Employee engagement measures how dedicated, motivated, and invested an employee is in their work and company. Employee engagement has a positive impact for both the employee and employer – studies show that engaged employees bring in higher profits through an increase in productivity; engaged employees also report higher happiness and satisfaction rates within their roles.  

Alarmingly, only 21% of employees are engaged at work and 50% are already considering quitting. Read on to discover five different ways to engage your employees; and facilitate a better workplace – for everyone. 

Disengaged employees cost the global workforce $7.8 trillion. When employees are engaged, they are more likely to be productive, committed, and invested in their work. Engagement is directly linked to increased profitability, customer satisfaction, and loyalty, since engaged employees are more likely to produce quality work.

Additionally, engaged employees tend to stay with their company longer. which reduces turnover and training costs. The cost of lost productivity in refilling a role, onboarding a new member, and restarting the cycle is estimated at 1.5x to 2x of the previous employee’s salary – a tumultuous hurdle for most companies.   

To increase workplace satisfaction, production quality, and company satisfaction, employees must be encouraged and incentivized to take an active approach in their role. Increased employee engagement is directly linked to: 

There are several different engagement profiles that employees can fall into. Some common profiles include:

 1) The Disengaged Employee – This type of employee is uninterested and uninvolved in their work. They may be unhappy with their job or company.

2) The Compliant Employee – This type of employee complies with company rules and regulations. They may be satisfied with their job but are not highly engaged.

3) The Engaged Employee – This type of employee is highly dedicated, motivated, and invested in their work and company. They are likely to be productive and positively impact profitability and customer satisfaction.

Several factors can drive employee engagement. Companies have offered sign on bonuses, a better work-life balance,  and a hefty increase in tangible benefits to bring in and retain talent. Other common methods to increase employee engagement are below.

Most employees, although they fulfill the requirements of their role, are still disengaged – a phenomenon known as quiet quitting that is the precursor to employees leaving their employees entirely. It is important for an employee to be fully engaged and satisfied by measuring the overall thoughts and well-being of the workforce, rather than relying on outside observations on task completion.

Employees who feel appreciated and valued by their company are more likely to be engaged in their work. Nearly three out of four employees (74%) report that if they feel heard, they are more effective at their job. 

Companies can use digital signage to show their employees they care by showing messages that send praise and thanks, create a welcoming workplace, cheer on employee accomplishments, and include a company’s most overlooked employees in their internal comms strategy.

When employees are free to control their working methods, they hold autonomy over their work. If an employee follows workplace guidelines or organizational protocols without being constantly reminded by their manager, then the company’s actions backed by behavioral science most likely keep them engaged. 

With autonomy, a positive work culture is fostered, and companies can show that they value their employees. Autonomy reduces employee fatigue by 1.9x and makes employees 2.3x more likely to stay with their organization. 

Around 60% of workers are emotionally detached at work and 19% are miserable. Post-pandemic, more employees are reconsidering their line of work. 

People who feel that their purpose is aligned with their work are more productive, resilient, and likely to stay because they have a cognitive investment in their work. This investment encourages problem-solving, creativity, and critical thinking. 

Employees who are cognitively engaged have a deeper understanding on how their tasks further their organization’s goals and are less likely to succumb to distractions; they are then able to produce more quality work.

One of the top five reasons employees leave their workplace is the lack of growth within their role. Organizations who support their employees’ advancement opportunities through methods such as cross-training, upskilling, and reskilling are more likely to retain their workforce.

Reskilling and upskilling are inevitable – 40% of workers will require reskilling within the next year and over 9 in 10 business leaders expect their employees to acquire new skills. Investing in employees strengthens productivity, company loyalty, and the overall workforce.

43% of surveyed employees are unhappy with their manager. Managers with good communication, emotional intelligence, diplomacy, and enthusiasm are more capable of connecting with their employees and creating a better work environment for their employees to stay.

Employee engagement is a shared responsibility between HR, managers, and employees. HR can create policies and programs to support employee engagement. However, it is ultimately up to managers to create an engaging work environment, and it is up to employees to choose to be engaged in their work. 

