As the internationally famous thought leader and best-selling author Simon Sinek said, "When people are financially invested, they want a return. When people are emotionally invested, they want to contribute."

That sums up the importance of an engaged workforce: It's a workforce inspired into action, motivated to do their very best to help your company succeed. You can feel the passion when you walk in the door. 

But how do you maintain this level of emotional commitment in a hybrid workforce environment when fewer people are walking in the door? This challenge is one of the arguments for a return-to-the-workplace model.

Clearly, employees disagree. According to Forbes, in 2023, hybrid workers made up about 28% of the workforce, while 12.7% worked full-time from home. While many employers would like to see these percentages lowered, retaining top talent and promoting a better work-life balance is taking precedence. In other words, the hybrid workforce is here to stay.

It's this continuing transition that's shaping employee engagement trends in 2024. Whether you're in human resources or at the managerial level, engaging employees is critical to success.

How the Workplace Is Remodeling Itself: Workplace Trends Designed to Inspire

1. Digital First
Many of your employees are digital natives. Working in an environment that's kept pace with technology aligns with their internal workings. According to a Deloitte Insights report, organizations with compelling workforce experiences obtained about 22 percent higher employee engagement than those without.

Going digital doesn't always require a major overhaul. A digital workplace is a modern work environment that uses software to improve processes, communication, and engagement. It can be as simple as setting up a seamless digital process for booking resources or signing in using an app or QR code.

2. Define Expectations and Appreciate Contributions
Employees want clearly defined expectations and, when met, appreciation. They want to know a company's priorities and receive ongoing feedback that can help them do their job better. Many require a career path — a clear direction that defines opportunities to learn, grow, and advance. 

Many employees are looking for professional and personal opportunities for growth. Businesses can meet this emerging interest by incorporating training programs, internal upward career mobility, and mentorship programs. Recognize your employees for a job well done and celebrate their milestones.

3. Create Spaces for Collaboration
Now that the flexible work schedule has become the new norm, employers are looking for ways to enhance collaboration between onsite and remote workers. This trend will only increase as the hybrid workforce settles in for the distant future. 

Some considerations include creating huddle spaces and conference rooms designed for meetings and engagement between all team members. Today's technology has made it possible to create an in-person experience for remote attendees. Some of the technology integrations include smart cameras, digital whiteboards, 4K UHD displays, and beamforming microphones.

4. See the Bigger Picture
A recent report from Gallup revealed that how employees are managed has more influence on their engagement than where they work. The sense of connection to their managers plays a critical role in loyalty, retention, and the desire to excel.

This connection also goes along with employees seeing the bigger picture and feeling the work they do is connected to the company's mission statement and purpose. If your company stands for social change and a commitment to environmental responsibility, all the better. 

Clear communication is at the core of building a solid connection between managers and staff. It solidifies the work culture by communicating and demonstrating the company's values. One strategy for managers is to schedule at least one meaningful talk with each team member every week.

5. Support Managers
Gallup's report also revealed that managers were more likely to feel burnt out and disengaged in 2023 than non-managers. From trying to ensure a better work-life balance for employees and navigating increased responsibilities, they found themselves struggling to safeguard their own well-being. 

As managers perceive employers losing concern for their well-being, their intent to seek employment elsewhere rises. A disengaged manager undoubtedly affects the team's overall engagement. With only one in three managers engaged, according to Gallup, the challenges are many. To combat this trend, employers must look for additional ways to support their managers.

6. Recognize Quiet Quitting
Whether in human resources or operations, companies are training their leaders on the signs that point to quiet quitting. As with much of our culture today, quiet quitting began in social media circles and went viral. It refers to employees who are disengaged, whether at work, in meetings, or outside social functions. They may complete their tasks but never go beyond what's expected.

Take immediate action if you recognize this insidious spiral in one of your employees. The first step is communication and acknowledgment. Empathetic listening and effective problem-solving should result in a formalized plan. This plan may consist of greater opportunities, methods for reducing stress, and adopting a flexible schedule.

7. Enhance Place Identity
New Berkeley Haas research reveals that workers exhibit enhanced collaboration, increased engagement, and demonstrate more commitment to their organization with a distinct sense of place identity. Place identity enhances employees' sense of belonging through design and environmental choices. 

Companies are taking note by optimizing daylight levels and integrating the latest LED natural light applications. Today's work environment offers amenities, technology, and wide open spaces. But it may need micro-communities, spaces designed for collaboration, individual focus sessions, and places to rejuvenate — essential elements in the grander design scheme.

Researchers also discovered that employees experiencing the highest place identity were those involved in creating spaces together. For remote workers, that may include providing them with resources to customize their workspaces.

8. Provide a Safe Environment
There is a strong link between employee engagement and workplace safety. Employees recognize that employers who are intentionally committed to a safe environment care about their well-being. In turn, they care about the company.

Some strategies for enhancing safety include screening tools that effectively screen visitors. In addition to regular visitors, this policy should include contractors and vendors. 

Reaping the Benefits of Engaged Employees
Engaged employees care. They are invested not only in their own projects but also in the greater mission and the organization's goals. They are brand advocates and the secret sauce to an organization's success. 

Additionally, concentrating on employee engagement helps organizations weather economic storms and, according to Gallup, reduces turnover rates by 18 to 43 percent. Take advantage of these emerging workplace trends and develop effective strategies to enhance employee engagement.