{"id":517501,"date":"2025-01-09T12:11:54","date_gmt":"2025-01-09T06:41:54","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=517501"},"modified":"2025-09-19T13:36:30","modified_gmt":"2025-09-19T08:06:30","slug":"unlocking-workplace-engagement","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/","title":{"rendered":"Unlocking Workplace Engagement: What Employees Really Want (Backed by TSOW Community Insights)"},"content":{"rendered":"\n<p>Engaging employees isn\u2019t rocket science &#8211; but it\u2019s also not as simple as free snacks or ping-pong tables. To really understand what makes people tick, we asked TSOW (The Shape of Work) community members eight key questions about their workplace engagement tools and experiences. The results? Eye-opening.<\/p>\n\n\n\n<p>If you\u2019re an HR professional, a people manager, or someone who simply wants to build a thriving work culture, this blog dives into <em>exactly<\/em> what employees need and how you can give it to them. It\u2019s a playbook for organizations ready to take employee engagement to the next level.&nbsp;<\/p>\n\n\n\n<p>Here\u2019s what they had to say and, more importantly, how you can act on it.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#1_What_Does_Well-Being_Mean_to_You_Which_well-being_support_would_you_value_most_in_your_workplace\" >1. What Does Well-Being Mean to You? (Which well-being support would you value most in your workplace?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#2_Feedback_The_Growth_Catalyst_What_type_of_feedback_would_help_you_grow_the_most\" >2. Feedback: The Growth Catalyst (What type of feedback would help you grow the most?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#3_Timing_is_Everything_When_to_Recognize_Efforts_What_timing_for_recognition_feels_most_impactful_to_you\" >3. Timing is Everything: When to Recognize Efforts (What timing for recognition feels most impactful to you?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#4_The_Power_of_Peer-to-Peer_Recognition_How_can_peer-to-peer_recognition_be_improved\" >4. The Power of Peer-to-Peer Recognition (How can peer-to-peer recognition be improved?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#5_Short_and_Sweet_Pulse_Surveys_That_Work_Whats_the_ideal_length_for_a_pulse_survey\" >5. Short and Sweet: Pulse Surveys That Work (What\u2019s the ideal length for a pulse survey?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#6_Making_Pulse_Surveys_Fun_and_Engaging_How_can_pulse_surveys_be_made_more_engaging\" >6. Making Pulse Surveys Fun and Engaging ( How can pulse surveys be made more engaging?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#7_Anonymous_Suggestion_Box_Trust_and_Transparency_What_would_make_employees_more_likely_to_use_an_anonymous_suggestion_box\" >7. Anonymous Suggestion Box: Trust and Transparency (What would make employees more likely to use an anonymous suggestion box?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#8_The_Best_Feedback_for_a_Suggestion_Box_What_type_of_feedback_works_best_in_an_anonymous_suggestion_box\" >8. The Best Feedback for a Suggestion Box (What type of feedback works best in an anonymous suggestion box?)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/#Conclusion_Creating_an_Engaged_Thriving_Workplace\" >Conclusion: Creating an Engaged, Thriving Workplace<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-1-what-does-well-being-mean-to-you-which-well-being-support-would-you-value-most-in-your-workplace\"><span class=\"ez-toc-section\" id=\"1_What_Does_Well-Being_Mean_to_You_Which_well-being_support_would_you_value_most_in_your_workplace\"><\/span><strong>1. What Does Well-Being Mean to You? (<\/strong><strong>Which well-being support would you value most in your workplace?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Turns out, well-being isn\u2019t a one-size-fits-all concept &#8211; it\u2019s deeply personal.<\/p>\n\n\n\n<p><strong>Here\u2019s what employees said:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>70% crave flexible leave options, signaling a loud call for work-life balance.<\/li>\n\n\n\n<li>Half of them dream of physical health programs &#8211; think gym memberships or <a href=\"https:\/\/www.springworks.in\/blog\/workplace-fitness-challenges\/\">wellness challenges<\/a>.<\/li>\n\n\n\n<li>Over 40% prioritize mental health resources, while a significant chunk wants practical stress-management workshops.<\/li>\n<\/ul>\n\n\n\n<p><strong>What can organizations do?