Employee Engagement Calendar & Checklist [PDF] - Glassdoor for Employers

Recruit Talent in Today's Market

Employee Engagement Checklist & Calendar


Why Employee Engagement Matters

Employees who are engaged are emotionally committed to your organization and its goals, meaning they genuinely care about their job and go above and beyond the call of duty.

Engaged employees are more productive and innovative (not just happier), while also being less likely to leave their job.

Organizations with engaged employees outperform others by 202%.1

Return on Investment of Employee Engagement

Companies with employee engagement programs achieve 26% greater year-over-year increase in annual company revenue, compared to those who do not have formal programs.2 Glassdoor’s Best Places to Work winners outperformed the S&P 500 by 122% between 2009 and 2014.3

By the Numbers

Nearly nine in ten executives rated employee engagement as a top priority for their companies.4
Engaged employees are much less likely to leave their job, which saves your organization time and money (the average cost-per-hire is more than $4,000).3
Actively disengaged employees cost up to $605 billion in lost productivity each year.4

Employee Activities to Boost Engagement

Foster Transparency

  • Hold company huddles, where updates are provided and leaders answer employee questions.
  • Request feedback from new and tenured employees with regular satisfaction surveys and solicit Glassdoor reviews.
  • Respond to positive and negative reviews.
  • Facilitate communication at all stages of an employee’s journey and create channels for employee feedback to make them feel heard and valued — critical ingredients of successful employee engagement.
  • Involve your CEO, who when armed with information about what’s really going on inside the company, can make better decisions on behalf of staff, thereby increasing employee engagement and ultimately, the bottom line.

By the Numbers

of Glassdoor users agree their perception of a company improves after seeing an employer respond to a review.7

Support Your Mission

  • Develop a clear and succinct mission statement, something anyone in your company can understand and explain.
  • Implement a health and wellness program designed to improve employees’ quality of life — also guaranteed to boost productivity and save your company money.
  • Promote life-work balance with policies and practices, such as flex time and unlimited annual leave, that support your employees’ most pressing needs.
  • Provide ongoing coaching and training, which will make employees feel inspired, supported, confident, motivated and excited.
  • Give employees paid volunteer time, which means you are investing not only in your own workforce, but also in the community you work in.
  • Celebrate company anniversaries as an opportunity to recognize individual and team achievements.
  • Recognize personal wins and take the time to say thank you, which may be the most cost-effective way to boost employee motivation and productivity.

Provide Avenues for Career Growth

  • Have your managers check in with employees regularly about performance, at least every month.
    • Provide regular formal and informal feedback, with small in-the-moment commentary and deeper strategic meetings.
    • Engagement goes both ways, so managers should ask their employees about ways that the upper levels can improve, and how they can best support their employees.
  • Help your employees develop and incorporate their personal growth into your overarching organizational goals.
    • Consider internal for opportunities, as their institutional knowledge can be very valuable.
    • If your employee is exploring a new career path, provide a transparent analysis of the specific job qualifications required for a position in a different department.
  • Develop new talent through internship programs, and make the most of it by offering a career path where available.
  • Provide Emotional Intelligence (EQ) Training.8 There are four Core EQ Skills:
    • Self-awareness lets you accurately perceive your emotions and stay aware of them as they happen.
    • Social awareness lets you use your self-awareness to stay flexible and focus on positive behavior.
    • Self-management lets you accurately understand emotions in other people.
    • Relationship management uses self- and social awareness to manage interactions successfully.

Celebrate Employees

  • Create a new employee spotlight newsletter. Reach out before the first day with a fun questionnaire of new employees’ favorite things, and then send out an email to help break the ice with their new co-workers.
  • Celebrate employee milestones such as birthdays or work anniversaries on a wall, a bulletin board, or in a section of your HRIS.
  • Foster recognition at all levels at your company-wide meetings.
    • Tie individual employee recognition to objective metrics to avoid having your recognition programs turn into a popularity contest.
    • Recognize full teams for team accomplishments with lunch or small gifts.
  • Connect remote employees to your team culture.
    • Stream company meetings to remote employees.
    • Schedule recurring in-office get-togethers for remote workers to have important human interaction with their teammates.
  • Develop an inclusive company culture.
    • Support working families of all kinds with a Bring Your Child to Work Day or Working Parents Day.
    • Go deeper with your cultural celebrations throughout the year and ask for input from employees who share the culture being celebrated.

Launch Wellness Initiatives

  • Set activity-based fitness challenges, such as team step-counting or minutes of physical activity.
  • Organize intramural sports, whether with an official league or with impromptu games in the park.
  • Offer healthy snacks to help your employees bond, retain your top talent, and keep up your employees focused throughout the day.
  • Coordinate with a local gym or other fitness programs to offer your employees discounts or rebates.

Employee Engagement Monthly Calendar

January Employee Engagement Calendar February Employee Engagement Calendar March Employee Engagement Calendar April Employee Engagement Calendar May Employee Engagement Calendar June Employee Engagement Calendar July Employee Engagement Calendar August Employee Engagement Calendar September Employee Engagement Calendar October Employee Engagement Calendar November Employee Engagement Calendar December Employee Engagement Calendar


  1. Dale Carnegie, 2016
  2. Aberdeen, October 2015
  3. Glassdoor Economic Research, 2015
  4. Deloitte, Global Human Capital Trends 2016, February 2016
  5. Bersin by Deloitte Talent Acquisition, Facebook 2015
  6. Gallup, 2013
  7. Glassdoor US Site Survey, January 2016
  8. Travis Bradberry, Emotional Intelligence 2.0, 2009