Evolving Employee Engagement Strategy for the Evolution of Work
The question of how to engage remote employees is one that will continue to be at the top of management meetings. Remote work isn’t a passing trend, it’s the new norm. A 2023 study by McKinsey found that 98 million U.S. workers have the option to work remotely at least part of the time, and globally, hybrid work is expected to grow by 20% over the next five years.
This shift brings undeniable benefits: greater flexibility, access to a wider talent pool, and improved work-life balance. But it also introduces a challenge: how do we keep remote employees engaged, connected, and motivated when they’re no longer sharing the same physical space?
The risk? Many organisations deliver a remote employee experience that feels isolating, leaving employees disengaged and disconnected from company culture. And disengagement has a cost:
- Companies with highly engaged employees experience 23% higher profitability (Gallup, 2023).
- Disengaged employees cost organisations an estimated $450–$550 billion per year in lost productivity (HBR).
Traditional engagement strategies—team lunches, office perks, and casual watercooler chats—aren’t enough in a remote-first world. Today’s remote employees expect more:
✔ A leader who acts as a coach and helps them reach their potential.
✔ A clear sense of purpose that aligns with their personal values.
✔ Ongoing feedback, employee recognition, and career growth opportunities.
✔ A work environment that supports well-being and work-life balance.
So, why do so many remote engagement strategies fail? Because they’re seen as an HR initiative run by HR professionals, rather than an organisational priority. Engagement isn’t just an HR function, it’s a leadership function. It’s managers, supervisors, and executives who set the tone for engagement every day.
In this guide, we’ll outline 12 actionable strategies to help your organisation engage remote employees to foster connection, build motivation, and develop long-term commitment.
Understanding Remote Employee Engagement
Remote employee engagement isn’t just about logging in on time and hitting deadlines. It’s about how connected, motivated, and invested remote employees feel in their work, their team, and the organisation as a whole.
With remote employees engaged, they bring energy, creativity, and commitment to their roles. They contribute ideas, support colleagues, and actively push the organisation forward. When they aren’t? You’ll see it in missed opportunities, lower employee morale, and higher turnover.
But engagement feels different in a remote world. Without an office environment to create natural moments of connection, remote employees can start to feel like they’re working for a company rather than with one. That’s a crucial difference.
So, what makes a remote employee feel engaged?
- A sense of belonging: They feel part of something bigger, not just a name on a screen.
- A connection to leadership: They see and hear from leaders regularly, not just in formal meetings.
- A voice in the company: Their ideas, opinions, and contributions are acknowledged.
- A clear growth path: They know how they can develop, even without the visibility of an office setting.
Traditional engagement tactics don’t always translate to remote work. A well-stocked breakroom or after-work drinks can’t replace meaningful connection and purpose.
The key?
Building engagement into the fabric of your culture, not treating it as an add-on.
1. Optimise your onboarding process
First impressions set the tone. A strong onboarding process introduces employees to systems and processes of course, but it also makes them feel valued, included, and excited from day one.
For remote employees, this is even more critical. Without an office environment to naturally absorb company culture, a disjointed or impersonal onboarding experience can leave them feeling disconnected before they’ve even begun.
So, how do you make remote onboarding impactful?
- Get the logistics sorted early. Nobody wants to spend their first day filling out forms or waiting for IT support. Ensure paperwork is completed in advance, and that they have all the tools they need (laptop, logins, software, etc) and are ready to go.
- Create structured introductions. Assign a buddy or mentor, schedule 1:1s with key team members, and make leadership visible early on.
- Immerse them in culture, not just information. A well-designed onboarding portal or welcome session should go beyond company policies. Showcase your values, success stories, and what makes your organisation unique.
- Make it interactive. Pre-recorded videos and documents have their place, but nothing beats real conversations. Virtual coffee chats, team Q&As, or even an informal ‘meet the team’ call can make a huge difference.
- Check in—then check in again. Onboarding should never be a one-week process. Regular follow-ups in the first 30, 60, and 90 days help ensure new hires feel supported and engaged.
When done well, onboarding is more about than getting remote employees up to speed, It’s about setting them up for long-term success and connection with your organisation.
2. Connect remote employees to your mission
People want more than a paycheck. They want purpose.
When employees understand how their work contributes to a bigger vision, they feel more invested in what they do. But in a remote setting, where day-to-day tasks can feel isolated, it’s easy for that connection to fade.
How do you ensure remote employees feel aligned with your mission?
- Make your vision visible. Don’t let your company’s purpose live in a forgotten slide deck. Reinforce it in meetings, company updates, and everyday conversations.
