations must adopt a holistic and adaptive approach that not only prioritises the employee experience but also responds to the rapidly evolving dynamics of the modern workplace.

(02) Employee Experience:

The Key to Unlocking Engagement

The Employee Experience (EX) covers every interaction employees have with their organisation, from recruitment and onboarding to career development and even their exit. Each stage offers a chance to influence engagement, motivation and performance.

When businesses invest in creating meaningful employee experiences, they unlock:

Higher Retention & Loyalty – Employees stay longer when they feel valued.
Greater Performance & Collaboration – Engaged teams drive better business outcomes.
A Stronger Company Culture – Positive experiences reinforce alignment with company goals.

At the heart of a successful Employee Experience lies the interplay between thoughts, feelings, behaviours and motivation:

Thoughts – Employees' perceptions of their role, growth and purpose influence engagement.
Feelings – Recognition, inclusion and well-being fuel motivation.
Behaviours – Engaged employees take initiative, collaborate and innovate.
Motivation – When employees see how their work contributes to a bigger mission, they perform at their best.

(03)

Why This Matters

Employee engagement isn't just an HR initiative, it's a business imperative. When organisations get it right, they create a workforce that is motivated, productive and committed to driving success.

What if, tomorrow, you discovered that three out of four employees at your company are disengaged, merely going through their routine and disconnected from their everyday work?

In this report, we'll explore how to harness Employee Engagement at every stage of the Employee Journey, turning it into a competitive advantage that fuels growth, innovation and long-term business success.

Let's begin.

(04)

The Employee Journey:

Where are you enhancing Employee Engagement?

The Employee Journey breaks down Employee Engagement into key stages, from attraction to exit. At each stage, employees have thoughts and feelings that shape how connected they feel to their work and the company.

By improving the employee experience at every stage, organisations can boost engagement, leading to better behaviours and attitudes that drive performance and business success.

The goal is to create an experience that connects with employees both emotionally and professionally, encouraging greater commitment and motivation.

A thoughtfully crafted employee experience should fulfil essential employee needs at each stage. Here's how organisations can build meaningful engagement throughout the journey.

How can you make a scalable impact?

Harnessing Technology to Drive Engagement

Building on the key drivers we've discussed; technology now plays a crucial role in boosting Employee Engagement. By integrating digital solutions with personal interactions, organisations can:

Create Personalised Experiences

Technology allows companies to customise engagement, ensuring each employee's needs and preferences are met. This makes their experience more relevant and impactful.

Ensure Consistency and Scalability

With digital engagement solutions, companies can ensure that every employee, no matter the size of the organisation, has a consistent experience aligned with the company's values, culture and goals.

Gain Actionable Insights

Engagement platforms collect valuable data, offering companies insights into employee sentiment, trends and areas for improvement. This helps organisations fine-tune their strategies and make data-driven decisions.

Time for an internal move?

Successfully adapting to
a company change

(05)

Attraction

Making a Strong First Impression

Engagement starts long before the hiring process commences. How your company presents itself influences who applies and their initial commitment to your organisation.

Reaching hands symbolizing connection and support

To effectively engage candidates early on, it's important to go beyond traditional job postings. Focus on creating a strong employer brand that reflects your culture, values and mission. Use your website, social media and employee channels to showcase your company's identity. When candidates understand who you are, they can assess if they align with your values before applying.

Your Employee Value Proposition (EVP) is key. It should highlight career growth, a supportive and flexible work environment and meaningful work. Today's candidates are increasingly prioritising purpose-driven companies that match their values. A strong EVP demonstrates how your company supports both professional development and personal well-being, making it more attractive to potential employees.

Transparency builds trust. Clear communication about job expectations, career progression and the hiring process ensures candidates are informed and confident in applying. This openness not only fosters enthusiasm but also sets the stage for long-term engagement, as candidates feel welcomed and valued from the start.

By presenting a genuine and transparent brand, you can attract candidates who are not only qualified but also motivated to contribute to your company's success.

