Employee engagement isn’t just about perks or paychecks – it’s about trust, meaningful connections, and a sense of belonging. But what actually makes employees feel engaged and valued at work? We turned to The Shape of Work (TSOW) community to find out.
Through a series of interactive polls and discussions, employees shared what truly impacts their workplace experience. From team activities that bring people closer to leadership actions that build trust, their responses paint a clear picture of what organizations can do to create a thriving work culture.
Let’s dive into the key insights from our community and explore actionable strategies to enhance engagement, trust, and belonging in the workplace.
1. What’s a team activity you’ve never tried but think would bring everyone closer?
📊 Top Picks:
- Mystery problem-solving challenges (like escape rooms) – 56.41%
- Volunteering together for a cause – 53.85%
- A team cooking or art class – 43.59%
- Virtual game nights – 23.08%
💡 Key Takeaways:
- Employees love hands-on, interactive activities over virtual ones.
- Volunteering is a powerful way to bond while creating social impact.
- Escape room-style challenges could be integrated into leadership training for engagement.
- Virtual game nights might need more creativity or personalization to boost participation.
🎯 Next Step: Try a mystery challenge or a volunteering event to bring teams closer! 🚀
2. How do you feel about virtual team celebrations?
📊 Employee Opinions:
- “They’re okay, but not as good as in-person.” – 55.88%
- “Fun and effective!” – 38.24%
- “Forced and not engaging.” – 11.76%
- “Never tried, but open to it.” – 23.53%
💡 Key Takeaways:
- In-person celebrations still win, but a hybrid approach might work best.
- Virtual events should be interactive, personalized, and fun to keep people engaged.
- Some employees haven’t tried virtual celebrations yet, so there’s an opportunity to introduce engaging formats.
🎯 Next Step: Experiment with hybrid or gamified virtual celebrations to boost participation! 🚀
3. What’s a workplace moment that made you think, ‘I’m definitely staying here’?
📊 Biggest Factors:
- Company support during a personal challenge – 50%
- Strong mentorship – 37.5%
- Fair promotions – 37.5%
- A simple ‘thank you’ at the right time – 25%
💡 Key Takeaways:
- Employees stay when they feel supported in tough times.
- Mentorship and fair career growth build long-term commitment.
- A simple act of recognition can make a lasting impact.
🎯 Next Step: Strengthen employee support systems, mentorship, and recognition programs for better retention! 🚀
4. What’s one unexpected way managers could build stronger trust with their teams?
📊 Top Responses:
- Letting employees lead meetings – 58.82%
- Allowing employees to set 1:1 agendas – 44.12%
- Managers admitting mistakes & sharing struggles – 41.18%
💡 Key Takeaways:
- Employees trust managers who give them autonomy.
- Vulnerability builds connection—leaders who admit mistakes foster a more open culture.
🎯 Next Step: Encourage employee-led meetings, transparent 1:1s, and authentic leadership! 🚀
5. If your manager had an “upgrade button,” what feature would you add?
📊 Most Requested Features:
- Auto-recognition for achievements – 59.26%
- Instant feedback – 40.74%
- Better delegation skills – 37.04%
- Faster conflict resolution – 37.04%
💡 Key Takeaways:
- Employees want more frequent and timely recognition.
- Managers should delegate effectively and resolve conflicts swiftly.
🎯 Next Step: Improve real-time recognition, feedback loops, and delegation training for managers! 🚀
6. How should leadership respond to top-voted employee suggestions?
📊 Preferred Approaches:
- Discussing them in monthly meetings – 52%
- Letting employees vote on which suggestion gets implemented first – 52%
- Implementing at least one top-voted suggestion per quarter – 44%
- Providing regular updates on progress – 36%
💡 Key Takeaways:
- Employees want a say in decision-making.
- Regular updates and action on feedback build trust.
🎯 Next Step: Introduce a voting system and ensure at least one idea is implemented quarterly! 🚀
7. What’s one work habit that secretly boosts your engagement the most?
📊 Employee Favorites:
- Casual chats with teammates – 55.56%
- Taking small breaks – 50%
- Setting personal work goals beyond KPIs – 38.89%
- Personalizing their workspace – 33.33%
💡 Key Takeaways:
- Social interactions matter—small conversations boost engagement.
- Encouraging breaks and personal goal-setting improves motivation.
🎯 Next Step: Promote informal team interactions and work-life balance strategies! 🚀
8. What would make POSH training more effective?
📊 Employee Preferences:
- Real-life case studies & examples – 66.67%
- Interactive discussions over lectures – 66.67%
- Anonymous Q&A sessions – 35.9%
- Regular refresher sessions – 25.64%
💡 Key Takeaways:
- Employees prefer practical learning and open discussions over dry lectures.
- Safe spaces for Q&A improve understanding and trust.
🎯 Next Step: Make POSH training engaging with real-world scenarios, discussions, and refresher sessions! 🚀
9. What’s the most important factor in ensuring a safe workplace?
📊 Top Responses:
- A culture where employees feel comfortable speaking up – 85.71%
- Strong leadership commitment to POSH – 37.14%
- Regular awareness programs – 31.43%
- Clear reporting mechanisms – 22.86%
🎯 Next Step: Build a speak-up culture with leadership accountability and structured awareness programs! 🚀
10. Which of these best describes your team’s culture around speaking up?
📊 Employee Sentiment:
- 60% feel safe to openly discuss problems.
- 36.67% say only some people feel comfortable.
- 30% believe speaking up depends on the leader.
- 13.33% fear consequences.
🎯 Next Step: Strengthen psychological safety and inclusivity in discussions! 🚀
11. If you suddenly felt disengaged at work, what would help re-energize you?
📊 Top Re-engagement Factors:
- New challenges/projects – 55.56%
- More feedback and recognition – 51.85%
- Better work-life balance – 44.44%
- Clearer leadership communication – 25.93%
🎯 Next Step: Create growth opportunities, recognition programs, and work-life balance initiatives! 🚀
12. What’s the biggest sign of an engaged employee?
📊 Top Indicators:
- Participation in discussions & idea-sharing – 57.89%
- Taking ownership of tasks – 52.63%
- Supporting teammates – 47.37%
- Staying motivated during challenges – 42.11%
🎯 Next Step: Foster collaboration, autonomy, and peer recognition! 🚀
🚀 Final Thoughts: What’s Next for Workplaces?
Engaged employees thrive when they feel:
✅ Trusted (autonomy, mentorship, and safe spaces)
✅ Valued (recognition, fair promotions, and leadership support)
✅ Included (open discussions, work-life balance, and personal growth opportunities)
From trust-building managers to engaging team activities, our insights show that workplaces thrive on trust, recognition, and connection. Small, intentional efforts—like letting employees lead discussions, recognizing achievements in real-time, and fostering open conversations—can make a huge impact on engagement and retention.