- Show, don’t tell. A mission statement means little if it’s not reflected in leadership actions. Remote Employees should see company values in decisions, behaviours, and recognition.
- Tie individual roles to the bigger picture. Help remote employees see how their work drives impact. Share real stories of how projects, ideas, and contributions are shaping the organisation.
- Encourage leadership storytelling. People connect with people. When leaders share their personal connection to the mission, it fosters a stronger sense of belonging and purpose.
A strong mission is a guiding force that shapes culture, engagement, and commitment. Keep it front and centre.
3. Foster effective communication and listening
In a remote environment, where body language and casual office chats are absent, the way leaders and teams communicate can make or break engagement.
How do you make communication truly effective for remote teams?
- Listen first, speak second. Remote employees want to feel heard, not just informed. Active listening: acknowledging concerns, asking follow-up questions, and acting on employee feedback will help build trust.
- Adapt communication styles. Some remote employees thrive on video calls; others prefer written updates. Use a mix of synchronous (real-time) and asynchronous (on-demand) communication to suit different preferences.
- Make meetings meaningful. Avoid status updates that could be an email. Instead, use meetings for discussions, collaboration, and decision-making.
- Clarify, don’t assume. In remote settings, ambiguity leads to misalignment. Be clear on expectations, next steps, and responsibilities to avoid unnecessary confusion.
- Encourage informal interactions. Not every conversation should be about work. Creating space for casual chats through virtual coffee breaks, Slack channels, or check-ins, helps maintain social bonds.
Great communication keeps teams aligned, engaged, and motivated, no matter where they are.
4. Regular check-ins: Go beyond work in conversations to build more meaningful relationships
A quick “How’s everything going?” isn’t a check-in. Meaningful check-ins are about building relationships, understanding challenges, and showing genuine care.
For remote employees, regular touchpoints help replace the informal office interactions that naturally build connection. But the key? They can’t only be about work.
How to make check-ins count:
- Be consistent, not just reactive. Don’t wait for a problem to arise. Schedule regular one-to-ones to stay connected.
- Talk about the person, not just the job. Ask about challenges, wins, career goals, and well-being.
- Listen more than you speak. Check-ins are a space for remote employees to be heard. Give them room to share.
- Act on feedback. If an remote employee raises a concern or idea, follow up. Trust is built when people see their input leads to action.
- Keep it human. Not every conversation needs an agenda. Sometimes, a casual “How’s your week going?” is enough to show you care.
Meaningful check-ins improve engagement, strengthen trust, motivation, and long-term commitment.
5. Provide a space for ideas to feel appreciated and acknowledged
In a traditional office, ideas can spark in casual moments, over coffee, in passing conversations, or during impromptu brainstorms. But in a remote setting, where interactions are more structured, those organic opportunities often disappear. That’s why intentionality matters when it comes to fostering innovation and making employees feel heard.
The best organisations create an environment where sharing them feels natural. This starts with giving remote employees different ways to contribute. Not everyone feels comfortable speaking up in meetings, so alternative channels, like Slack discussions, anonymous suggestion forms, or smaller group sessions, help ensure every voice has a space.
But sharing an idea is only half the equation. Remote Employees also need to feel like their contributions matter. A simple acknowledgment, whether through public recognition, leadership follow-up, or a direct response, reinforces that input is valued.
And when an idea is implemented? Celebrate it. Highlighting real examples of employee-driven change not only motivates the individual but encourages others to engage, too.
Finally, follow-through is essential. Nothing shuts down engagement faster than sharing an idea and hearing nothing back. Even if an idea isn’t feasible, close the loop with a response. Explain why or suggest an alternative. This keeps employees invested in the process. When people feel heard, they stay engaged.
6. Keep open lines of communication
Remote work removes the small, everyday moments of connection. No hallway chats, no spontaneous coffee breaks, no quick desk drop-ins. Without these, communication can become purely transactional, focused only on tasks and deadlines. And when that happens, engagement suffers.
We must find ways to make remote work more social and keep remote workers engaged. Keep our lines of communication open and deliver a ‘water cooler experience’ using technology.
One company we know set up a separate slack channel for people to share recipes. This worked so well that they set up other channels, to enable people to join in social conversations as if they were at work. Crucially, the employees administer these channels themselves.
