30 Fun, Creative and Effective Employee Engagement Ideas and Activities

Looking for employee engagement ideas you can actually use? This guide shares 30 proven employee engagement activities you can run right away, whether your teams are in office, remote, or frontline, along with tips on how to choose the right ones and measure what’s working.

Employee engagement today isn’t just about perks or events. It’s about how work actually feels. That disconnect is at the heart of the growing culture gap highlighted in ContactMonkey’s Global State of Internal Communications (GSIC) Report 2026. Employees are looking for trust, clarity, and connection during constant change, while Internal Comms and HR teams are being asked to deliver culture and alignment without the systems, time, or resources to scale it. Feedback is being collected more than ever, yet visible action often lags behind.

That’s why the most effective employee engagement initiatives focus on culture building. Activities that reinforce recognition, belonging, voice, and well-being help turn values into everyday experiences employees can feel, not just read about.

If you’re an HR or Internal Comms team looking to improve engagement without overcomplicating things, start simple. Choose one or two employee engagement activities aligned with your goal, run them consistently for 30 to 60 days, and pay close attention to participation and sentiment before scaling.

This guide brings it all together with 30 of the best employee engagement ideas for today’s workplace, plus practical guidance to help you choose what fits and track impact over time.

What is Employee Engagement?

Employee engagement is the level of commitment, motivation, and connection employees feel toward their work and their organization. In other words, it’s about whether people feel energized by their work and supported by where they work.

Engaged employees don’t just complete tasks. They:

• Understand why their work matters
• Feel a sense of belonging and trust
• Are more likely to contribute ideas, collaborate, and stay

Employee engagement isn’t a one-time initiative or an annual survey. It’s an ongoing experience shaped by how employees are recognized, heard, supported, and included as part of everyday culture. And with only about 21 percent of employees globally saying they feel engaged at work, it’s no surprise that most organizations rely on a mix of activities and communication touchpoints to build engagement over time.

Benefits of Employee Engagement and Why Activities Work as a Strategy

Engagement isn’t just a “nice to have.” Gallup research shows that organizations with higher engagement levels see meaningful differences in retention, performance, and employee morale, while low engagement has been linked to an estimated US $438 billion in lost productivity globally. That’s why well-designed employee engagement initiatives matter. They turn strategy into action by creating visible, repeatable moments where employees can participate, respond, and connect. They help organizations:

• Reinforce recognition, belonging, and wellbeing in practical ways
• Engage employees across locations with in-person, remote, and virtual employee engagement activities
• Test, learn, and improve using feedback and participation data

How to Choose the Right Employee Engagement Activity for Your Team or Company

Not every activity works for every team. The best employee engagement activities are chosen based on what you want to improve and what your real-world constraints are. Start with the outcome you care about, then narrow by budget, time, and setting.

Pick your employee engagement activities based on your internal comms goals

If you’re clear on the outcome, it’s much easier to pick the right activity.

Recognition and appreciation: Recognition-focused activities work best when effort is high but visibility is low. These activities help employees feel seen for both results and progress, reinforcing the behaviors and values the organization wants to encourage. They’re especially effective during busy periods, after major projects, or when morale needs a lift.

Connection and belonging: Connection-driven activities create shared experiences that help teams build trust and familiarity. They’re particularly important for hybrid and remote teams, new hires, or teams going through change, where informal interaction doesn’t happen naturally. Strong connection reduces isolation and helps employees feel part of something bigger than their role.

Growth and career development: Growth-focused activities support learning, skill building, and exposure to new ideas or leaders. These activities signal that the organization is invested in employees’ long-term development, not just short-term output. They’re especially impactful for retention, engagement, and keeping high performers motivated.

Voice and feedback loops: Voice-driven activities make it easy for employees to share input and see how it’s used. They’re critical when trust is fragile, communication feels one-sided, or leadership needs clearer insight into what employees are experiencing. The key isn’t just collecting feedback, but visibly acting on it.

Wellbeing and sustainable performance: Wellbeing-focused activities help employees manage energy, stress, and workload in a sustainable way. These are most effective when they reduce pressure rather than add to it, reinforcing healthy habits instead of competition. Over time, this supports both engagement and long-term performance.

Pick your employee engagement activities by internal comms constraints

Even the best idea won’t work if it doesn’t fit your reality. Once you’re clear on goals and constraints, choosing the right activity becomes much simpler and far more effective.

• Budget: Many effective ideas for employee engagement are free or low cost. Recognition, feedback, and communication based activities often outperform expensive one off events.
• Time: Not everything needs a half day workshop. Some of the most impactful activities take five minutes and can be embedded into existing workflows.
• Setting: Make sure the activity fits how your people actually work. In office teams, remote employees, hybrid groups, and frontline workers all need slightly different formats to feel included.

How to Measure if Your Employee Engagement Initiatives Are Working

If you can’t measure engagement, it’s hard to know what to repeat, fix, or stop. The goal isn’t perfect data. It’s having simple, consistent signals that show whether your employee engagement initiatives are landing with employees.

