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Employee engagement is more than job satisfaction. It measures how emotionally committed an employee is to their organization’s mission, values, and goals. Engaged employees aren’t just doing their job; they care about their work, feel connected to their team, and actively contribute to the company’s success.
Unlike surface-level motivation, true engagement taps into a deeper sense of purpose. It reflects how much employees believe in the organization they work for, and whether they feel their contributions make a difference.
Key drivers of engagement include:
Organizations with strong values tend to attract more engaged teams. At Kesem, our mission & values shape everything we do and help foster meaningful connections between our staff, volunteers, and supporters.
To guide internal engagement, many organizations use the 5 Cs of Employee Engagement.
This simple framework encourages organizations to build cultures that prioritize people, a critical factor in long-term success.
High levels of employee engagement lead to better business outcomes. Engaged employees are more productive, more innovative, and less likely to leave. They’re invested in their roles and motivated to help their organizations succeed.
For companies and nonprofits alike, the importance of employee engagement in the workplace cannot be overstated. Gallup reports that engaged teams show 21% greater profitability, 41% lower absenteeism, and up to 59% less turnover. These metrics translate to stronger teams, reduced hiring costs, and a more resilient culture.
Beyond performance, workplace engagement fosters creativity and collaboration. Engaged employees feel safe to share ideas and take initiative. This environment drives innovation, supports problem-solving, and strengthens team morale.
Organizations looking to improve engagement should focus on leadership, communication, and opportunities for growth. According to a Harvard Business Review, the four fundamental ways to boost employee engagement include listening to employee feedback, giving meaningful recognition, offering autonomy, and connecting work to purpose.
For mission-driven teams like ours at Kesem, engagement is also about heart. When people believe in the cause, they show up with purpose, and that creates lasting impact for the communities we serve.
Investing in employee engagement is not just a feel-good initiative, it leads to measurable improvements in business performance. When employees feel connected to their work and supported by their organization, they bring more energy, focus, and loyalty to the table.
Engaged employees are significantly more likely to remain with their organization long-term. They feel valued, see a future with the company, and are more invested in its success. In contrast, disengaged employees often feel disconnected and unappreciated, leading to higher turnover rates.
Turnover is expensive. Replacing an employee can cost up to 200% of their salary when factoring in recruiting, training, and productivity loss. Low engagement also damages team morale and adds pressure on remaining staff. Prioritizing engagement is a strategic way to improve retention and reduce costs.
Highly engaged employees tend to go above and beyond. They are more motivated, focused, and committed to achieving goals. According to Gallup, engaged teams are 17% more productive and show 21% greater profitability compared to disengaged ones.
When employees believe their work matters, they take more initiative and collaborate more effectively. This productivity boost benefits the entire organization, from front-line operations to long-term strategy.
The connection between employee engagement and profitability is well documented. Organizations with high engagement levels outperform their competitors in revenue growth, customer satisfaction, and operational efficiency.
A study by Gallup found that companies in the top quartile for engagement saw 23% higher profitability and 18% higher sales productivity. When employees are engaged, they deliver better customer service, create stronger client relationships, and help drive sustainable business growth.
Burnout is one of the most pressing challenges in today’s workplace. Engaged employees experience lower levels of stress because they feel supported, empowered, and aligned with their responsibilities.
When companies foster a positive work environment with clear communication, opportunities for feedback, and work-life balance, employees are more resilient and mentally well. This contributes to sustained productivity and a healthier overall culture.
Absenteeism often reflects deeper issues such as disengagement, lack of motivation, or burnout. Engaged employees are more reliable, committed, and present. Gallup data shows that highly engaged workplaces see 41% lower absenteeism rates.
Fewer unplanned absences mean better team consistency, improved morale, and reduced disruptions. It also eases the burden on colleagues who would otherwise need to cover additional responsibilities.
Creating a culture of employee engagement requires more than one-off programs or annual surveys. It takes an ongoing commitment to listening, adapting, and investing in the full employee experience. Organizations that focus on how employees feel, work, and grow throughout their journey are better positioned to build engagement that lasts.
Many companies rely on isolated engagement initiatives like team-building events or recognition awards. While helpful, these tactics alone are not enough. A sustainable strategy involves shaping a holistic employee experience that supports individuals from onboarding to advancement.
When employees feel supported throughout their journey, not just during peak moments, they are more likely to stay committed and contribute meaningfully to the organization. From day-to-day interactions to long-term development, the full experience matters.
These foundational elements help organizations design stronger EX strategies:
To understand the effectiveness of engagement strategies, organizations must track specific metrics tied to employee engagement and experience. Some of the most important include:
These metrics help employers identify trends, measure progress, and refine engagement efforts over time. Regular evaluation ensures strategies are not only implemented but also deliver results.
Several key factors consistently influence engagement across industries and roles. Understanding these drivers helps leaders build more effective strategies:
Each of these elements contributes to long-term satisfaction, motivation, and performance. Organizations that invest in these areas are more likely to retain top talent and build a thriving culture.