<\/strong><strong><br><\/strong>Picture this: A workplace where flexible leave policies become the norm, where employees can recharge without guilt. Layer this with holistic health programs &#8211; yoga sessions, discounted gym memberships, or even weekly step challenges. Add a sprinkle of mindfulness by pairing stress-management workshops with one-on-one counseling or personalized action plans.<\/p>\n\n\n\n<p>Imagine how employees would feel &#8211; valued, supported, and ready to bring their best selves to work every day.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-feedback-the-growth-catalyst-what-type-of-feedback-would-help-you-grow-the-most\"><span class=\"ez-toc-section\" id=\"2_Feedback_The_Growth_Catalyst_What_type_of_feedback_would_help_you_grow_the_most\"><\/span><strong>2. Feedback: The Growth Catalyst (<\/strong><strong>What type of feedback would help you grow the most?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Feedback is like a mirror &#8211; when delivered right, it reflects growth opportunities. But not all feedback hits the mark.<\/p>\n\n\n\n<p><strong>What employees want:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A whopping 77% crave specific, actionable feedback. Vague pats on the back just won\u2019t cut it anymore.<\/li>\n\n\n\n<li>Half of them want their accomplishments celebrated publicly (who doesn\u2019t love a bit of spotlight?).<\/li>\n\n\n\n<li>Constructive criticism in one-on-one settings and regular progress check-ins also rank high on the wish list.<\/li>\n<\/ul>\n\n\n\n<p><strong>The way forward:<br><\/strong>Let\u2019s ditch generic feedback and go for gold &#8211; feedback that\u2019s tied to tasks, goals, and real outcomes. Public shoutouts can create ripples of motivation, while private one-on-one sessions can help employees grow without feeling judged. Regular check-ins? Think of them as the fuel for <a href=\"https:\/\/www.springworks.in\/blog\/culture-of-learning-and-development\/\">continuous improvement<\/a>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-timing-is-everything-when-to-recognize-efforts-what-timing-for-recognition-feels-most-impactful-to-you\"><span class=\"ez-toc-section\" id=\"3_Timing_is_Everything_When_to_Recognize_Efforts_What_timing_for_recognition_feels_most_impactful_to_you\"><\/span><strong>3. Timing is Everything: When to Recognize Efforts (<\/strong><strong>What timing for recognition feels most impactful to you?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Recognition is most powerful when it\u2019s timely.<\/p>\n\n\n\n<p><strong>The verdict:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>70% of employees say <a href=\"https:\/\/www.springworks.in\/blog\/employee-recognition-guide\/\">real-time recognition<\/a> is a game-changer.<\/li>\n\n\n\n<li>Celebrations during team or company events also leave a lasting impact.<\/li>\n\n\n\n<li>For others, project milestones or private acknowledgment hold more weight.<\/li>\n<\/ul>\n\n\n\n<p><strong>Make it happen:<\/strong><strong><br><\/strong>Real-time recognition can be as simple as a Slack shoutout or a quick applause in a team meeting. Imagine pairing that with milestone celebrations &#8211; whether it\u2019s a pizza party or a heartfelt thank-you speech during an all-hands meeting. The key? Celebrate the moment while it\u2019s still fresh.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-the-power-of-peer-to-peer-recognition-how-can-peer-to-peer-recognition-be-improved\"><span class=\"ez-toc-section\" id=\"4_The_Power_of_Peer-to-Peer_Recognition_How_can_peer-to-peer_recognition_be_improved\"><\/span><strong>4. The Power of Peer-to-Peer Recognition (<\/strong><strong>How can peer-to-peer recognition be improved?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>We often hear about the power of \u201cthank you,\u201d but how can organizations make peer recognition more meaningful?<\/p>\n\n\n\n<p><strong>Here\u2019s the wishlist:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Half of employees suggest tying peer recognition to rewards or incentives.<\/li>\n\n\n\n<li>Others lean toward easy nomination systems and anonymous shoutouts.<\/li>\n\n\n\n<li>Recognition tied to team achievements is also highly valued.<\/li>\n<\/ul>\n\n\n\n<p><strong>Your action plan:<\/strong><strong><br><\/strong>Think reward systems &#8211; points, badges, or even shoutouts on a leaderboard. Make the process seamless with intuitive platforms and allow employees to share their appreciation anonymously. And don\u2019t forget to connect the dots &#8211; tie recognition to collaborative efforts to amplify the team spirit.