The 3-layer measurement model for employee engagement

You don’t need dozens of metrics to understand whether employee engagement initiatives are working. Most teams get meaningful insight by tracking three layers together: participation, communication engagement, and sentiment.

• Participation tells you whether employees are showing up at all. This includes basics like RSVPs and attendance for events, survey or poll completion rates, and submissions for contests, ideas, or recognition. If participation is low, it’s often a sign that timing, relevance, or visibility needs adjustment.
• Communication engagement shows whether your messages are actually being seen and interacted with. Metrics like email open rates, clicks, and read time help you understand reach, while breaking engagement down by audience segment such as role, location, or department highlights where messages resonate most. Looking at trends over time matters more than one-off spikes.
• Sentiment captures how employees feel, not just what they do. Short pulse surveys with one to three questions after key activities, qualitative comments, and quarterly eNPS scores help track shifts in morale, trust, and overall engagement.

Together, these layers show whether employees are showing up, paying attention, and responding positively over time.

How to think about ROI for employee engagement activities

ROI framing for employee engagement activities isn’t about calculating a strict dollar return for every initiative. It’s about understanding whether an activity is worth continuing, improving, or scaling based on clear signals of impact. This pressure isn’t theoretical. GSIC 2026 shows that more than 40% of teams prioritize measurement and analytics, and 24% say proving ROI is a core concern, making simple, repeatable signals more important than ever. Instead of forcing hard ROI math, focus on leading indicators that show whether an activity is actually landing with employees.

Start by comparing the effort and cost of an activity to signals like participation rates, feedback volume, and manager involvement. Look for patterns over time, such as higher repeat participation or more thoughtful responses, rather than judging success on a single moment.

Retention and performance can be referenced, but carefully. These outcomes are usually correlated with engagement over time, not caused by one activity alone, so they’re best used as directional indicators rather than proof.

If you only track one metric per activity:

• Recognition → repeat participation
• Feedback → comment volume and sentiment
• Events → attendance trends
• Communications → read time, not just opens

Over time, this approach helps teams make smarter decisions about which employee engagement activities to scale, adapt, or retire without overcomplicating measurement.

Find the right employee engagement idea for your scenario

• Short on time? Start with ideas 7, 8, or 23
• Remote or hybrid teams? See ideas 8, 9, 13, 14, 19, 23
• Frontline teams? Try ideas 13, 17, 22, 23
• Low budget? Focus on ideas 5, 7, 9, 13, 22, 23
• Quick morale boost? Jump to ideas 4, 5, 7, 8, 17, 18

Prefer a longer-term plan? Jump ahead to the 12-month employee engagement activities calendar below to see how these ideas can be paced across the year.

30 Employee Engagement Ideas That Actually Work

Not all employee engagement ideas deliver the same results. The activities below are practical, proven, and designed to work across in office, remote, hybrid, and frontline teams. Each one includes guidance on what it improves, how to run it, and how to measure impact, so you can choose ideas that fit your goals and actually move engagement forward.

1. Choose Your Own Workday

Choose Your Own Workday lets employees design their ideal workday once a quarter. That could mean flexible hours, a meeting-free block, or choosing when to focus solo versus collaborate. Afterward, people share what worked (and what didn’t), giving managers real insight into how teams do their best work.

This works because it gives employees real autonomy, not just flexibility on paper. When people control how they work for a day, they’re more engaged and more honest about what actually helps them focus, collaborate, or recharge. The real value shows up in the patterns managers see afterward. Insights around meeting overload, focus time, or burnout risks become much easier to spot, and when those insights lead to small, visible changes, trust grows. Especially as Gallup research shows manager engagement has declined in recent years, this kind of listening matters. All of that makes this idea one of the most effective employee engagement ideas you can run with very little effort.

What it improves: Autonomy, wellbeing, trust, productivity

Time and cost: One workday per quarter, no direct cost

How to run it:

1. 1. Define a few non-negotiables in advance, such as core working hours, customer coverage, or critical meetings that still need to happen
2. 2. Ask each employee to share one short reflection on what helped or hindered their day, either in a form, Slack thread, or team meeting
3. 3. Review responses as a group and identify 1–2 patterns managers can test more broadly

Works best for: In office, remote, and hybrid teams, especially knowledge-based roles with flexible schedules.

How to measure: Participation rate, qualitative feedback, and follow-up changes to meeting norms or schedules

2. Reverse mentorship week

Reverse mentorship shifts the usual script by having junior employees mentor leaders on topics they live and breathe. Whether that’s Gen Z culture, TikTok and social trends, new tools, inclusive language, you name it. When the roles are reversed, engagement happens almost instantly. Giving the juniors the mic creates instant engagement, opens up honest conversations, and helps leaders learn directly from the people closest to what’s changing. 

