Improving Employee Engagement: HR Strategies to Foster Growth, Wellness, and Retention

In today’s competitive talent market, a company’s greatest asset is its people. While improving profitability is often a top priority for business leaders, long-term organizational success is deeply tied to employee well-being and development. 

Research shows that healthy, engaged employees are more productive, experience fewer absences, and are more likely to stay with their employer long-term. In fact, according to Gallup, highly engaged teams show 23% greater profitability, and organizations that prioritize employee development see lower turnover rates and higher performance outcomes. 

For human resources (HR) professionals, creating a culture that supports both employee wellness and growth isn’t just a nice-to-have — it’s a strategic imperative. 

How to Improve Employee Engagement

Supporting employee well-being goes beyond offering health insurance or hosting the occasional wellness challenge. Effective HR leaders take a proactive and data-driven approach to understanding employee needs and building programs that foster a culture of health. 

1. Assess Employee Wellness Needs

Every workforce faces unique wellness challenges based on factors like job roles, workplace environment and demographics. Conducting regular employee surveys, focus groups or health risk assessments can provide valuable insights into areas of need. 

For example: 

• Office workers may struggle with sedentary habits. 
• Healthcare employees may report high stress or burnout. 
• Manufacturing teams may face physical safety concerns. 

Understanding these challenges helps HR teams design targeted initiatives. 

2. Foster a Culture of Wellness

Sporadic wellness perks aren’t enough to drive lasting behavior change. Instead, organizations should weave wellness into their daily culture and values. Effective tactics include: 

• Offering healthy snack options in break rooms. 
• Encouraging walking meetings or the use of standing desks. 
• Hosting wellness workshops or fitness classes onsite. 
• Sharing wellness tips through company newsletters. 
• Sponsoring employee participation in local fitness events. 

3. Incentivize Participation

Motivating employees to engage in wellness programs often requires incentives. Some effective strategies include: 

• Rewards for meeting fitness or nutrition goals. 
• Discounts on health-related products or services. 
• Friendly team competitions tracking healthy behaviors. 
• Health savings account (HSA) contributions tied to wellness activity completion. 

The key is aligning incentives with what motivates your specific workforce. 

4. Communicate Across Multiple Channels

Even the best wellness initiatives won’t succeed if employees don’t know they exist. HR teams should promote programs using a variety of channels: 

• Employee portals or apps 
• Email newsletters 
• Digital signage or posters in shared spaces 
• On-site events or lunch-and-learns 
• Manager-led reminders during team meetings 

5. Leverage Health Insurance Resources

Many health insurance providers offer free wellness tools that HR leaders can tap into, such as: 

• Preventive care reminders 
• Fitness class discounts 
• Mental health resources 
• Smoking cessation support 
• Employee Assistance Programs (EAPs) 

Maximizing these resources can amplify the impact of your wellness strategy. 

Professional Development: Fueling Employee Growth and Retention

Wellness isn’t just about physical or mental health — it also includes opportunities for career growth and skill-building. When employees feel their employer invests in their future, they are more motivated, productive and loyal. 

1. Strengthen Onboarding and Ongoing Training

An employee’s development journey starts on day one. Effective onboarding should: 

• Clarify company culture and expectations. 
• Provide role-specific training. 
• Encourage collaboration and belonging. 
• Set a clear path for growth. 

Beyond onboarding, HR teams should offer continuous training in: 

• Leadership skills 
• Compliance and ethics 
• Diversity, equity and inclusion (DEI) 
• Industry trends and new technologies 

2. Offer Voluntary Learning Opportunities

Go beyond mandatory training by providing optional educational resources, such as: 

• Tuition reimbursement programs 
• Professional certification support 
• Access to online learning platforms (e.g., LinkedIn Learning) 
• Lunch-and-learn sessions 

These initiatives empower employees to take ownership of their development. 

3. Create Coaching and Mentorship Programs

Mentorship programs foster connection and accelerate growth. Consider offering: 

• Peer mentoring 
• Reverse mentoring (junior to senior) 
• Group coaching sessions 
• Virtual mentorship platforms for remote employees 

These relationships can provide invaluable guidance and support. 

4. Challenge Employees to Keep Them Engaged

Providing new challenges prevents stagnation and builds new skills. HR teams can facilitate: 

• Cross-functional project assignments 
• Job rotation programs 
• Stretch assignments outside typical responsibilities 
• Leadership development tracks 

Engaged employees are those who feel challenged, valued and supported in their growth. 

Preparing HR Leaders to Drive Change

Building and managing robust wellness and professional development programs requires specialized HR knowledge and leadership skills. 

For HR professionals ready to deepen their expertise, The University of Scranton’s online Master of Science in Human Resources Management program offers comprehensive training grounded in real-world HR challenges. 

The specialized curriculum prepares graduates to: 

• Design and implement effective wellness initiatives. 

• Develop strategic professional development programs. 

• Foster inclusive and engaging workplace cultures. 

• Align HR practices with organizational goals. 

• Lead with ethical decision-making in a global business environment. 

Elevate Your HR Impact

Learn more about how The University of Scranton can help you drive meaningful impact within your organization.

Explore the online MS in Human Resources Management program today!