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-short-and-sweet-pulse-surveys-that-work-what-s-the-ideal-length-for-a-pulse-survey\"><span class=\"ez-toc-section\" id=\"5_Short_and_Sweet_Pulse_Surveys_That_Work_Whats_the_ideal_length_for_a_pulse_survey\"><\/span><strong>5. Short and Sweet: Pulse Surveys That Work (<\/strong><strong>What\u2019s the ideal length for a pulse survey?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The perfect survey isn\u2019t about length &#8211; it\u2019s about purpose.<\/p>\n\n\n\n<p><strong>What employees prefer:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Over half believe survey length depends on its purpose.<\/li>\n\n\n\n<li>For regular check-ins, 3-5 quick questions are ideal.<\/li>\n\n\n\n<li>For deeper dives, 6-10 targeted questions strike the right balance.<\/li>\n<\/ul>\n\n\n\n<p><strong>Engage smarter, not longer:<\/strong><strong><br><\/strong>Think snackable surveys for regular touchpoints. For instance, \u201cHow was your week?\u201d or \u201cDo you feel supported in your role?\u201d For targeted surveys, go deeper &#8211; but keep it focused. The idea is to engage without overwhelming.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-making-pulse-surveys-fun-and-engaging-how-can-pulse-surveys-be-made-more-engaging\"><span class=\"ez-toc-section\" id=\"6_Making_Pulse_Surveys_Fun_and_Engaging_How_can_pulse_surveys_be_made_more_engaging\"><\/span><strong>6. Making Pulse Surveys Fun and Engaging (<\/strong><strong> How can pulse surveys be made more engaging?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Who said surveys have to be boring?<\/p>\n\n\n\n<p><strong>What employees want:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Personalized, relatable questions.<\/li>\n\n\n\n<li>Open-ended options to share their unique perspective.<\/li>\n\n\n\n<li>Visuals and interactive elements for a dash of fun.<\/li>\n<\/ul>\n\n\n\n<p><strong>How to bring surveys to life:<\/strong><strong><br><\/strong>Picture a survey with colorful charts, emojis, and interactive sliders. Add personalized questions like, \u201cWhat\u2019s one thing we can do to make your Monday better?\u201d And here\u2019s the kicker &#8211; share the impact of their feedback. When employees see their voices driving change, they\u2019re more likely to stay engaged.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-7-anonymous-suggestion-box-trust-and-transparency-what-would-make-employees-more-likely-to-use-an-anonymous-suggestion-box\"><span class=\"ez-toc-section\" id=\"7_Anonymous_Suggestion_Box_Trust_and_Transparency_What_would_make_employees_more_likely_to_use_an_anonymous_suggestion_box\"><\/span><strong>7. Anonymous Suggestion Box: Trust and Transparency (<\/strong><strong>What would make employees more likely to use an anonymous suggestion box?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>An anonymous <a href=\"https:\/\/www.springworks.in\/engagewith\/suggestion-box\/\">suggestion box<\/a> is only as good as the trust it inspires.<\/p>\n\n\n\n<p><strong>The secret ingredients:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Guaranteed confidentiality &#8211; no ifs, ands, or buts.<\/li>\n\n\n\n<li>A culture that truly values employee input.<\/li>\n\n\n\n<li>Public acknowledgment of great ideas and updates on their implementation.<\/li>\n<\/ul>\n\n\n\n<p><strong>Building the trust bridge:<\/strong><strong><br><\/strong>Start with airtight confidentiality protocols. Next, show employees you\u2019re serious about their suggestions &#8211; acknowledge contributions, share success stories, and update them on the status of their ideas. It\u2019s all about creating a feedback loop of trust.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-8-the-best-feedback-for-a-suggestion-box-what-type-of-feedback-works-best-in-an-anonymous-suggestion-box\"><span class=\"ez-toc-section\" id=\"8_The_Best_Feedback_for_a_Suggestion_Box_What_type_of_feedback_works_best_in_an_anonymous_suggestion_box\"><\/span><strong>8. The Best Feedback for a Suggestion Box (<\/strong><strong>What type of feedback works best in an anonymous suggestion box?)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Not all suggestions are created equal, but every idea deserves consideration.<\/p>\n\n\n\n<p><strong>What works best:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Day-to-day operational improvements top the list.<\/li>\n\n\n\n<li>Ideas for team-building and culture-building come next.<\/li>\n\n\n\n<li>Long-term strategies and policy concerns round out the feedback.