This works because it flips the power dynamic in a way that immediately changes the conversation. Changing who leads the conversation changes how people show up. When junior employees lead, they bring an unfiltered perspective on tools, culture, and language that leaders may not otherwise hear. That role reversal builds trust quickly and makes employees feel genuinely valued. This way, leaders get honest perspective, while employees feel trusted, heard, and genuinely involved in shaping how the organization thinks and works. It’s also one of the most unique employee engagement initiatives for leadership awareness, because learning happens through real dialogue, not presentations.

What it improves: Trust, inclusion, learning, leadership awareness

Time and cost: 30 to 60 minutes per session, low cost

How to run it:

1. 1. Match leaders with junior employees from different teams, roles, or backgrounds to maximize perspective
2. 2. Let mentors choose practical topics they already use or care about, such as tools, trends, or communication styles
3. 3. Encourage leaders to share one concrete takeaway or change they plan to make after the session, and communicate it back to the team

Works best for: All work environments, with virtual sessions making it especially accessible for remote and hybrid teams.

How to measure: Participation, leader feedback, and follow-up behavior or language changes

3. Secret skills festival

A Secret Skills Festival invites employees to host short, 15-minute sessions on talents unrelated to their job, from AI art and fermentation to improv or Excel wizardry. Think of it like a talent show, but at work. No job titles, no pressure. It gives people an excuse to step outside their comfort zones, share something unexpected, and chances are, everyone walks away having learned something new.

What it improves: Belonging, creativity, connection, confidence

Time and cost: 15 to 30 minutes per session, very low cost

How to run it:

1. 1. Ask employees to volunteer a skill or hobby they’d like to share in a 10–15 minute session, with no connection to their job required
2. 2. Keep sessions casual and time-boxed so they feel fun, not intimidating
3. 3. Include a quick demo or story followed by Q&A to keep the energy high

Works best for: In office, remote, and hybrid teams, with virtual sessions making it easy to include everyone.

How to measure: Attendance, number of presenters, and sentiment feedback after sessions

4. Office olympics

For all The Office lovers, this one is for you. Office Olympics are a series of simple, fun challenges that bring teams together through friendly, inclusive competition. Activities can range from trivia and mini games to creative or active challenges that don’t take themselves too seriously. They’re an easy way to add energy into the workday and create shared moments that teams actually enjoy, making them effective team-building employee engagement activities.

What it improves: Connection, morale, teamwork, belonging

Time and cost: 30 to 90 minutes, low cost

How to run it:

1. 1. Plan a mix of trivia, hands on challenges, and light physical games
2. 2. Keep competition friendly so everyone feels comfortable joining
3. 3. Reward participation and team spirit rather than just winning

Works best for: Office Olympics can be adapted for in-person, virtual, or hybrid teams with small format changes.

How to measure: Attendance, participation across teams, and post event sentiment feedback

5. Host photo competitions

A workplace photo competition gives employees an easy, creative way to participate and share sneak peeks into their lives outside of work. Using simple seasonal or holiday themes helps spark conversation and connection across teams, making this one of those creative employee engagement ideas that encourages interaction, especially when employees can vote for their favourites.

What it improves: Belonging, connection, creativity, morale

Time and cost: 5 to 10 minutes to participate, very low cost

How to run it:
1. Choose a clear theme such as summer moments, winter vibes, Halloween, or Christmas
2. Collect entries in one shared space (e.g. a Slack channel) and keep the rules simple
3. Let employees vote for their favorites to boost interaction

Works best for: Whether your employees are remote, hybrid or in-person, this idea works well across all settings, teams, and locations.

How to measure: Number of submissions, votes cast, and overall participation

6. Organize regular lunch and learns

Lunch and Learns are informal sessions where employees gather to learn from each other about topics that range from company goals and priorities to industry trends. When run monthly and kept conversational, they become an easy employee engagement initiative that supports learning, curiosity, and open dialogue.

What it improves: Growth, alignment, connection, curiosity

Time and cost: 30 to 60 minutes, low cost

How to run it:
1. Set a recurring cadence so employees know when to expect it
2. Rotate speakers across teams or leadership
3. Leave time for open Q&A and discussion

Works best for: In office teams can meet over lunch in shared spaces. Remote and hybrid teams can join virtually or watch recordings later.

How to measure: Attendance, questions asked, and short post session feedback

7. Start a gratitude wall

A gratitude wall is a shared space where employees can publicly thank or recognize each other for help, effort, or support. It can be digital or physical, using something as simple as quick Post-it notes on a bulletin board or whiteboard. It’s a fun, quick way for appreciation to show up in the flow of work, and teams can even colour-code notes based on company values to reinforce what matters most.

This works because recognition feels more meaningful when it comes from peers, not just managers. Quick thank-you notes make appreciation visible and reinforce positive behavior in real time. Over time, this kind of consistent, low-pressure recognition strengthens belonging and morale. Plus, who doesn’t love getting a kudos!

