What HR practices are most effective in boosting employee engagement and satisfaction? Here’s what thought leaders say.

Utilize Employee Engagement Surveys

In order to engage your workforce, you need to understand your workforce. We utilize CultureAmp, an employee engagement survey, to establish an engagement baseline. CultureAmp allows our team to understand how employees perceive leadership, management, enablement, innovation, and other key factors that impact employee engagement.

Following the survey, we share results broadly with the business. We identify two or three areas of focus that we want to improve, we create action plans and goals, and we get to work. This strategy ensures we’re able to make informed decisions about how our culture evolves while prioritizing the voices of our team members.

Jim Leahy, Head of Talent Acquisition, DailyPay

Offer Customized Employee Benefits

We have found that offering flexible and customized employee-benefit solutions has a huge impact on enhancing engagement and satisfaction. When employees feel that their benefits are tailored to their personal needs—whether that’s health, wellness, or financial—they feel valued and more motivated.

Wojciech Dochan, Managing Director, Bravo Benefits

Foster a Culture of Innovation

One HR practice that I’ve found to be incredibly effective in enhancing employee engagement and satisfaction is fostering a culture of ownership and innovation. We introduced an “Innovation Lab” initiative where employees have dedicated time to explore their own ideas, develop prototypes, and test new concepts. 

This practice not only allows them to break out of their regular tasks but also gives them the freedom to contribute to the company in a more creative and impactful way. We’ve seen a significant boost in morale and engagement because employees feel more valued when they know their contributions can lead to real change.

Why is this so effective? It taps into one of the most important aspects of job satisfaction—meaningful work. People want to feel that they are part of something bigger, and when they’re empowered to innovate, they take pride in the success of their ideas. For us, this led to tangible business outcomes, like a personalized digital-payment solution that increased user engagement by 25%. When employees see their work make a difference, they become more motivated, more engaged, and more satisfied overall.

Shehar Yar, CEO, Software House

Emphasize Continuous Professional Development

Having a comprehensive professional-development program, we strongly emphasize continuous learning and growth, offering a range of opportunities for employees to enhance their skills through workshops, online courses, and mentorship programs.

This policy has been so impactful because it addresses the desire for career progression and fosters a culture of empowerment and self-improvement. Employees feel valued when they see the company investing in their future, leading to increased motivation and loyalty. By giving them the tools to develop professionally, we help them feel more confident in their roles, which naturally boosts engagement.

Moreover, this focus on professional development aligns individual goals with the company’s objectives, creating a shared sense of purpose. Employees see that their growth contributes directly to the organization’s success, which fosters a deeper connection to their work. This, in turn, creates a more engaged, satisfied, and high-performing team.

Bradford Glaser, President & CEO, HRDQ

Implement a Flexible Learning Budget

Our flexible learning budget has been the most effective HR practice for enhancing employee engagement and satisfaction. This policy allows each team member to allocate funds towards courses, conferences, or certifications that align with their career aspirations and our business needs. By empowering employees to take charge of their professional development, we’ve fostered a culture of continuous growth and personal investment. 

This approach ensures that learning opportunities remain relevant and motivating for each individual, leading to increased job satisfaction and a more skilled, adaptable workforce. The personalized nature of this policy has also strengthened our retention efforts and become a key attractor for top talent in our industry.

Sam Bahreini, Founder & CEO, Konstellate

Create a Transparent Feedback Loop

One of the most effective HR practices I have implemented is creating a transparent feedback loop between management and employees. This means consistently asking for feedback from staff and acting on it. The key is making sure employees know their input is valued and that changes are made based on their suggestions. It not only boosts engagement because they feel heard, but it also increases job satisfaction as employees see tangible improvements in their work environment. When people feel they have a voice in the company, they become more committed to its success.

Ronald Osborne, Founder, Ronald Osborne Business Coach

Involve Employees in Workplace Decisions

The most important HR practice in improving employee satisfaction was involving them in the way our workplace functioned. Employee engagement only improves when people feel as if their involvement in the workplace will actually yield results, rather than being a checkbox to tick.

The first steps we took were implementing suggestion boxes and other mechanisms for feedback. Then, we made sure to actually implement some of the feedback, or at least bring suggestions up for discussion. If we adapt someone’s idea, we make sure to publicly credit them and thank them, which has improved satisfaction.

David Holman, CMO, Textun

Implement Flexible Work Arrangements

One HR practice that has proven effective in enhancing employee engagement and satisfaction is the implementation of flexible work arrangements. By allowing employees to choose their work hours or the option to work remotely, we empower them to balance their personal and professional lives better. This flexibility has been especially important in today’s fast-paced world, where many employees juggle various responsibilities outside of work. Providing this option shows that we value their well-being and trust them to manage their time effectively.

The impact of this practice has been overwhelmingly positive. Employees report feeling more satisfied and motivated when they have the freedom to work in a way that suits them best. This leads to increased productivity and creativity, as they can work during their most productive hours without the stress of rigid schedules. Overall, flexible work arrangements contribute significantly to a positive workplace culture, where employees feel valued and engaged.

Greg Walters, Co-Founder, SEO Modify

Offer Personalized Creative Workshops

As a facilitator of creative smartphone photography workshops for teams, one HR practice I’ve found to be highly effective in increasing engagement and satisfaction is offering personalized learning experiences that connect employees with their creative side.

In my workshops, I’ve found that encouraging people to express themselves creatively—especially in a fun, relaxed environment—leads to more meaningful interactions, greater teamwork, and a renewed sense of curiosity.

By creating space for hands-on activities, such as smartphone photography, that everyone can relate to and enjoy, regardless of skill level, people feel more empowered and engaged. This approach also supports mental well-being and helps build a sense of accomplishment, which, in turn, has a positive impact on job satisfaction. In addition, these types of activities allow people to bond over shared experiences, which naturally strengthens team dynamics.

Danylo Torbovskyi, Creativity Coach, Smartphones Are Not For Calling

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Our round-up series “Humane HR Perspectives” examines the fundamentals of humanising human resources (HR) from the perspectives of top authorities within and relevant to the industry. Q&A sessions with founders, CEOs, HR professionals, business leaders, and other significant players who are influencing the direction of HR are included in every edition.

Throughout the employee life cycle, we address a wide range of subjects in this series, including recruitment and selection, onboarding, training and development, performance management, employee engagement, pay and benefits, and more. We also go over important topics like compliance, change management in the workplace, morale and welfare, workplace communications, and diversity and inclusion.

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