New Employee Engagement Strategies For 2022 


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Keeping employees engaged has been a topic in business classes for many years because it’s importance is often misunderstood. Engagement doesn’t just mean that your staff is showing up and finishing their work on time. Active engagement is so much more. It’s a group of people actively working to achieve the company’s goals while upholding the mission and values with motivation to succeed.  

So, how do you keep your employees engaged in 2022? Read what some of our experts had to say about this topic below. 

Hold Regular, Engaging Meetings 

An engaging meeting is a session that keeps everyone involved. This might be with the entire staff or each department might meet separately, but the goal here is to have things that people can engage with during the meeting. This can help new employees learn how to mesh with the office culture and meet new coworkers. 

“Start each meeting with an ice breaker or a challenge that feeds into the topic of the meeting whether you have a new employee or not,” says Zach Goldstein, CEO Public Rec. “Give your staff something to look forward to each week and challenge yourself to think of new and creative ways to keep everyone engaged while remaining focused on your goals.” 

“Meeting regularly in small groups or forming breakout groups during large meetings can let people voice their opinions and also form accountability groups,” says Marcus Hutsen, Business Development Manager for Patriot Coolers. “Having those regular meetings where you discuss projects, timelines, struggles, and other ideas can help keep people motivated and engaged because they feel heard.” 

Provide Opportunities for Growth 

If you want to keep new or existing staff engaged, you need to provide them with opportunities for growth. This could look like allowing someone to do some individual research in an area they’re passionate about within your industry or putting someone who has shown potential into leadership roles on projects.  

“Providing your new employees with examples of how they can grow in their position is one thing, but you have to make sure you’re actively holding yourself to those promises,” says Jared Hines, Head of Operations for Acre Gold. “One of the fastest ways to lose engagement is for people to enter an organization under the assumption that they will have growth opportunities only to learn that those opportunities don’t exist.” 

“The opportunity to move forward keeps your staff motivated and willing to stretch themselves to become better,” says Max Schwartzapfel, CMO for Fighting For You. “Giving them a goal right from the start can be a highly motivating factor that increases engagement, especially in new employees. You don’t want them to lose that spark and motivation that they come into the workplace with. Instead of plateauing after a few weeks, you want them to keep aspiring for self-improvement” 

Provide Feedback 

New employees are often stressed because they don’t know if they’re doing everything well or if they’re missing the mark. Make sure you are frequently providing feedback not only to new employees, but everyone in the organization. 

“Feedback should come more frequently than annual evaluations,” says Eric Elggren Co-Founder of Andar. “Some staff will need more regular feedback while others prefer to have their feedback spread further apart. That needs to be a conversation with your new employees so you can make sure they are receiving the feedback they need when they need it. It’s also okay if someone needs to change their feedback frequency after they’ve been there a while.” 

“Staff, especially new employees, often need some sort of feedback to help them do their job and maintain their engagement level,” says Daniel Osman, Head of Sales for Balance Homes. “Create a regular feedback schedule and method for evaluating employees right from the start so they know what to expect in the future.” 

Be Open and Transparent 

If a new employee, or any employee, feels like they’re not being told the full story or they’re missing pieces of information about the projects they’re working on, it’s going to affect their engagement level. Be open and transparent with new employees in 2022 and watch their engagement blossom. 

“We’ve known for years that millennials thrive on transparency, so it’s not a shocker that gen z is following in those footsteps,” says Anne-Marie Faiola, CEO and Founder for Bramble Berry. “Marketing strategies have started to allow consumers to see brands in a more transparent light to attract these generations and we should be doing the same with our HR processes and leadership within our organizations as well. A new hire is more likely to feel welcomed and at ease when they see transparency and that will lead to higher engagement.” 

“It’s very difficult to be engaged if you don’t feel like you understand the people you’re working for,” says Fred Gerantabee, Chief Experience Officer for “This is especially true when you’re a new member of a group. Creating an environment where your staff can be open with you and their coworkers while also providing transparency from the top down within your organization will go a long way in encouraging engagement among your staff.” 

Create Accountability  

Accountability should be something that becomes regular practice in effectively engaged workplaces. It allows all staff to be held to the standard of excellence set by the company while also creating less of a boundary between leadership and staff.[Text Wrapping Break] 

“I’ve seen workplaces that lack accountability or solely rely on the top-level executives to hold everyone accountable,” says Shaun Price, Head of Customer Acquisition for MitoQ. “In those situations, the accountability setup creates a bit of a barrier. If you create accountability within your teams so each person feels responsible for helping with overall accountability, it becomes more of a group effort to achieve goals and remain engaged. It also lets new employees learn about the roles of their coworkers and find their groove within the company.” 

“Accountability can be something that allows new employees to integrate into an organization,” says Reece Kresser , Co-Founder of Zizi. “Giving new employees a role that allows them to have a voice while also learning more about the different roles within an organization through accountability groups can lead to immediate engagement because they feel like they’re a part of something bigger than just their one role within the company.” 


Engagement within a company is not only something that needs to be prioritized for new employees. Sure, new employment engagement strategies are important, but it’s also important to keep the rest of your staff engaged as well.  

From accountability to transparency and feedback and even opportunities for growth, there are many ways to provide your staff, not just new employees, with engaging structures and practices within your organization.  

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