What it improves: Recognition, morale, belonging, motivation

Time and cost: 1 to 2 minutes per post, very low cost

1. How to run it:
2. 1. Set up a dedicated space, such as a Slack channel or a physical board in a shared area
3. 2. Encourage short, specific thank you notes tied to real moments or actions
4. 3. Highlight a few posts regularly to keep participation going

Works best for: In office teams can use a physical wall in shared spaces, while remote and hybrid teams benefit from a digital gratitude wall that’s easy to access asynchronously.

How to measure: Number of posts, unique contributors, repeat participation, and sentiment feedback over time

8. Host team lunches and virtual coffee breaks

Casual team meals and coffee breaks create simple, informal moments for employees to connect without an agenda. Whether it’s a shared lunch or a virtual coffee chat, these sessions give people space to talk, laugh, and get to know each other beyond their roles, just as they would in a physical office. They’re easy to run, easy to join, and one of the most accessible virtual employee engagement activities for remote teams.

What it improves: Connection, belonging, team cohesion, wellbeing

Time and cost: 10 to 60 minutes, free to low cost depending on format

1. How to run it:
2. 1. Schedule them regularly so they become part of the team rhythm
3. 2. Keep participation optional and groups small
4. 3. Set the tone as social only, with no work talk expected

Works best for: All work environments. In office teams can meet for shared meals, while remote and hybrid teams can join over video.

How to measure: Attendance, repeat participation, and short sentiment check-ins

9. Organize a company wide book club

For all the book lovers, a company-wide book club offers a simple way to connect through shared reading and conversation. Whether the topic is leadership, industry trends, or fiction, it’s an easy way for employees to exchange perspectives. It’s one of those fun employee engagement activities that brings people together around a shared interest.

What it improves: Connection, learning, belonging, curiosity

Time and cost: 30 to 60 minutes per discussion, low cost

How to run it:
1. Let employees vote on the book of the month
2. Set a clear but flexible reading timeline
3. Host casual discussion sessions with no pressure

Works best for: Book clubs work across all settings and can be run either in-person or virtually, making it easy for employees to participate regardless of location.

How to measure: Participation in discussions, repeat sign ups, and sentiment feedback after sessions

10. Organize in-person team events

In-person team events give employees a chance to connect face-to-face in a fun, social setting that feels different from the workday. Activities like trivia nights, karaoke, or escape rooms encourage laughter, friendly competition, and teamwork, helping strengthen relationships and team chemistry.

What it improves: Connection, belonging, morale, collaboration

Time and cost: 1 to 3 hours, moderate cost depending on activity

How to run it:
1. Choose activities that are inclusive and easy to participate in
2. Keep the focus on fun rather than performance
3. ​​Mix up activities to match different interests and comfort levels

Works best for: These work best for in office teams or location based groups.

How to measure: Attendance, repeat participation, and post event sentiment feedback

11. Organize team offsites or retreats

Team offsites and retreats give employees time away from the usual work environment to reset, reconnect, and focus on bigger picture goals. Stepping out of your day-to-day routines creates space for deeper conversations, better collaboration, and stronger relationships. Whether adventurous, outdoors-focused, or more reflective, team offsites usually leave teams feeling more aligned and energized.

What it improves: Connection, alignment, collaboration, wellbeing

Time and cost: Half day to multiple days, moderate to higher cost depending on scope

How to run it:
1. Set a clear purpose so the offsite isn’t just meetings in a new location
2. Balance structured sessions with unstructured time
3. Choose activities that match the team’s energy and preferences

Works best for: Offsites work well for in-person or location based teams and are key drivers of employee engagement. Hybrid teams may combine in-person retreats with virtual planning sessions, while frontline teams can run smaller, local offsites by group or shift.

How to measure: Attendance, participation in sessions, and post offsite sentiment feedback

12. Start a fun club

A fun club is a volunteer group of employees who help bring energy and personality into the workplace. Members plan social events, celebrate milestones, support volunteer efforts, and organize things like contests, Lunch & Learns, and more. Because ideas come directly from employees, fun clubs often become some of the most effective employee engagement committee ideas across the company.

What it improves: Belonging, connection, culture

Time and cost: Ongoing, low cost

How to run it:
1. Invite employees from all teams to join and contribute ideas
2. Give the group light structure and ownership over planning activities
3. Rotate responsibilities between members so planning stays fun

Works best for: Fun clubs work across all settings and can plan activities that are in-person, virtual, or hybrid to include everyone.

How to measure: Participation in the club, attendance at activities, and sentiment feedback over time

13. Create an employee newsletter

A regular internal newsletter blends company updates with employee stories, team wins, and peer recognition, so communication feels shared, not top-down. When employees contribute content, newsletters become a simple, reliable way to keep everyone informed and connected on a consistent cadence.

Newsletters work best when they reflect real people and real work, not just leadership announcements. Highlighting employee stories and team progress helps employees see how their work fits into the bigger picture, which builds alignment and belonging over time. Newsletters help teams stay connected across remote, hybrid, and frontline environments, a point reinforced by GSIC 2026, where 67 percent of communicators ranked email newsletters as their most valuable learning channel.