(06)

Recruitment

Creating a Positive, Welcoming Experience

Recruitment is not just about filling a position; it's about creating an experience that shapes their perception of your organisation. Remember, candidates have a choice too and how they feel during the hiring process influences their decisions and future engagement.

To create a positive, welcoming experience, consider the following:

Consistency Matters

Reinforce the impression that encouraged them to apply, ensuring your company's purpose, culture and values are clear in every interaction.

Feelings

Positive emotional experiences, like recognition and inclusion, fuel intrinsic motivation. While negative emotions such as frustration or burnout can lead to disengagement.

Behaviours

Engaged employees demonstrate proactive behaviours, commitment, collaboration and problem-solving. These actions drive team success and help the organisation achieve its objectives.

Consistency Matters

Reinforce the impression that encouraged them to apply, ensuring your company's purpose, culture and values are clear in every interaction.

Communication is Key

Keep candidates informed with timely updates and clear next steps. Transparency builds trust and respect.

Be Realistic

During interviews, offer a true picture of the work environment and assess both their fit with the job and alignment with your company's values. Even if they're not hired, ensure they leave with a positive experience. They may reapply, refer others or become advocates for your company.

Treat recruitment as an opportunity to showcase your organisation's values, respect for candidates and commitment to transparency. Doing so will help you attract, secure and retaining talent.

(07)

Onboarding

Helping New Hires Feel Part of the Team

Onboarding is a crucial stage in the employee journey, setting the foundation for a new hire's success and integration into the company. A great onboarding experience validates their decision to join, making them feel welcomed, informed and ready to contribute from the start.

Key elements of an engaging onboarding experience include:

Clear introductions

to company purpose, culture, values, leadership and team members to foster an immediate connection.

Comprehensive orientation

that covers job responsibilities, key milestones and resources to ensure they're prepared to succeed.

Access to tools and platforms

enabling a smooth transition to productivity.

Mentorship or buddy systems

that provide guidance and support, helping new hires feel more integrated and confident in their role.

Regular check-ins and feedback

to address questions or concerns early and keep new hires on track.

Technology can play a pivotal role in optimising the onboarding process. Digital and interactive platforms can streamline administrative tasks, provide tailored learning modules and create immersive experiences that foster a strong connection between the employee and the company from day one. These solutions not only enhance efficiency but also make the process more dynamic and engaging.

Similarly, the period before they officially join, sometimes referred to as pre-boarding, can make a significant difference in the employee's perception. Sending a welcome email, providing access to key materials, or introducing them to the company culture creates a positive first impression and helps reduce uncertainty before their first day.

While pre-boarding sets the stage, a well-structured onboarding process strengthens the employee's connection with the company, laying the foundation for long-term engagement and retention.

(08)

Performance

Clear Expectations and Growth

Setting clear expectations, providing ongoing support and recognising achievements are essential for keeping employees motivated and engaged.

Establish Clear Expectations from the Start

Employees need a clear understanding of their roles and how their work aligns with the company's goals. This gives them purpose and direction from day one.

Constructive Feedback for Growth

Performance feedback should be specific and focused on growth, highlighting both strengths and areas for improvement. When employees understand where they excel and where they can improve, they are empowered to take ownership of their development.

Ongoing Performance Conversations

Rather than relying solely on annual reviews, regular check-ins are key to maintaining open dialogue. These discussions address challenges, celebrate progress and allow for timely adjustments, building stronger relationship between employees and managers.

Recognition to Fuel Motivation

Regular recognition, whether through formal awards or informal praise, reinforces employees' value and keeps them motivated. Acknowledging hard work boosts morale, fosters a culture of appreciation and encourages excellence.

By establishing clear expectations, maintaining consistent communication, offering constructive feedback and providing recognition, organisations can create an environment that encourages continuous growth, motivation and high performance.

(09)

Development

Supporting Continuous Learning and Aspirations

Providing growth and career advancement opportunities is essential for maintaining employee motivation and loyalty. Access to training programmes, mentorship and cross-department projects helps employees develop new skills and understand their potential within the company. This approach demonstrates the organisation's commitment to their growth, not just filling a role.