Now that you know how to engage your employees further, you have to know how to measure engagement. One of the most important aspects of measuring employee engagement is to gather a clear picture of how your employee engagement currently stands to later compare the data. 

Some common methods of measurement include:

Surveys – Surveys are the most common method of measuring employee engagement. They can be done in-person over the phone, online or by paper methods. Surveys can consist of open-ended questions (no restrictions on answers), closed questions (multiple choice, yes/no, ranking/rating).

Interviews – Interviews can better understand how employees feel about their work and company. They have less fixed questions than surveys and can be conducted with one, multiple, or a group of employees. 

Observation – Observing employees at work can give insights into their behaviors and actions. While this is the least intrusive method of measuring, the disadvantage is that the data is not directly considering employees input.

After measuring, it is also imperative that an organization creates S.M.A.R.T objectives for their engagement.

Consider the following in a S.M.A.R.T objective:

Specific: What needs to be accomplished exactly?

Measurable: What data will signal progress towards your goal?

Achievable: Is the goal realistic with the company’s current resources?

Relevant: How does the objective align with the company’s overall goals?

Time-bound: In what time frame does this objective need to be achieved?

The Difference between Employee Engagement and Employee Satisfaction

Employee engagement is not the same as employee satisfaction. Satisfied employees may be content with their job but not necessarily engaged in their work. Additionally, employee engagement is not the same as employee happiness. 

These five tips will be useful for increasing and measuring your employees' dedication, motivation, and investment in their workplace.

Your employees are your most authentic storytellers, and a strong employee branding strategy turns that natural voice into scalable advocacy efforts aligned with your corporate brand. With the right tools and a little encouragement, they can help amplify your brand online, from LinkedIn to the breakroom. In this post, we explore how to turn your team into employee brand ambassadors using social media, digital signage, and a few simple tactics powered by Walls.io and ScreenCloud.

Social media and the workplace haven’t always seen eye to eye. Many business owners and executives are uncomfortable with the idea of employees using social media at work, having the perception that it hurts productivity and increases the risk of the company being misrepresented externally. 

Businesses often spend a fortune trying to improve their brand identity on social media, hiring influencers and professional content managers. But what if there was a way to build increased brand awareness with a resource that your business already has access to?

More than ever, employees feel like they are part of a business and that they have an impact both on their workplace and the wider world. So how can you leverage the power of your employees and turn them into brand ambassadors?

An employee brand ambassador is someone who shares positive, authentic stories about their company. This kind of brand ambassadorship reinforces your brand values and keeps your company’s mission visible across social media platforms. Unlike paid influencers, employee advocates have firsthand experience, and that makes their content far more trustworthy.

These brand ambassadors can use a mixture of methods to spread the good word about how great a business service or product is through a mixture of content such as:

Personal brand based content (such as blogs or YouTube channels)

These brand advocates create user- content, also known as UGC, which the brand itself can repurpose for its own marketing purposes.

What are the benefits of employee brand ambassadors?

Encouraging and creating an employee brand ambassador program has numerous benefits, including, perhaps most importantly, its low cost.

People trust people more than logos. When your team posts about your brand, their networks pay attention without you spending a dime on ads.

Running a business brand ambassador program usually means guiding existing employees with simple steps for content sharing and aligning posts with your brand guidelines. These advocacy efforts strengthen employee satisfaction and showcase your company’s mission to external audiences. This might simply be:

Asking people to share what they love about work on social media

Entering a competition by sharing a hashtag

And as you can see, all of these cost the company close to nothing but can reap great returns.

Social media can be an effective way of engaging with employees and can help create a sense of community. It’s not only appealing due to ease of use and accessibility, but it can also stimulate creativity. 

When you embrace social media at the workplace, you give your employees a simple and natural way to interact with the company and with each other. This also provides them with an authentic overview of what is happening and lets them know that their work is valued.

Who is a better advocate for your brand than your workers? If they genuinely share their love of their workplace, then this obviously reflects well on the brand and can snowball into positive feedback among their peers and network.

Many of us have seen friends or colleagues share their pride on social media platforms. These authentic posts reflect strong employee engagement and highlight a workplace culture built on brand values and company values. 