Tools like ContactMonkey make this easier by turning newsletters into measurable engagement channels. With built-in analytics, reactions, and feedback, teams can see what content resonates, adjust quickly, and turn newsletters into one of the most effective monthly employee engagement ideas, not just another email.

What it improves: Belonging, recognition, alignment

Time and cost: 10 to 15 minutes to read, low cost

How to run it:
1. Set a consistent cadence such as weekly or monthly
2. Create a few recurring sections so the newsletter is easy to scan
3. Invite employees and teams to submit stories, updates, or shout outs
4. Balance leadership updates with people focused content

Works best for: Because email newsletters are virtual, they work across all settings and can reach in office, frontline, remote, and hybrid employees equally.

How to measure: Email open rate, click rate, read time, and engagement trends by audience segment

14. Implement leadership office hours and AMAs

Leadership office hours are simple by design. There are recurring times when employees can talk directly with leaders, ask real questions, and raise concerns without formality. Whether it’s a live session, a drop-in, or an AMA, what matters isn’t the format. It’s those questions that are acknowledged publicly and followed up on, so employees know they’re being heard.

Office hours work because they close the gap between leadership and employees. When leaders show up consistently and engage with real questions, trust builds quickly. People aren’t looking for polished answers. They’re looking for honesty and follow-through. Especially during periods of change or uncertainty, office hours become one of the most effective employee engagement activities for strengthening voice, transparency, and alignment.

What it improves: Trust, transparency, voice, alignment

Time and cost: 30 to 60 minutes per session, low cost

1. How to run it:
2. 1. Set a consistent cadence so employees know when office hours happen
3. 2. Allow live and pre submitted questions, including anonymous options
4. 3. Rotate leaders and share key takeaways afterward

Works best for: In office teams can host drop ins, while remote and hybrid teams often see higher participation through virtual office hours or Q&A formats.

How to measure: Attendance, number of questions submitted, and sentiment employee feedback after sessions

15. Host an end-of-year achievement award ceremony

Recognizing and celebrating employee achievements is a great way to boost motivation and engagement. An end-of-year awards ceremony creates a dedicated moment to reflect on the year, highlight individual and team contributions, and clearly signal what success looks like.

What it improves: Recognition, morale, culture of appreciation, alignment

Time and cost: 60 to 90 minutes, moderate cost depending on format and scale

How to run it:
1. Choose a few award categories tied to company values or goals
2. Open nominations to peers and managers
4. Keep the event short, engaging, and easy to follow
5. Share highlights afterward so everyone can participate

Works best for: In-office teams can host an in-person ceremony, while remote and hybrid teams can run a live or recorded virtual event. Frontline teams may share awards by team or shift to keep it inclusive.

How to measure: Attendance, nominations submitted, and post-event feedback

16. Innovation contests and challenges

Innovation contests give employees a chance to share ideas that make work better, smarter, or more efficient. Giving people space to pitch and build on ideas together is a simple way to improve employee engagement and create a stronger sense of ownership. These are most impactful when they have a clear theme and a defined follow-up process, so employees know their ideas won’t disappear into a void. 

People engage more when they can shape how things improve. Innovation contests give employees a real voice and space to think beyond their usual role. Sharing ideas, building on each other’s thinking, and seeing what happens next helps people grow and feel more connected to where the company is headed. When follow-up is clear, engagement doesn’t stop at idea submission, it turns into ownership and alignment.

What it improves: Voice, growth, alignment, engagement

Time and cost: Varies by scope, low to moderate cost

1. How to run it:
2. 1. Set a clear theme such as process improvement, customer experience, or sustainability
3. 2. Allow employees to participate solo or in small teams over a defined time window
4. 3. Create a simple way for teams to share and discuss ideas
5. 4. Recognize and reward the best ideas

Works best for: Innovation contests work across all settings. Remote and hybrid teams can collaborate digitally and share ideas asynchronously.

How to measure: Number of ideas submitted, participation across teams, and follow up engagement after ideas are shared

17. Holiday activities

Holiday activities give teams an easy excuse to have fun together and break up the routine. Things like encouraging Halloween costumes or desk decorating contests give employees something shared to look forward to. Because they’re timely, boost energy, and familiar, they’re some of the easiest holiday employee engagement ideas to roll out during busy seasons.

What it improves: Morale, belonging, connection

Time and cost: 10 to 30 minutes to participate, low cost

How to run it:
1. Pick a simple holiday theme and keep rules simple
2. Let teams or small groups sign up to participate together
3. Encourage voting or light prizes as incentives to increase participation 

Works best for: In office teams can decorate shared spaces or desks. Remote and hybrid teams can submit photos or join virtual costume contests. 

How to measure: Participation by team, number of submissions, and post activity sentiment feedback

18. Create team swag

Thoughtful team swag goes beyond free merch. Items like t-shirts, mugs, or stickers give employees something tangible that represents their team or company and reinforces culture.  Team swag is one of those fun employee engagement activities that builds pride, connection, and helps employees feel part of something bigger than their work.