As we build out communication capabilities, we must take advantage of technology to:
- Develop a centralised communication tool across all teams
- Optimise your communication technology to better support your employees
- Go beyond work in our conversations to build more meaningful relationships
7. Create a customised inclusion experience and promote relationship building
Inclusion isn’t a one-time initiative, a workshop, or a policy. It’s something employees should feel every day, in every interaction. But in remote teams, it’s easy for inclusion to slip. Some voices dominate meetings, decisions get made in private Slack messages, and those in different time zones or backgrounds can feel like they’re on the outside looking in.
So how do you create a truly inclusive remote culture?
Start by designing meetings that give everyone a voice. That means structured turn-taking in discussions, using tools like anonymous idea boards, and actively inviting quieter remote team members to contribute. A well-run meeting ensures that inclusion isn’t about who speaks the loudest but about ensuring everyone is heard.
Then, think about visibility. Remote workforce often means employees only interact with their immediate teams. Break those silos by creating cross-functional project groups, rotating leadership in team meetings, and encouraging knowledge-sharing across departments. When employees see diverse perspectives in action, inclusion becomes part of the culture, not just a goal.
Finally, don’t underestimate the power of shared stories. Encourage employees to share their experiences, backgrounds, and perspectives—whether in team meetings, internal newsletters, or informal chats. And for leaders? Sharing their own stories, including struggles and vulnerabilities, can create an atmosphere where employees feel safe to be themselves.
8. Provide a mentally safe environment for employees
Ever had an idea in a meeting but held back, worried it might not land well? That hesitation signals low psychological safety. The fear of speaking up, making mistakes, or challenging ideas.
In a remote setting, where interactions are fewer, that fear can feel even bigger.
Psychological safety means remote employees feel comfortable contributing, questioning, and taking risks without fear of judgment or backlash. So how do you build it?
- Lead with vulnerability. When managers admit mistakes or ask for feedback, they show that openness isn’t just encouraged, it’s expected.
- Reward curiosity, not just results. Ask, “What did we learn from this?” instead of focusing on what went wrong. A culture that treats mistakes as learning opportunities fosters innovation.
- Create structured space for input. Use anonymous Q&A, pre-meeting idea submissions, or round-robin discussions to ensure all voices are heard.
- Model active listening. Simple responses like “That’s a great point. What do others think?” or “Let’s explore that idea further” encourage discussion instead of shutting it down.
- Recognise contributions, not just outcomes. Acknowledging effort and insight, even if an idea doesn’t move forward, reinforces that speaking up is valued.
When employees know they can share openly without fear, they engage more, collaborate better, and push the organisation forward in ways that truly matter.
9. Support Work-Life Balance in Meaningful Ways
Remote work was supposed to bring better work-life balance. But for many, it’s done the opposite. By blurring the boundaries between work and home, it’s lead to longer hours, more burnout, and the feeling of always being on.
It’s not enough to say “We support work-life balance.” Remote Employees need to see it in action. Here’s how:
- Set clear expectations around availability. Just because remote work is flexible doesn’t mean employees should feel obligated to respond at all hours. Define core working hours and respect personal time.
- Lead by example. When leaders take breaks, log off on time, and avoid sending late-night emails, they give employees permission to do the same.
- Encourage real breaks. A ‘working lunch’ isn’t a break. Neither is answering emails on holiday. Normalise stepping away, whether for a walk, a gym session, or simply time offline.
- Offer autonomy, not just policies. Some employees work best in structured schedules; others thrive with flexibility. Instead of rigid rules, empower employees to manage their time in a way that works for them.
- Check in, without micromanaging. A simple “How’s your workload?” shows employees their well-being matters. But balance is key. Trust employees to manage their work without constant oversight.
When work-life balance is practiced, not just promised, employees are more engaged, more productive, and more likely to stick around.
10. Provide Opportunities for Growth and Development
Nothing disengages an employee faster than feeling stuck. Without clear opportunities for growth, remote workers can start to feel like they’re just going through the motions. When that happens, they’re more likely to look elsewhere.
Growth doesn’t just mean promotions. In today’s flatter organisations, career progression is often about skill-building, exposure to new challenges, and personal development. The best companies create multiple pathways for growth, such as:
- Ongoing learning opportunities – Access to online courses, certifications, and industry events keeps employees learning and evolving.
- Stretch assignments – Give employees the chance to take on new challenges, lead projects, or work cross-functionally to expand their skill set.
- Mentorship and coaching – Connecting employees with mentors, inside or outside the organisation, provides guidance and inspiration for career growth.
- Career mapping conversations – Regular check-ins about aspirations help employees see a future within the company, rather than feeling like they need to leave to grow.