While these people might not have been official employee brand ambassadors, chances are they left an impression on you. And if so, they probably left you with a positive impression of their workplace.

How to activate employee brand ambassadors

Great advocacy starts with a workplace people genuinely enjoy. If your internal vibe isn’t right, you’ll struggle to get authentic participation.

Use pulse surveys and feedback loops to understand what people value, then celebrate those moments visibly, on digital signage or your intranet.

Not everyone’s a content creator. Providing guidelines, example posts,and optional social media training ensures consistent posts that reflect brand values. Even better: make it easy to contribute without needing an Instagram or LinkedIn account. 

Walls.io aggregates content from across your employees’ social media, or lets them post directly. Use hashtags like #LifeAtYourBrand or create department-specific campaigns.

On digital signage in breakrooms and cafés

4. Use Direct Posts for internal contributions

Not every employee wants to post on LinkedIn. With Walls.io Direct Posts, employees can scan a QR code and upload content (even short videos) directly to your wall.

Celebrating birthdays, anniversaries, and team wins

5. Bring it all to life with digital displays

Screens in your office are more than information tools, they're cultural surfaces. By displaying your Walls.io feed on ScreenCloud-powered signage, you:

Boost visibility of employee-generated content

From HQ to remote outposts, everyone gets a window into what makes your culture tick.

Examples of successful employee brand ambassador programs

When it comes to running a successful employee advocacy program, it helps to know what has worked before. We've picked out some great examples of how brands have used a brand ambassador program to great effect...

German insurance provider LV 1871 leveraged social media to turn their employees into brand ambassadors. 

They chose 30 (volunteer) employees to post on social media using the #TeamLV1871 hashtag. This UGC, posts from the official LV1871 accounts, and by the general public, were collected and displayed together on a social wall.

The dashboard that displayed both corporate news and user-generated content was received positively by employees. The wall has become even busier and driven more attention during bigger events. 

As the LV 1871 example shows, running a corporate influencer campaign is a bright and innovative way to keep an eye on what people are saying about the company. It can also help continually improve and evolve the company image presented to the outside world. Their brand advocacy efforts encouraged existing employees to post, while also attracting new hires.

Employee-focused hashtag campaigns can also turn into a public campaign. The #ownie campaign by METRO Cash & Carry, designed for their worldwide event Own Business Day, is a great example. 

In the first stage, the campaign focused on the company’s own employees in all 25 of the countries METRO operates in. They were invited to take pictures with their favorite independent business owners shopping at METRO stores. Social media posts with the #ownies hashtag were then posted on internal channels, and METRO employees could win both rewards and glory for their engagement. Remarkably, some of them posted well over 100 #ownies with their accounts! 

The second phase took the campaign public and engaged more than 19k business owners from 13 countries. It gave both METRO employees and METRO customers a chance to demonstrate pride in what they do, connect with other people, and share the joy of a long-term partnership. METRO reached its primary goal of engaging both employees and customers and turning them into brand ambassadors.

Hashtag campaigns don’t just target current employees, but can also be an essential part of social recruiting.

Scout24, Germany’s leading digital marketplace, uses social walls to attract talent and win them over before they even submit their application. They use the recruiting hashtag #WorkingAtScout24 for all careers-related content and showcase it on a social wall within their offices and at events.

A social wall helps Scout24 spread their core values, showcase additional benefits, and encourage current employees to speak about their experience. Their employees can also share how much they enjoy working at the company. Positive employee content can therefore help  attract new talent and help manage expectations for applicants. 

Are you ready to embrace employee brand ambassadors?

As you can see, happy employees are the best advertisement for your company. When you turn employees into brand ambassadors, you reinforce brand advocacy, support recruiting for new hires, and increase employee referrals while projecting a strong employer brand to top talent.

If you’re only starting to use social media as a workplace engagement tool and are not yet ready for an entire campaign, make sure to follow a few basic rules to succeed:

Don’t make posting about the company on social media compulsory. Instead, think about how your employees would identify with the company’s content and try to make it relatable, honest, and shareable.