What it improves: Belonging, recognition, culture

Time and cost: Minimal time to participate, low to moderate cost depending on items

How to run it:
1. Invite employees to submit or vote on swag designs
2. Choose practical items people will actually use
3. Distribute swag alongside a clear message about what it represents

Works best for: In office teams can distribute swag during team events. Remote and hybrid teams can receive swag by mail. 

How to measure: Participation in design or voting, distribution reach, and sentiment feedback

19. Host virtual team-building events

Virtual team building events bring teams together through games and challenges that create energy, friendly competition, and a sense of community. Activities like trivia, online games, or virtual escape rooms give employees a fun way to interact, problem solve, and work together outside of regular work routines. 

What it improves: Connection, belonging, collaboration, morale

Time and cost: 30 to 60 minutes, low cost

How to run it:
1. Choose activities that encourage teamwork rather than individual competition
2. Ask employees to host or lead sessions based on their interests
3.  Rotate the activities to keep things fresh

Works best for: These work especially well for remote and hybrid teams and are among the most popular virtual employee engagement activities.

How to measure: Attendance, repeat participation, and post event sentiment feedback

20. Hold workshops and seminars

Workshops and seminars give employees time to learn, build skills, and explore new ideas beyond their day-to-day work. Whether focused on technical skills, leadership, or industry trends, these sessions show employees that their growth matters. When offered regularly, they are a strong employee engagement initiative that supports both professional development and motivation.

What it improves: Growth, confidence, engagement, alignment

Time and cost: 30 minutes to half day, low to moderate cost

How to run it:
1. Choose topics that match team interests or business needs
2. Mix internal speakers with occasional subject-matter experts
3. Keep sessions interactive and leave time for Q&A

Works best for: In office teams can attend live sessions, while remote and hybrid teams can join virtually or watch recordings later.

How to measure: Attendance, repeat participation, and short post session feedback

21. Foster inclusion through Employee Resource Groups (ERGs)

ERGs are employee-led communities that bring people together around shared identities, interests, or experiences. They help build community, create support networks, and give employees a stronger voice within the organization. Examples include groups like Women in Tech, Pride or LGBTQ+ communities, race or culture-based groups, and they’re typically open to everyone who wants to participate. 

What it improves: Belonging, inclusion, voice, culture

Time and cost: Ongoing, low to moderate cost

1. How to run it:
2. 1. Support ERGs with leadership sponsorship and clear goals
3. 2. Give groups time and space to meet and host activities
4. 3. Hold regular meetings so members can connect, plan activities, and align
   4. Listen to insights and feedback shared by ERGs and act on them

Works best for: ERGs can meet in-person, virtually, or in hybrid formats – making participation more accessible across locations and roles.

How to measure: Participation levels, event attendance, and sentiment feedback related to inclusion

22. Run pulse and engagement surveys

Employee engagement surveys, often run as short pulse surveys, have become a standard tool for organizations trying to understand how employees actually experience work. Research across organizational psychology and workplace analytics consistently shows that frequent, lightweight feedback is more reliable than annual surveys for tracking employee sentiment and identifying issues early.

Pulse surveys work because they reduce friction. Most take only 5-10 minutes to complete, making it easier for employees to participate honestly and consistently. When run regularly, they create a documented feedback loop that allows leaders to spot trends, compare results over time, and respond before disengagement turns into attrition.

However, experts are clear on one point: surveys themselves do not build trust. Action does. Employee listening initiatives are most effective when results are shared quickly and followed by visible, achievable changes. Organizations that delay communication or wait for statistically perfect data often see participation drop in subsequent surveys, signaling erosion of trust.

What it improves:  Voice, trust, alignment

Time and cost:  5 to 10 minutes for employees, low cost or included in most employee engagement tools

1. How to run it:
2. 1. Ask 3 to 5 questions focused on one theme at a time
3. 2. Include at least one open text question
4. 3. Share high level results quickly
5. 4. Commit to one or two actions based on the feedback
6. 5. Communicate progress in a “you said, we did” update

Works best for: This works across all settings when surveys are mobile friendly and results are shared consistently.

How to measure: Participation rate and sentiment trends over time

23. Feedback: reactions, comments, suggestion boxes

This approach combines quick emoji reactions, optional anonymous comments, and a simple suggestion box to give employees multiple, low-effort ways to share feedback. Whether it’s reacting to a message, leaving a short comment, or submitting an idea, employees can participate in a way that feels comfortable to them. Because these options live inside everyday communication channels, feedback becomes part of how work already happens, not an extra task.

This works because employees don’t all engage in the same way. Some people are happy to react with an emoji, others prefer to add context in a comment, and some feel safest sharing ideas anonymously. When these options are built into employee engagement software, feedback shows up more often, from more voices, and with better context. Over time, this creates a clearer, more honest picture of how employees are actually experiencing work.

