Employee engagement and company culture have never been more critical. With high turnover rates and a competitive labor market, organizations are facing unprecedented challenges in recruiting and retaining top talent.
In recent years, recruitment has changed dramatically: candidates have more options than ever, and the traditional “9-to-5 office” is no longer enough to attract and retain great employees. According to recent Gallup statistics, nearly 50% of employees are either actively or passively seeking new job opportunities, making the need for strong engagement and culture more pressing than ever.
Building a culture in a remote or hybrid environment can feel especially daunting. The rise of remote work has made it clear that simply having a physical office space does not guarantee culture. The trend of “coffee badging”—employees showing up only to log their presence rather than actively engage—shows that many employees are attending the office just to “check the box.” If employees are only coming in because they feel obligated, it’s a sign that your office and your culture may need a new approach to engagement.
The goal is simple: make your office (or your remote workplace) somewhere people want to be, not somewhere they have to be.
Four Ways to Promote Positive Employee Engagement
Creating a culture where employees feel valued, trusted, and connected doesn’t happen by chance. Here are four proven approaches to improving employee engagement, each aligned with themes your team truly needs.
1. Transparency
Transparency is essential for engagement. Employees want to understand the “why” behind decisions, the company’s direction, and how their work contributes to broader goals. By cultivating transparency, organizations foster trust, minimize uncertainty, and drive retention. Regular company-wide updates, open channels for questions, and clear performance metrics are simple but powerful ways to practice transparency.
Jenn Lisak Golding, CEO of Sapphire Strategy, shared what makes her team thrive cohesively within the hybrid environment: “The most successful tactic I’ve implemented that has led to positive employee engagement (and retention) is developing a culture of transparency. By sharing what’s going on with the business, clients, partners, and the external landscape, my team feels connected to the organization’s overarching goals. They feel directly connected to the impact they’re making with the work they’re doing.”
2. Trust
Trust sets the foundation for any healthy workplace culture. Employees who feel trusted are more likely to take ownership of their work, be proactive, and stay longer at your company. Demonstrating trust means letting go of unnecessary control and focusing on outcomes rather than rigid schedules or office presence. This approach also fosters innovation, as employees feel safe taking calculated risks and sharing new ideas.
Chip Neidigh, CEO + Founder at Kairos, specifies how he approaches honesty within his company. “In any fast-moving enterprise where people are striving to accomplish an important mission, toes will get stepped on, and balls will get dropped. When this (invariably) happens, it strains relational health and the bonds of trust.” He adds, “Most organizations don’t have well-developed mechanisms for restoring damaged trust. At Kairos, we’ve found (for ourselves, and for our clients), that practicing the very difficult art and science of ‘getting back into right relationship’ through hard conversations is the simplest path to ensure high employee fulfillment and engagement.”
3. Flexibility
The flexibility of “work-life balance” is no longer a “perk,” it’s an expectation for employees. Offering options for hybrid schedules, remote work, and flexible hours allows employees to manage their responsibilities while still performing at a high level. Flexibility shows that the company respects employees’ lives outside of work, which is a major factor in retention and engagement.
HR Advisor and Director of Esports Entertainment Group, Jenny Pace provided her insight on processing feedback from the team she leads. “After COVID-19 we had a number of office-based staff who had not traveled home for several years; many were considering sacrificing their job to return to their homeland. Now, our programme is controlled but allows staff to travel and work, which has led to a very low attrition rate. Today, we have become completely remote.”
4. Make it Personal
Personalizing engagement strategies goes beyond company-wide initiatives. One-on-one mentoring, career development plans, and opportunities for personal growth show employees that they are valued as individuals, not just cogs in a machine.
When asked about the most successful tactic to boost engagement, Clayton Thompson, CEO of Membershine, shared, “Definitely cultivating a strong remote work culture that still feels personal and connected. Even though our team is distributed across multiple countries—including the U.S. and the Philippines—we make it a priority to ensure everyone feels included, heard, and valued.” Thompson schedules monthly all-company meetings where he shares updates, celebrates milestones, and spotlights team accomplishments.