Show employees what kind of posts you would like them to share by briefing managers and setting examples. 

Make employee advocacy fun and give something back. 

But most importantly, invest in the positive and inclusive company culture, one that’s worth being an ambassador for.

Using Walls.io for your own employee advocacy program is simple and is a really neat way to highlight some the great mentions from across your socials. What's more, it takes just a few minutes to get set up.

If you have a ScreenCloud digital signage network in action, using Walls.io is available in our app store - although you will also need a subscription to Walls.io.

If you'd like to see Walls.io and ScreenCloud in action, check out our app guide here.

Not used ScreenCloud for your digital signage? Sign up for a free trial, or request a demo today.

Thank you to Daniela Turcanu – Head of Marketing at Walls.io – for writing this guest blog for us.

Discover how to create employee brand ambassadors who amplify your company’s message online. This guide covers social media advocacy, digital signage, and proven tactics for stronger employer branding.

How to Create Employee Brand Ambassadors with Social Media

The turnover rate for manufacturing workers is reportedly 500%, nearly eight times the national average. An indicator of employee turnover trends is employee engagement rates, as businesses with highly engaged employees have a 43% positive difference in turnover, according to Joinblink [1].

We’ve seen that employee engagement is at the heart of productivity and output in the workforce, and especially in the manufacturing industry. And if these statistics show anything, it’s that there needs to be a focus on engaging manufacturing employees. 

So let’s explore even more figures that highlight the state of manufacturing employee engagement, based on our report, and share our insights on how to drive employee engagement.

What is employee engagement in manufacturing?

Employee engagement in manufacturing is how connected and invested workers feel in their jobs. This goes beyond just showing up and getting the work done—it’s about employees feeling valued, motivated, and genuinely involved in the success of the company.

Engaged employees are more productive, make fewer mistakes, and stick around longer. That means better output, fewer disruptions, and a safer workplace. When workers care about their jobs, everything runs smoother.

25 employee engagement in manufacturing statistics

90% of the time, manufacturing companies can save on repetitive admin tasks by automating workflows such as updating notice boards, sending emails, and sharing schedules.

17% of frontline staff have a corporate email address. [2]

60% say their company could do more to prioritize culture and communication at the top. [3]

68% of information employees toggle between apps up to 10 times every hour. 

A single sign-on function enables head offices to streamline communication to the frontline, ease digital friction, and regain time and attention previously wasted.

With the majority of frontline staff lacking a corporate email address, employers need to get creative with their communication methods. Both automation and technology can solve the problems that plague Operational, Internal Comms and HR manufacturing managers.

Advancing technology not only helps ease communication, but also digital friction; with the amount of apps employees have to use, employees could be losing out on productivity every time they switch apps, thereby making a single sign-on (SSO) function that streamlines communication pivotal to the manufacturing industry.

Using digital signage for internal communications can also simplify information sharing on the manufacturing floor. Learn how.

Manufacturing accounts for 5% of all workplace injuries and 8% of all workplace fatalities in the U.S. [4]

Poor hazard communication ranks as the 2nd most common safety violation in the U.S., with 2,424 citations in 2022. [5]

65% of employees believe their company does enough to support their health and wellbeing at work. [6]

According to OSHA, Non-fatal workplace incidents cost businesses billions of dollars every year. Digital signage offers a noninvasive, customizable and real-time communication line to your frontline to keep your workforce in-the-know on the latest and most relevant safety information.

Manufacturing companies can use screens to strengthen safety compliance. Strategically placed manufacturing digital signage can display emergency alerts, protective equipment reminders, and even real-time workplace data and analytics.

Learn more about how to set up digital signage dashboards here.

Employee retention in manufacturing statistics

31% staff turnover per year for the average manufacturing business. [7]

39% of frontline workers feel heard by their organization. [8]

25% of manufacturing staff are highly engaged, meaning 75% are disengaged. [9]

Highly engaged employees are 87% less likely to leave.

Companies with higher engagement scores report 70% fewer safety incidents.

