Employee Experience
What Are the Key Factors That Affect Employee Engagement, and How Can You Improve Them?
Jan 30, 2026
Employee engagement is more than just employee satisfaction or happiness. While many organizations focus on keeping employees “satisfied,” true engagement means employees are emotionally invested, motivated, and committed to their work and the company’s success. In this guide, we’ll break down the most important factors that affect employee engagement, why they matter, and how you can address them to build a thriving workplace culture.
What Is Employee Engagement and Why Does It Matter?
Employee engagement refers to the level of enthusiasm and dedication an employee feels toward their job. Engaged employees are proactive, innovative, and willing to go the extra mile. In contrast, employees who are merely satisfied may do the minimum required and lack a sense of purpose.
Why is employee engagement important?
Engaged employees drive higher productivity and better business outcomes.
Organizations with high engagement see lower turnover and absenteeism.
Employee engagement is linked to improved workplace culture and customer satisfaction.
What are the Top Factors That Affect Employee Engagement?
1. Leadership Action on Employee Feedback
Q: How does leadership response to feedback impact engagement?
A: When leaders actively listen to and act on employee feedback, trust and engagement increase. Failing to address feedback can erode trust and discourage honest input in the future.
According to Gartner, over 27% of employees feel their leadership does not act on survey feedback. This number rises to 38% for employees with 10+ years at a company.
Not acting on feedback is more damaging than not surveying employees at all.
Clear communication about what actions are being taken (and why) is essential.
Tip: Regularly share updates on how employee feedback is being used to drive change.
2. Frequency and Quality of Manager One-on-Ones
Q: How often should managers meet with employees?
A: Frequent, meaningful one-on-one meetings are a key driver of employee engagement.
35.3% of employees report meeting with their manager only once a month or less.
In large organizations (5,000+ employees), this jumps to 50.3%.
12.2% say they almost never meet one-on-one with their manager.
Best Practice: Schedule weekly check-ins to build strong relationships, provide support, and remove obstacles.
3. Managing Employee Burnout
Q: What role does burnout play in employee engagement?
A: Burnout is a major risk factor for disengagement and turnover.
The World Health Organization defines burnout as a syndrome caused by chronic workplace stress.
62.2% of employees report experiencing burnout at work.
32.3% experience burnout weekly, and 20.6% experience it daily.
Key driver: Workload and capacity. When employees feel overwhelmed or unable to meet expectations, engagement drops and burnout rises.
Solution: Monitor workloads, set realistic goals, and encourage time off to recharge.
4. Opportunities for Growth and Recognition
Q: How do growth and recognition affect engagement?
A: Employees who see a path for advancement and feel recognized for their contributions are more likely to be engaged and stay with the company.
Regular feedback, skill development, and clear career paths are essential.
Recognition can be formal (awards, bonuses) or informal (public praise, thank-you notes).
5. Workplace Culture and Employee Experience
Q: What is the impact of workplace culture on engagement?
A: A positive, inclusive, and supportive workplace culture is foundational for engagement.
Employees who feel valued and included are more likely to be motivated and productive.
Culture is shaped by leadership, communication, and shared values.
Tip: Foster a culture of transparency, respect, and collaboration.
What is The Cost of Disengagement and Turnover?
Disengaged employees are not only less productive—they are also more likely to leave. According to research by Employee Benefit News, it costs employers about 33% of an employee’s annual salary to replace them. For a company with 500 employees earning $45,000 each, losing just 165 employees in a year could cost nearly $2.5 million.
73% of employees are open to new career opportunities.
33.1% are actively looking for a new job.
Even long-tenured and new employees are at high risk of turnover if not engaged.
What Actionable Solutions Can I Take to Improve Employee Engagement?
Act on Employee Feedback: Use surveys and direct input to identify key issues, then communicate and implement changes.
Increase Manager-Employee Interaction: Schedule regular one-on-ones and provide managers with training on effective communication.
Address Burnout: Monitor workloads, encourage breaks, and provide mental health resources.
Support Growth and Recognition: Offer learning opportunities and celebrate achievements.
Build a Strong Workplace Culture: Promote values of trust, respect, and inclusion.
How Can Digital Solutions Improve Employee Engagement?
Modern tools can help organizations streamline engagement efforts. For example, Intellective’s Employee Experience application integrates with ServiceNow to centralize communication, feedback, and resources. Features include:
A single portal for all employee needs
Easy feedback collection and prioritization
Action item assignment and progress tracking
Enhanced manager-employee communication
CTA: Book A Demo
The Solution
So, now that we know the cost of inadequate unengaged employees, how do we address it. Based on the Gartner research, the key drivers in employee engagement include take action on employee feedback; more interaction between managers and their direct reports; and create a positive employee experience. The right employee experience will eventually result is more job satisfaction and employee productivity.
Intellective’s Employee Experience is an application that sits on top of ServiceNow that can allow you to digitally transform your employee experience and engagement for the better in as little as ten (10) weeks. The application allows organizations to take information from across the organization and deliver it to team members, so they have everything they need to do their job in one portal. The Employee Experience Pack also makes it easy on managers and their direct reports to communicate efficiently and effectively.
The application allows you to solicit employee feedback, prioritize it, assign action items, and track progress.
Frequently Asked Questions
Q: What are the main drivers of employee engagement and a great ServiceNow employee experience?
A: The main drivers include leadership action on employee feedback, frequent manager check-ins, manageable workloads, growth opportunities, and a positive workplace culture. Leveraging ServiceNow employee experience solutions and best intranet platforms in 2025 can further improve engagement by streamlining communication and support.
Q: How can I measure and improve employee engagement with ServiceNow?
A: To measure and improve employee engagement, use targeted surveys within your ServiceNow digital employee experience platform. Go beyond satisfaction to assess motivation, commitment, and alignment with company values. ServiceNow employee experience solutions make it easy to collect feedback, analyze engagement trends, and take action.
Q: What is the difference between employee engagement and employee satisfaction in a ServiceNow environment?
A: Employee satisfaction means being content, while employee engagement means being motivated and invested in the company’s success. ServiceNow intranet platforms and digital employee experience tools help organizations move beyond satisfaction to foster true engagement by connecting employees to resources, recognition, and growth opportunities.
Q: How can technology and intranet platforms like ServiceNow improve employee engagement?
A: Technology, especially ServiceNow intranet platforms and digital employee experience solutions, can centralize feedback, streamline communication, and provide actionable insights for leaders and managers. Improving employee experience in ServiceNow helps organizations stay ahead of employee engagement trends and deliver a more intuitive, connected workplace.