<\/li>\n<\/ul>\n\n\n\n<p><strong>Act on what matters:<\/strong><strong><br><\/strong>Quick wins &#8211; like fixing a broken process &#8211; show employees their voices are heard. But don\u2019t stop there. Invest in team-building initiatives and dig deeper into long-term strategies to drive lasting impact.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-conclusion-creating-an-engaged-thriving-workplace\"><span class=\"ez-toc-section\" id=\"Conclusion_Creating_an_Engaged_Thriving_Workplace\"><\/span><strong>Conclusion: Creating an Engaged, Thriving Workplace<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The TSOW community has spoken, and the message is clear: Employee engagement isn\u2019t about grand gestures &#8211; it\u2019s about understanding, trust, and action. From flexible leave policies to timely recognition and engaging <a href=\"https:\/\/www.culturemonkey.io\/employee-engagement\/pulse-survey-tools\/\" target=\"_blank\" rel=\"noreferrer noopener\">pulse surveys<\/a>, the path to a thriving workplace lies in the little things that make employees feel seen, heard, and valued.<\/p>\n\n\n\n<p>So, what\u2019s your next move? Start small, listen deeply, and watch as your workplace transforms into a hub of collaboration, innovation, and growth. Because at the end of the day, engaged employees aren\u2019t just happier &#8211; they\u2019re unstoppable.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Engaging employees isn\u2019t rocket science &#8211; but it\u2019s also not as simple as free snacks or ping-pong tables. To really understand what makes people tick, we asked TSOW (The Shape of Work) community members eight key questions about their workplace engagement tools and experiences. The results? Eye-opening. If you\u2019re an HR professional, a people manager,<\/p>\n","protected":false},"author":1036,"featured_media":517507,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102635,1116,482],"tags":[],"class_list":["post-517501","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-engagewith","category-human-resources","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Unlocking Workplace Engagement: What Employees Really Want<\/title>\n<meta name=\"description\" content=\"Unlock the secrets of workplace engagement and create a thriving work culture. Hear what employees have to say and learn how to act on it.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Unlocking Workplace Engagement: What Employees Really Want (Backed by TSOW Community Insights)\" \/>\n<meta property=\"og:description\" content=\"Engaging employees isn\u2019t rocket science - but it\u2019s also not as simple as free snacks or ping-pong tables. To really understand what makes people tick, we\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.springworks.in\/unlocking-workplace-engagement\/\" \/>\n<meta property=\"og:site_name\" content=\"Springworks Blog\" \/>\n<meta property=\"article:published_time\" content=\"2025-01-09T06:41:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-19T08:06:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2025\/01\/image-11.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1080\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Khyati Ojha\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:site\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Khyati Ojha\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/\"},\"author\":{\"name\":\"Khyati Ojha\",\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#\\\/schema\\\/person\\\/625bf3b43b4429e8def4096f2686a76d\"},\"headline\":\"Unlocking Workplace Engagement: What Employees Really Want (Backed by TSOW Community Insights)\",\"datePublished\":\"2025-01-09T06:41:54+00:00\",\"dateModified\":\"2025-09-19T08:06:30+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/\"},\"wordCount\":1128,\"publisher\":{\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blog.springworks.in\\\/wp-content\\\/uploads\\\/2025\\\/01\\\/image-11.png\",\"articleSection\":[\"Employee Engagement\",\"Employee Recognition\",\"Human Resources\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/\",\"url\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/\",\"name\":\"Unlocking Workplace Engagement: What Employees Really Want\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/unlocking-workplace-engagement\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blog.springworks.in\\\/wp-content\\\/uploads\\\/2025\\\/01\\\/image-11.png\",\"datePublished\":\"2025-01-09T06:41:54+00:00\",\"dateModified\":\"2025-09-19T08:06:30+00:00\",\"description\":\"Unlock the secrets of workplace engagement and create a thriving work culture. 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