In the third quarter of 2023, around 36% of manufacturers experienced frontline worker attrition rates exceeding 10% within a six-month period. [10]

Approximately 34% of manufacturers identify absenteeism as a significant issue. [10]

63% of people who feel recognized at work consider themselves very unlikely to leave in the next 3-6 months.

A user-friendly, feature-rich digital signage solution improves engagement and create a deep sense of belonging, when everyone knows what's going on in the company. Employee engagement statistics show that a set up like this can save your team time, effort, resources, and costs. 

You can use ScreenCloud apps like a and b to create a digital recognition board and remind manufacturing employees how valued they are.

2 million workers are expected to retire from manufacturing by 2030, causing a labor shortage. [11]

37% of Gen Z job seekers entering the workforce are considering a career in manufacturing. [12]

91% of Gen Z say technology influences their choice between employers. [13]

Frontline workers are 50% more likely to stay at their job when they are empowered with sufficient technology 

Gen Z workers are the most likely to leave the frontline workforce. [14]

Since Gen Z is more tech-savy than their previous colleagues, it’s important to implement the technology needed for a smooth employee experience and retain younger candidates rather than alienate them.

22% in manufacturing spend 1+ hour per shift unable to work due to communication challenges. This equals 528,000 hours lost/year

It takes over 4 days for frontline employees in manufacturing to receive company information

32% of workers in manufacturing still rely on word of mouth to receive important company updates

$80.6 Billion is lost every year due to poor information access for frontline employees

83% of employees in manufacturing admit to using personal devices or non-company apps to communicate at work

The stats in this section are from a bigger, more elaborate joint 2025 study we published in collaboration with Unily. Called The economic cost of frontline friction, it contains responses from 800 frontline workers across  organizations with 10,000 or more employees and $10 billion+ in revenue. 

How to increase employee engagement in manufacturing

Keeping employees engaged in a factory setting isn’t as simple as offering free coffee in the break room. It takes real effort, smart strategies, and the right tools. Here are five ways to make it happen.

1. Use your digital signage screens for real-time communication

The stats show quite clearly that communication is a major challenge in manufacturing. Workers don’t sit at desks checking emails all day—they’re on the floor, handling machines, and keeping production moving. That’s why digital signage screens are one of the best tools for keeping everyone in the loop.

Share live updates on production goals: Use your manufacturing information displays to show real-time stats so workers know how the team is doing.

Display safety reminders: Quick, visual safety messages can prevent accidents.

Shout-outs and recognition: Use screens to highlight top performers and build morale.

Broadcast company-wide announcements: Share important updates instantly without relying on meetings or bulletin boards.

The key is to keep content relevant and up to date. No one wants to see the same stale messages for weeks. Rotate content regularly to keep engagement high.

Nobody wants to feel like just another cog in the machine. A little recognition goes a long way in making employees feel valued.

Employee recognition programs, such as employee of the month, spot awards, or peer recognition, can acknowledge and reward employees' hard work, dedication, and achievements. They can also increase employee engagement, motivation, and retention.

3. Offer upskilling and career development opportunities

Manufacturing jobs can be repetitive, which can lead to disengagement. You can turn this around by giving employees a chance to learn new skills keeps things interesting and helps them see a future within the company.

Cross-training: Rotating employees through different roles so they gain new skills and stay engaged.

On-the-job coaching: Pairing less experienced workers with mentors who can teach them the ropes.

Certification programs: Investing in external training or paying for employees to get industry-recognized certifications.

Employees who see opportunities for growth are far more likely to stick around and stay motivated.

4. Improve shift scheduling for work-life balance

Long hours and unpredictable schedules are common in manufacturing, but they don’t have to be. If employees feel like their work is taking over their lives, engagement will drop fast.

Some ways to create a better balance include rotating shifts fairly so the same workers aren’t overloaded with night and weekend shifts. Also, you could offer more predictability with schedules so your people can have enough time to plan their personal lives.

If employees don’t feel safe, engagement will be the last thing on their minds. Safety isn’t just about compliance—it’s about making sure workers feel protected and confident in their environment.

Here are some ideas you can explore on creating a safety-first culture:

Regular training: Don’t just cover safety during onboarding. Make training a regular event so it stays top of mind.

