Engagement & Experience: Creating a Workplace Where People Want to Be

Over the years, companies have sought to adapt to a dynamic shift where employees sought to appeal to their employers, to one where employers now need to appeal to their employees.  There is now a big focus on ensuring employees feel valued, connected, and inspired. That’s why organisations that focus on employee engagement and experience see higher retention, stronger performance, and more vibrant cultures. 

Engagement vs. Experience

Though closely linked, engagement and experience are not the same. Employee engagement is the emotional commitment an employee has to their organisation and its goals. Engaged employees bring energy, innovation, and voluntary effort to their work.

Employee experience refers to every interaction an employee has within the workplace; from onboarding to communication, to tools, to recognition. A strong experience fosters connection, trust, and purpose.

When engagement and experience go hand in hand, the result is a more motivated, loyal, and high-performing workforce.

Why It Matters

Companies with high engagement see up to 21% higher profitability, according to Gallup[1]. In addition, employees who report a positive experience are more likely to recommend their company as a great place to work and stay longer.

A strong employee experience supports:

  • Retention – People stay where they feel valued.

  • Culture – Daily experiences shape beliefs, behaviours, and morale.

  • Performance – Engaged teams are more productive, innovative, and collaborative.

Illustration of a mood gauge with smiling and sad faces, showing a range from sad to happy, with four people interacting around it.

Building Blocks of a Positive Experience

  • Clarity & Communication – Employees need to understand their role, goals, and how they contribute to the bigger picture.

  • Growth & Development – Opportunities to learn and advance show that the company is invested in people’s futures.

  • Recognition & Feedback – Frequent, meaningful acknowledgment fuels motivation.

  • Wellbeing & Inclusion – A healthy, supportive environment where everyone feels seen, heard, and respected. 

WWLD?

Here are three practical ways leaders and teams can enhance engagement and experience:

  1. Listen intentionally – Use surveys, check-ins, or informal chats to understand how people are feeling. Act on feedback to build trust.

  2. Practice transparency and honesty with your teams, especially in regards to wider company news or impactful business updates.

  3. Recognise regularly – A simple “thank you” goes a long way. Celebrate effort, progress, and wins both publicly and privately.

  4. Champion growth – Encourage learning, support internal mobility, and align work with individual career goals.