Five Questions to Ask if Your Engagement Scores Are Lower Than Desired
Thinking you need to do more to improve engagement scores? Perhaps it’s not about doing more but rather about building the right communication infrastructure and crafting a narrative that resonates with your team. When employees feel connected, informed, and valued, engagement naturally follows. Whether your recent survey results revealed dips in trust, challenges with recognition, or uncertainty about career growth, creating a strategy rooted in intentional communication can drive improvement. Here are five essential questions to help shape that strategy:
Are you effectively communicating your employee benefits?
You may offer a competitive benefits package, but if employees don’t fully understand it, the value goes unappreciated. Effective benefits communication goes beyond an initial onboarding session and yearly open enrollment. Regular refreshers, easy-to-navigate resources, and practical explanations help employees make the most of what’s available. Consider offering “benefits orientation” sessions throughout the year or a digital portal that explains offerings in plain language. When employees understand how benefits support their lives and goals, it can deepen their connection to the organization.
Do team members feel recognized for their contributions?
Recognition isn’t about elaborate awards; it’s about making people feel valued in simple, authentic ways. When recognition is personalized, timely, and visible, it reinforces an employee’s importance. Build consistent feedback into daily operations—whether through one-on-one feedback, team acknowledgments, or digital recognition platforms. Even small gestures like “thank you” emails or gratitude boards (virtual or in office) can build a culture where employees know their efforts are noticed.
Is there a clear path for advancement?
Employees are more likely to be engaged if they see a future for themselves within the organization. A clear career path—with defined steps and developmental opportunities—can fuel motivation. Offer training programs, mentorship, and stretch assignments that help employees gain new skills and confidence. By demonstrating a commitment to employee growth, you create a workplace where people see long-term potential and invest more of themselves.
Are you transparent about changes in the organization?
Employees need to feel that they are part of the journey, not just subject to it. When changes occur, communicate openly about the “why” behind decisions, the expected benefits, and anticipated challenges. Host Q&A sessions or send out regular updates to keep everyone informed. Provide opt-in deeper dives for team members who crave more information. When employees understand the context and rationale for changes, it builds trust and helps them see their role in the future.
How visible and accessible is your leadership team?
Leaders who are approachable and present foster a strong sense of connection and trust. Employees want to feel their voices are heard by leadership, and regular opportunities for interaction—such as open office hours, “Ask Me Anything” forums, or informal team lunches—create a more open culture. When leaders make an effort to connect directly with teams, it boosts morale and reinforces a sense of shared purpose.
what’s inside counts