By investing in their long-term success, companies help employees see a clear path, which ignites purpose and encourages engagement. Clearly defined paths foster a forward-looking mindset, where employees believe their hard work and dedication will lead to growth opportunities.

Investing in development strengthens employees' emotional connection to the organisation. As they take on new responsibilities and challenges, they remain excited and engaged. Ongoing learning opportunities and challenges beyond their current skills keep employees engaged eager to contribute and committed to their development.

Development

In the long run, focusing on development not only boosts engagement but also enhances retention. Employees who feel supported in their growth are more likely to remain loyal and invested in the company's success.

(10)

Motivation

Engaging and Inspiring Employees

Motivated employees are more productive, creative and loyal. To foster motivation, it's crucial to align employees' work with what matters most to them. When employees find purpose and fulfilment in their tasks, intrinsic motivation naturally emerges. While recognitions and bonuses remain important for reinforcing positive behaviours, intrinsic motivation is often more powerful than external rewards.

Empowering employees with ownership over their projects also boosts motivation. When they can make decisions and solve problems, they feel more responsible and engaged. This autonomy not only increases motivation but also drives personal and professional growth.

Enable decision-making and problem-solving in their roles.

Trust them to choose how they tackle their work.

Recognise and celebrate achievements to reinforce ownership and engagement.

When employees' personal goals are aligned with organisational objectives, they are more driven and perform at their best. By cultivating both intrinsic motivation and offering external rewards, companies can ensure that employees remain inspired, leading to improved performance, greater innovation and long-term loyalty.

(11)

Belonging

Fostering an Inclusive Environment

People having a conversation in a modern office setting

(11)

Belonging

Fostering an Inclusive Environment

Employees who feel a sense of belonging are more likely to collaborate, stay committed and contribute meaningfully. A strong sense of belonging builds trust and loyalty, which ultimately boosts engagement and performance. To cultivate this, organisations must prioritise diversity, equality and inclusion initiatives that promote equal opportunities for all employees.

Creating a safe environment where employees can express themselves and contribute ideas is key. Open communication and inclusivity empower employees to bring their whole selves to work, which strengthens creativity and problem-solving. When employees know their voices matters, they are more likely to engage fully in their work and collaborate effectively with their colleagues.

Additionally, promoting teamwork across departments and offering social activities outside of work can further solidify these connections. Activities that bring teams together, such as team-building events or casual meetups, allow employees to build relationships on a personal level, which enhances trust and cohesion. When employees feel valued, respected and connected to both their peers and the company, their loyalty and investment in the organisation deepens.

By building a culture of belonging, organisations not only create a more inclusive and supportive work environment but also significantly enhance Employee Engagement and long-term retention.

(12)

Retention

Keeping Talent Engaged

Retaining talent is essential for maintaining a stable and motivated workforce. To keep employees engaged, organisations must provide a combination of competitive compensation, career growth opportunities and a positive work environment. When employees feel that they are fairly rewarded for their work, it fosters a sense of value and appreciation that encourages them to stay committed.

In addition to offering competitive salaries and benefits, it's important to recognise and celebrate employees' contributions regularly. Taking the time to check in on their job satisfaction, career goals and overall well-being helps ensure that employees feel heard and understood. By actively listening to their needs, organisations can align the work experience with employees' personal and professional aspirations, which boosts engagement and reduces the risk of turnover.

By prioritising retention strategies that focus on growth, recognition and alignment with employees' goals, organisations can ensure long-term engagement and success.

(13)

Exit

Turning Departures into Opportunities

While the exit stage marks the end of an employee's journey with an organisation, it doesn't have to be the end of the relationship. Departures are a natural part of working life, driven by new opportunities, changing circumstances or simply the need for a fresh start. However, how organisations handle these goodbyes can leave a lasting impression. A thoughtful and compassionate exit ensures that employees can leave feeling valued and respected which in turn shapes their lasting perception of the company.