What it improves: Voice, trust, participation, communication effectiveness

Time and cost: Under 1 minute per interaction, very low cost and often built into employee engagement software

1. How to run it:
2. 1. Add emoji reactions or one-click polls to newsletters and announcements
3. 2. Provide one clear place for suggestions, with an anonymous option
4. 3. Group feedback by theme and share regular updates on what’s being reviewed or acted on

Works best for: All work environments, especially frontline and remote teams who may not attend meetings regularly.

How to measure:  Reactions, comments, submissions, engagement trends over time, and follow-up participation after updates

24. Use AI and machine learning to personalize engagement

AI and machine learning help teams understand how employees are actually experiencing communication, not just whether messages were sent. AI looks for patterns across feedback, reactions, and participation that are easy to miss in the day-to-day. It shows you what’s landing, what’s confusing, and where engagement starts to drop. That makes it easier to adjust how you communicate and engage employees based on what’s actually happening, not what you assume is working.

AI works because engagement problems are rarely obvious in the moment. A message can be delivered on time and still miss the mark. Over time, small issues like unclear wording, inconsistent information, or overlooked details add up and weakens trust. AI helps teams spot these patterns early, so they can adjust before disengagement shows up in surveys or attrition numbers.

It also supports communicators at the point where engagement starts: before a message goes out. Tools like ContactMonkey’s ConfidenceCheck act as an AI-powered editorial assistant, catching typos, broken links, and inconsistencies before employees ever see them. That confidence matters. When messages are clear, accurate, and polished, employees are more likely to trust what they’re reading and engage with it. Combined with strong employee engagement analytics, AI helps teams move from reactive fixes to more intentional, confidence-driven communication.

What it improves: Alignment, growth, wellbeing, engagement

Time and cost: Ongoing, moderate cost depending on tools

How to run it:
1. Use AI tools to analyze feedback, surveys, and communication trends
2. Apply insights to personalize learning, recognition, or messaging
3. Automate repetitive tasks so teams can focus on higher value work

Works best for: AI driven tools work across all environments. 

How to measure: Changes in participation, sentiment trends, and key employee engagement analytics and KPIs over time

25. Diversity, Equity, and Inclusion (DEI) initiatives

DEI initiatives create space for learning, conversation, and reflection around inclusion, equity, and belonging. These can include guest speakers, panel discussions, workshops, or team-led conversations tied to cultural moments and awareness months. Activities like black history month employee engagement ideas help employees learn from different perspectives while reinforcing the company’s commitment to a more inclusive workplace.

What it improves: Belonging, understanding, trust, culture

Time and cost: 30 to 90 minutes, low to moderate cost

How to run it:
1. Mix guest speakers with internal panels or employee led sessions
2. Tie activities to awareness months or real workplace themes
3. Create space for respectful questions and discussion

Works best for: In office teams can host live talks or panels, while remote and hybrid teams can join virtually or watch recordings.

How to measure: Attendance, participation in discussion, and post session sentiment feedback

26. Mentorship, coaching, and regular career check-ins

Giving employees the chance to talk about professional growth, challenges, and long-term goals creates space for meaningful development conversations. These check-ins support honest feedback and guidance that help employees feel supported and valued. When managers invest in these conversations, employees feel more connected to their future at the company.

What it improves: Growth, trust, retention, engagement

Time and cost: 30 to 60 minutes per session, low cost

How to run it:
1. Schedule consistent 1:1s focused on development, not just performance
2. Pair employees with mentors inside or outside their team
3. Encourage open conversation about goals, skills, and next steps

Works best for: These work across all environments. Remote and hybrid teams can hold virtual check-ins, while frontline teams may run shorter, more frequent conversations aligned with their schedules.

How to measure: Participation, completion of check ins, and sentiment feedback over time

27. Solidify a smooth onboarding process

A smooth onboarding process helps new employees feel welcomed, supported, and start strong from day one. Clear expectations, early connections, and the right resources reduce first week friction, and when onboarding is thoughtful and consistent, it becomes one of the most impactful HR initiatives for employee engagement.

What it improves: Alignment, belonging, confidence, retention

Time and cost: First 30 to 90 days, low to moderate cost

How to run it:
1. Share a clear onboarding plan so new hires know what to expect
2. Introduce key people, tools, and processes early
3. Check in regularly during the first few weeks to address questions

4. Introduce onboarding buddies who can answer questions, share tips, and help them settle in

Works best for: In-office teams can pair onboarding with in-person introductions and walkthroughs. Remote and hybrid teams benefit from structured virtual onboarding and buddy systems.

How to measure: New hire participation, early feedback, and sentiment during the first 30 to 90 days

28. Wellbeing programs, perks, and challenges

Wellbeing programs and challenges help employees take care of their mental, physical, and emotional health through things like wellbeing perks, step challenges, mental health days, or mindfulness sessions. Prioritizing well-being shows employees that they’re supported as people, not just workers. When done consistently, these programs help prevent burnout and support long-term performance.