11. Recognise and reward your remote employees’ effort
The importance of recognising employees’ efforts is not limited to just managers. We should develop a culture in which employees themselves should also take the time to appreciate the work of their colleagues. This will help remote employees feel connected to the organisation and its culture.
Feeling valued isn’t a “nice-to-have”, it’s a fundamental driver of engagement. Yet in remote settings, recognition can often fall by the wayside. Without a manager walking past their desk to say “Great job on that project,” employees can start to wonder if their efforts are even noticed.
The solution? Make recognition a habit, not an afterthought.
- Be specific. A generic “Good job” is forgettable. Acknowledging exactly what someone did well (“Your presentation really clarified our strategy – great work!”) makes it meaningful.
- Celebrate in the right way. Some employees appreciate public recognition, while others prefer a private thank-you. Knowing how people like to be recognised makes a difference.
- Use multiple channels. Shoutouts in team meetings, a Slack kudos channel, or even a handwritten note. Variety keeps recognition fresh and impactful.
- Tie recognition to values. Highlighting how an employee’s work aligns with company values reinforces a sense of purpose and belonging.
- Don’t wait. Recognition shouldn’t be reserved for annual reviews or big milestones. A quick, timely acknowledgment has a far greater impact.
When employees know their contributions matter, they’re more engaged, more motivated, and more likely to go above and beyond. Recognition isn’t just a feel-good gesture. It’s a key ingredient in a thriving remote culture
12. Rethink Leadership Approach for Remote Engagement
The shift to remote and hybrid work hasn’t just changed where we work, it’s changed how leaders need to lead. The traditional model of “managing by presence” no longer works. Leaders can’t rely on casual office drop-ins or visual cues to gauge engagement. Instead, they must be intentional, proactive, and people-focused.
So what does great leadership look like in a remote world?
- Trust over control. Micromanagement kills engagement. Set clear expectations, then give employees the autonomy to deliver results in their own way.
- Empathy as a core skill. Remote work brings unique challenges; loneliness, blurred boundaries, and digital fatigue. Great leaders check in, not just on progress, but on people.
- Frequent, meaningful communication. Regular updates, transparent decision-making, and open-door policies (even virtually) keep employees connected to leadership.
- Leading by example. When leaders take breaks, log off on time, and prioritise well-being, it signals to employees that they can do the same.
- Creating connection. Strong leadership isn’t just about driving performance; it’s about fostering a culture where employees feel seen, heard, and valued, even from a distance.
Leadership has always shaped engagement, but in a remote world, it’s more important than ever. The best leaders don’t just manage from a distance, they lead with trust, empathy, and a vision that keeps employees connected, inspired, and engaged.
Measuring and Evaluating Remote Engagement
You can’t improve what you don’t measure. Understanding how engaged your remote employees are and what’s driving or hindering that engagement, requires more than just gut feeling.
The best organisations take a data-driven approach to employee engagement, using key metrics to track progress and make informed decisions.
How to Measure Remote Employee Engagement
Employee Engagement Surveys – Regular pulse surveys help gauge sentiment, track trends over time, and uncover hidden issues. The key? Ask the right questions. Instead of vague inquiries like “Are you happy at work?”, focus on specifics:
❓ Do you feel recognised for your work?
❓ Do you have the tools and support you need to succeed remotely?
❓ How connected do you feel to your team and the company’s mission?
Productivity & Performance Metrics – Engagement isn’t just about how employees feel, it’s also reflected in their output, collaboration, and willingness to go above and beyond. Are remote teams hitting goals? Are employees actively contributing ideas and innovations?
Retention & Turnover Rates – A sudden increase in resignations can signal deeper engagement issues. Tracking why employees leave, and more importantly, why they stay, helps identify strengths and gaps in your engagement strategy.
Feedback & Recognition Metrics – Recognition drives engagement, but is it happening consistently? Tracking how often managers provide feedback, how frequently employees receive praise, and how peer recognition is used can highlight whether appreciation is embedded in your culture.
eNPS (Employee Net Promoter Score) – This single-question metric asks employees:
❓ “On a scale from 0-10, how likely are you to recommend this company as a great place to work?”
High scores indicate strong engagement, while lower scores reveal potential concerns that need to be addressed.
From Measurement to Action
Collecting engagement data is only half the equation. The real value comes from acting on what you learn.
- Identify trends. If engagement dips in a certain department or time period, dig into the why.
- Communicate results transparently. Employees should see that their feedback leads to real change.
- Iterate and refine. Engagement isn’t static. Regular evaluation ensures your strategies stay relevant and effective.
When engagement is measured, understood, and acted upon, remote teams don’t just function, they thrive.