Genuine, open exit conversations provide more than just data, they provide insights into the real employee experience. When people feel safe to share honest reflections about their time with the organisation, it creates an opportunity for meaningful learning. Understanding why someone chooses to leave, whether due to growth limitations, management challenges, or cultural fit, can reveal patterns that influence future engagement plans and initiatives.

Genuine, open exit conversations provide more than just data, they provide insights into the real employee experience. When people feel safe to share honest reflections about their time with the organisation, it creates an opportunity for meaningful learning. Understanding why someone chooses to leave, whether due to growth limitations, management challenges, or cultural fit, can reveal patterns that influence future engagement plans and initiatives.

But meaningful exits go beyond the final interview. When managers regularly check in with their teams and foster open dialogue, it creates space for employees to voice concerns or aspirations early on. This ongoing connection strengthens trust and can highlight early warning signs, giving leaders the chance to support and retain talent before employees decide to walk out the door.

Finally, treating departing employees with dignity and transparency leaves the door open for future possibilities. Whether through alumni networks, referrals or even boomerang hires, former employees can become valuable advocates. When people leave with a sense of appreciation and goodwill, they're more likely to recommend the company or even return later with fresh skills and enhanced perspectives. Handled with empathy and care, exits can become more than just a departure, they can become bridges to future opportunities, growth and a stronger employer brand.

(14)

Key Drivers of Engagement for Leaders

As we've discussed, Employee Engagement is a key factor in driving organisational success. But for it to go from just a buzzword to a real competitive advantage, leaders need to focus on a few crucial areas.

Effective Employee Engagement starts at the top, with leaders and managers playing a pivotal role in shaping and sustaining a culture where employees feel valued, motivated and committed.

Rather than viewing engagement as an HR-led initiative, forward-thinking leaders recognise it as a strategic business enabler, one that directly impacts productivity, retention and overall performance. Great leaders set the tone through their own behaviours, modelling the values, attitudes and standards they expect from their teams.

By prioritising engagement as a long-term investment rather than a discretionary cost, they demonstrate its importance in driving business success. This means actively fostering open communication, recognising contributions and creating opportunities for growth. Crucially, leaders who embed engagement into the fabric of their organisation, not as a 'nice to have' but as a core business priority, unlock higher levels of discretionary effort, innovation and loyalty from their people.

(15)

The Future of Employee Engagement

It is obvious that there is real value to be gained from organisations focusing on engaging their employees. The benefits are clear: higher productivity, stronger retention, improved customer satisfaction and ultimately, greater business success. To exploit these benefits, Employee Engagement needs to be viewed as a vital business enabler and not just another HR activity. The future of Employee Engagement lies in the ability of organisations to create authentic, relevant and memorable employee experiences and move beyond traditional engagement initiatives.

Introducing technology to deliver personalised, dynamic and data-driven experiences that genuinely resonate with their people will be a game changer. Now is the time to reimagine Employee Engagement not as a periodic initiative, but as a continuous, technology enabled journey that inspires loyalty, motivation and long-term business impact.

How can we help?

At Motivait, we design, develop and manage digital solutions that inspire motivation, participation and engagement of individuals, always considering the culture, context and objectives of our clients.

By blending our expertise in Consulting, Creative Design & UX, Gamification and Communication with innovative Technology, we create bespoke solutions designed to deliver tangible benefits and measurable results.

If you're interested in learning more, we'd be happy to connect.

references

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Ewenstein, B., Smith, W., & Sologar, A. (2015) Changing change management. McKinsey & Company.
Available at: https://www.mckinsey.com/featured-insights/leadership/changing-change-management/

Gallup (2019) Employee engagement drives growth.
Available at: https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx

Gallup (2020) How to improve employee engagement in the workplace.
Available at: https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx

Gallup (2025) State of the global workplace.
Available at: https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx

HR Dive (2023) Internal hiring saves money and boosts retention but has fallen in recent years.
Available at: https://www.hrdive.com/news/internal-hiring-saves-money-boosts-retention/693944/

Stein, D., Hobson, N., Jachimowicz, J. M. and Whillans, A. (2021) How companies can improve employee engagement right now.
Available at: https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now

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