What it improves: Wellbeing, morale, sustainability, engagement

Time and cost: Ongoing or time bound challenges, low to moderate cost

How to run it:
1. Offer a mix of perks, resources, and optional wellness challenges
2. Keep participation flexible and pressure free
3. Focus on habits and support rather than competition

Works best for: In office teams can participate in group activities or wellness events. Remote and hybrid teams may join virtual challenges or access digital wellbeing resources.

How to measure: Participation rates, repeat engagement, and sentiment feedback related to wellbeing

29. Host internal networking events

Internal networking events create opportunities for employees to meet and connect with people they wouldn’t normally work with day to day. Whether it’s a casual lunch, coffee chat, or after work social, these events encourage cross-functional collaboration and help build stronger relationships.

What it improves: Connection, collaboration, belonging, alignment

Time and cost: 30 to 90 minutes, low to moderate cost

How to run it:
1. Offer a mix of casual formats like lunches, coffee chats, or informal socials
2. Encourage cross team or cross department participation
3.  Keep the structure light so conversations flow naturally

Works best for: In office teams can host lunches or after work gatherings. Remote and hybrid teams can run virtual networking sessions or small breakout groups.

How to measure: Attendance, cross team participation, and post event sentiment feedback

30. Create an office pet policy

A bring your pet to work policy can be a fun, feel good perk for employees in pet friendly workplaces. When done thoughtfully, it becomes one of those fun in-office employee engagement activities that create a happy environment, encourage interactions among people, and get us up for regular exercise breaks.

What it improves: Morale, connection, wellbeing

Time and cost: Ongoing, low cost

How to run it:
1. Set clear guidelines so everyone knows what’s expected
2. Ask employees to sign up in advance before bringing pets
3. Treat it as a privilege that everyone helps maintain

Works best for: This works best for in office and hybrid teams on designated pet friendly days, while remote teams can still participate by sharing pet photos. 

How to measure: Participation, feedback from employees, and overall sentiment about the workplace environment

Sample 12-Month Employee Engagement Activities Calendar

One of the biggest engagement mistakes teams make is trying to do too much at once. The goal isn’t to run every activity. It’s to choose a small number of employee engagement ideas, run them consistently, and rotate the focus over time.

This sample calendar shows how you might run one primary engagement activity per month, with each month tied to a clear goal like recognition, belonging, growth, or voice. You can adapt the cadence, swap ideas, or repeat what works best for your teams.

Month	Engagement Goal	Activity Idea(s)	Why This Works This Month
January	Alignment & Confidence	Employee newsletter + Leadership office hours	The start of the year is about clarity. Employees want to understand priorities, direction, and leadership expectations after year-end transitions.
February	Recognition & Belonging	Gratitude wall + Photo competition	A shorter, darker month is a good time to reinforce connection and appreciation through lightweight, peer-driven activities.
March	Growth & Learning	Lunch & Learn sessions	Energy starts to rise and teams are ready to invest in learning without heavy time commitments.
April	Voice & Feedback	Pulse survey + Emoji reactions/comments	Early-year feedback helps teams course-correct before workloads peak and shows employees their input matters.
May	Connection & Community	Team lunches or virtual coffee breaks	Informal connection builds trust ahead of busier summer schedules and supports team cohesion.
June	Inclusion & Culture	DEI initiatives or ERG-led events	Mid-year is a natural moment for reflection, learning, and inclusion-focused conversations tied to awareness moments.
July	Wellbeing & Flexibility	Choose Your Own Workday	Summer is ideal for autonomy-focused activities that support energy, focus, and burnout prevention.
August	Creativity & Fun	Secret Skills Festival	Lighter workloads make this a great time for creativity, curiosity, and human connection.
September	Innovation & Ownership	Innovation contest or challenge	Post-summer momentum is ideal for inviting ideas that improve how work gets done.
October	Team Energy & Morale	Office Olympics or in-person team event	A morale boost helps maintain energy as Q4 ramps up.
November	Listening & Reflection	Pulse survey + Suggestion box	Gathering feedback before year-end planning helps close loops and inform priorities.
December	Recognition & Celebration	End-of-year achievement awards	Closing the year with recognition reinforces what success looks like and leaves teams feeling valued.

Ready to Turn Employee Engagement Into Measurable Impact?

Running employee engagement activities is only part of the equation. What really matters is how well you can reach employees, track participation, listen to feedback, and improve over time. As HR and Internal Comms teams are asked to do more with less, engagement can’t live in one-off tools.

ContactMonkey helps teams plan, launch, and measure employee engagement initiatives directly through the channels employees already use. With targeted internal emails, built-in analytics, emoji reactions, and feedback tools, you can clearly see what’s working, where engagement is dropping, and how to improve with confidence.

See how ContactMonkey helps Internal Comms and HR teams build culture, close the engagement gap, and prove impact with real data. Book a demo today to learn more.