Not all employees experience engagement the same way. Based on their mindset, behavior, and emotional connection to the organization, employees typically fall into four distinct levels of employee engagement. Understanding these categories can help leaders tailor strategies that address varying needs and improve overall workplace engagement.
These employees are deeply committed to their roles and the mission of the organization. They go above and beyond, often take initiative, and act as strong advocates for the company. Highly engaged employees are enthusiastic, dependable, and contribute positively to team culture. They are more likely to stay long-term and help drive business success.
Moderately engaged employees perform their duties well but may not feel fully connected to the company’s goals or values. They generally meet expectations but may not show much initiative beyond what is required. While they are not actively disengaged, they are also not operating at their full potential. With the right support and motivation, these employees can often become more invested.
Employees in this category do only what is necessary to keep their jobs. They may appear indifferent or uninterested in company initiatives and tend to avoid taking on additional responsibilities. This lack of connection often leads to lower productivity and minimal collaboration. Identifying the root causes, such as a lack of support or unclear expectations, is key to re-engaging them.
Disengaged employees are emotionally disconnected from their work and the organization. They may express negativity, resist change, or undermine team morale. Often, they are actively seeking other employment opportunities. Without intervention, disengagement can spread and impact team performance, making it essential to address through coaching, feedback, or re-evaluation of role fit.
Regularly measuring employee engagement helps organizations understand how employees feel, what motivates them, and where improvements are needed. Engagement surveys offer a structured way to collect feedback, identify trends, and make data-driven decisions that strengthen workplace culture.
A successful survey begins with thoughtful design. The format should be easy to complete, confidential, and focused on areas that influence engagement. Avoid overwhelming employees with lengthy or irrelevant questions. Instead, aim for clarity, consistency, and relevance. Decide whether to use rating scales, open-ended responses, or a mix of both based on your goals.
The quality of your survey depends on the quality of your questions. Ask questions that explore both emotional and practical aspects of the employee experience. Keep them simple and direct to encourage honest responses. Questions should help uncover whether employees feel valued, connected, and supported in their roles.
Before analyzing results, identify the specific drivers of workplace engagement that your organization wants to improve. These might include leadership communication, role clarity, recognition, or opportunities for advancement. Use survey data to assess how each of these areas is performing and where gaps exist.
To gain meaningful insight, ask questions such as:
These questions help assess what engagement is in the workplace by tying motivation, satisfaction, and alignment with organizational values into measurable feedback.
To ensure your survey process is effective, follow this checklist:
By consistently measuring and acting on engagement data, organizations can create more connected, motivated, and resilient teams.
Improving employee engagement requires intentional planning, consistent follow-through, and a deep understanding of what motivates your workforce. The most successful companies don’t rely on quick fixes. Instead, they build engagement into their culture through leadership, communication, and meaningful action.
Here are examples of organizations that lead by example:
1. Salesforce – Embedding Values Into Engagement: Salesforce places a strong emphasis on trust, equality, and innovation. Their employee engagement strategy includes frequent listening sessions, well-being initiatives, and a robust volunteer program. Employees are given paid time off to participate in community service, aligning personal values with the company's mission.
2. Microsoft – Prioritizing Learning and Growth: Microsoft’s culture of continuous learning helps fuel engagement. They provide resources for career advancement, mentorship, and role mobility. Their managers are trained to support career development, helping employees feel seen and supported across departments.
3. Patagonia – Purpose-Driven Engagement: Patagonia’s deep commitment to environmental activism resonates with employees. By connecting work to a shared mission, they’ve built a workforce that is passionate and aligned. Employees are encouraged to take part in environmental causes and feel their roles support real-world impact.
4. Cisco – Building a Feedback-First Culture: Cisco uses real-time employee listening tools and pulse surveys to monitor engagement continuously. They’ve seen strong results from acting quickly on employee feedback and prioritizing psychological safety within teams.
These case studies show that high engagement is not about perks alone. The companies that excel in workplace engagement focus on building trust, reinforcing values, and empowering employees at every level.
At Kesem, we believe that engaged employees are the foundation of impactful organizations. That’s why we invite companies to align their values with a mission that truly matters. When you partner with Kesem through corporate giving, you’re not only investing in community impact, you’re strengthening your employee culture through purpose-driven engagement.
Corporate partners help power Kesem’s year-round programs that support children through and beyond a parent’s cancer. Whether through direct contributions, employee giving programs, or cause marketing campaigns, every partnership helps expand our reach and deepen our impact.
In addition to corporate giving, organizations can also support Kesem by attending or sponsoring an event. These experiences offer powerful team-building opportunities and demonstrate your company’s commitment to community care and social responsibility.
Together, we can build a workplace culture rooted in empathy, action, and connection, while making a lasting difference in the lives of families nationwide.
We're excited to launch a permanent collection of stories for our community to share.