Thompson clarified, “What really sets our culture apart, though, is that as the CEO, I take time to meet personally with every employee, no matter where they live. Whether someone’s in a different time zone or halfway around the world, that one-on-one connection ensures that every team member knows their work matters and that their perspective is valued at the highest level.”
Maintaining connections between leadership and staff builds loyalty, fosters a sense of belonging, and reinforces a culture that encourages long-term retention. At the end of the day, your employees want to feel seen and heard, not just valued for their attendance.
Alison Martin, Chief Program Officer of Engage Mentoring, shared a huge takeaway: “I’ve learned that engagement isn’t driven by perks or programs, it’s driven by connection. Our mentoring initiative gave employees a structured way to build meaningful relationships and learn from leaders across departments. That sense of connection has become the heartbeat of our culture.”
Connecting Beyond the Screen: Building and Boosting a Remote Culture
Remote and hybrid workforces present unique challenges for engagement and culture. Leaders must intentionally create opportunities for connection and foster a sense of community—even when employees aren’t physically together. Here are some best practices from leaders who have successfully navigated remote culture:
Routine Team Meetings & Check-ins
“I would recommend having key team check-ins during the week if you’re in a remote or hybrid environment. We’ve implemented weekly standup meetings that allow team members to share their priorities and touch base before we split up for the day. It’s been a great practice for us since COVID.” —Jenn Lisak Golding
Consistency & Structure Over Proximity
“We’ve learned that consistency and structure matter more than proximity. In a hybrid model, our mentoring framework gives every employee access to development conversations, regardless of location or title. It levels the playing field and keeps engagement high because everyone has a clear path to growth and connection.” —Alison Martin
Trust & Results-Focused Measurement
“The most important factor is empowerment and trust. We measure the results, not the hours spent logged in.” —Jenny Pace
Other engagement strategies for remote and hybrid teams include virtual social events, recognition programs that highlight achievements, and digital mentorship opportunities. A strong remote culture should mirror the principles of in-person culture: transparency, trust, flexibility, and personal connection—but adapted to the digital environment.
Culture Matters—Make it Count
Employee engagement and culture are so much more than HR buzzwords—they directly impact your organization’s productivity, reputation, and bottom line. High turnover not only disrupts operations but also damages team morale. Think of turnover like a domino effect; once someone leaves, your employees may have to pick up the slack and continually adjust to the lack of structure.
Creating a culture where employees feel seen, trusted, and empowered is one of the most effective ways to retain employees. By focusing on transparency, trust, flexibility, and personal connection, organizations can foster environments where employees want to stay, not just clock in and grab a coffee. Whether in-person or remote, engagement drives retention, and retention drives success.
Ready to take your HR initiatives to the next level? Reach out to FullStack PEO today to chat about your HR goals.
Frequently Asked Questions (FAQ)
What is coffee badging?
Coffee badging refers to employees attending the office primarily to log their presence, rather than actively engaging with their work or colleagues. It signals disengagement and a culture that may need reevaluation.
What are some key employment trends in the workplace?
Key trends shaping the workplace include hybrid/remote work adoption, a focus on employee well-being, DEI initiatives, flexible schedules, and a growing emphasis on career development and mentorship.
What are the important workplace trends affecting HR today?
HR teams are navigating remote/hybrid workforce management, engagement measurement, employee experience, DEI policies, mental health support, and workforce planning for retention.
What is the latest on US workplace trends?
U.S. workplaces are increasingly embracing flexible work models, prioritizing employee engagement programs, and leveraging technology to improve collaboration, productivity, and cultural alignment.
What is remote work?
Remote work refers to employees performing their job duties outside a traditional office setting, often from home or another location, while remaining connected to the organization digitally.
Why is employee retention important?
Retention reduces recruitment costs, maintains institutional knowledge, and boosts morale. Employees who feel engaged and valued contribute to productivity and long-term success.
How do you improve employee retention?
Focus on creating a positive culture, fostering trust, providing flexibility, investing in development, recognizing achievements, and ensuring employees feel connected and valued.
What is employee engagement?
Employee engagement is the emotional commitment employees have to their organization, resulting in higher motivation, productivity, and loyalty.
How do you measure employee engagement?
Engagement can be measured through surveys, feedback sessions, retention/turnover rates, productivity metrics, and participation in company initiatives.