Encourage reporting: Employees should feel comfortable bringing up safety concerns without fear of punishment.

Make safety visible: Use digital signage, posters, and quick huddle meetings to reinforce safety reminders.

When employees see that safety is a priority, they’re more likely to take pride in their work and stay engaged.

A positive work culture that values employees' contributions, recognizes their efforts, and encourages open communication is a really easy way to  enhance employee engagement. HR leaders can foster a positive work culture by promoting teamwork, diversity and inclusion, and ethical conduct.

You could also encourage teamwork and show employees how much their ideas are respected and cherished.

Read More: How to Build a Start up Culture

Employees feel more engaged when they have a say in how things are done. If every decision is made from the top down, workers can feel disconnected from the bigger picture.

Here are some ideas on how to involve them:

Ask for feedback: Use surveys, meetings, or even informal chats to gather employee input.

Let employees suggest improvements: Those on the production floor often have the best ideas for making processes more efficient.

Create problem-solving teams: Give employees the opportunity to work together on solutions for workplace challenges.

When workers feel like their opinions matter, they become more invested in their jobs.

Only 25% of manufacturing workers are engaged. Want to fix that? These 2025 statistics reveal what’s really working—and where most companies fall short.

Employee Engagement in Manufacturing: What the Stats Reveal in 2025

Employee engagement is more than a buzzword, it’s becoming a focal point for organizations looking to reduce turnover and improve productivity. If you’ve ever read any of our other blog posts, you’ll know we’re big advocates of better workplace communication and employee engagement initiatives.

And what can be more effective than congratulating teams and individuals in the workplace?

Recognizing achievements by your employees, whether that’s work related or personal, is a simple way to improve connections between employees and senior management.

We’re going to look into the ways that offering congratulations messages at work can improve elements of your business. And we’ll also dig into the best ways to make this a process to ensure that your employees truly feel valued.

Why do you need to send congratulations at work?

Putting it simply, seeing your team’s efforts and simply acknowledging them can make a massive difference to everything, from your business output to your employee turnover.

The facts back it up. According to our joint study with Unily on The Economic Cost of Frontline Friction, only 24% of employees say their feedback is heard by leadership, and 27% of employees want to receive feedback and. recognition on their comms platforms.

We see the impact of employee recognition in day-to-day work, too. Workers who receive praise or recognition for their efforts and results are more likely to be both more productive and also loyal to the company in the longer term. A study from Quantum Workplace found that employees are 2.7 times more likely to be engaged with their work if they know they’ll be recognized for their efforts.

Another study by Gallup found that workers value feedback from their senior managers and C-suite team. This study also reports that unrecognized workers are also 50% more likely to leave their jobs within the coming year.

When your whole team pulls together and achieves something great, it deserves recognition. These messages are ideal for celebrating group success and showing appreciation for everyone’s hard work.

1. What a fantastic effort from everyone involved. You’ve really shown what teamwork can achieve.

2. Congratulations, team! Your hard work and collaboration made this project a huge success.

3. I’m incredibly proud of what we’ve achieved together. Every one of you played a part in this win.

4. You’ve raised the bar for what great teamwork looks like. Congratulations on an amazing result.

5. The dedication and energy you all brought to this project really paid off. Well done, team!

6. This success is proof of what happens when everyone works toward a shared goal. Congratulations!

7. An incredible result and a well-deserved celebration for the entire team. You’ve earned it.

8. Thanks to everyone for pulling together and making this happen. You’ve made a real impact.

9. You’ve shown that teamwork and persistence always deliver. Big congratulations to everyone!

10. Outstanding job, team. Your combined efforts have made this a milestone worth celebrating.

Congratulation messages to an individual team member

Sometimes one person goes the extra mile, and it’s worth calling out their contribution. Here are a few ways to say congratulations that feel personal and meaningful.

11. You’ve done an amazing job! Your dedication and focus really stood out on this project.

12. Congratulations on a fantastic result! Your effort made a real difference to the team’s success.

Keeping workplace morale up and employee engagement high means knowing when to send those congratulations. Find out all about team congratulations in our blog.

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