Must-Have Strategies to Skyrocket Engagement After Onboarding

Onboarding may be where the employee journey begins, but for small and scaling businesses, maintaining engagement after the first 90 days is where you truly shape company culture and productivity. Many small businesses face pain points such as limited resources, a lack of dedicated HR personnel, and the challenge of keeping employees motivated without a large support system. After the excitement of onboarding fades, employees can quickly lose momentum if they aren’t continuously engaged. This can lead to decreased productivity, higher turnover, and a struggle to foster a strong company culture.

For small teams, it’s about keeping your talented people motivated, excited, and connected over the long haul without the need for an extensive HR team or large-scale initiatives. The challenge lies in finding ways to maintain enthusiasm, develop growth opportunities, and ensure each team member feels valued—all while juggling the demands of a growing business.

This guide provides straightforward, out-of-the-box ideas that any small business owner or HR manager can easily implement, even without a large team. By tackling these pain points head-on, you can create a thriving work environment where employees feel engaged, supported, and ready to contribute to the company’s success.

After onboarding, many employees find themselves thinking, “What’s next?” Without continued engagement, that initial enthusiasm can fade, affecting productivity and retention. Especially for small businesses and startups, every person counts, and keeping them engaged is key to growth. An engaged team will not only perform better but will also help you build a thriving work culture that attracts top talent.

Engagement beyond onboarding is about creating a positive and consistent employee experience that aligns with your business goals. It’s essential for reducing turnover, increasing morale, and boosting the overall productivity of your team. In small businesses, where resources are limited, every individual plays a critical role, and ensuring they remain enthusiastic about their work can be a game-changer. Engaged employees are more likely to go above and beyond, contribute new ideas, and take ownership of their responsibilities.

Forget formal annual reviews—small, scaling teams thrive on adaptability and open communication. Create a simple system for regular, informal check-ins.

• Set up a weekly “10-Minute Feedback Friday” where you ask team members:
  • What went well?
  • What was challenging?
  • What can be improved?
• Use simple tools like a shared Google Sheet or a Slack channel to collect feedback.
• Schedule recurring Slack reminders for these check-ins.
• Encourage honest feedback by sharing your own challenges first as a manager.

When team members see vulnerability and openness from you, they’ll feel more comfortable being transparent. This simple routine keeps everyone aligned and gives you real-time insights into morale.

Frequent, open communication helps build trust between managers and employees. It allows for real-time adjustments that can improve workflow and efficiency. Additionally, creating a feedback culture means that issues are addressed promptly before they escalate into bigger problems, fostering an environment of continuous improvement and support.

Career development isn’t always about promotions or expensive training programs—it’s about learning and growth. Focus on micro-growth opportunities that are easy to provide:

• Rotate Responsibilities: Rotate team members through different tasks to develop new skills.
• Shadow Strategy Meetings: Invite employees to sit in on strategy meetings to learn about other areas of the business.
• Offer Learning Stipends: Provide a monthly stipend for online courses on platforms like Udemy or Coursera.

Set up a shared document where employees can list skills they’re interested in developing, and assign tasks or projects that align with these interests. If your budget is limited, take advantage of free online workshops or bring in guest speakers from your network for a virtual “Lunch & Learn.”

Micro-growth keeps employees engaged by providing them with opportunities to learn new things without the need for a formal promotion. This could be as simple as cross-training them on another role, or giving them the lead on a small project. Providing these opportunities shows employees that you value their development and are committed to helping them grow, even within the confines of a small organization.

One of the simplest, most effective ways to keep employees engaged is to make them feel like their ideas matter. Establish a “Pitch of the Month” session where everyone can present an idea to improve processes, workflows, or the product—no matter how small.

• Monthly Idea-Sharing Meeting: Set aside 30 minutes once a month for an idea-sharing meeting.
• Track Ideas: Use a shared Google Doc to keep track of all ideas.
• Act Quickly: Implement ideas that make sense, even if they’re small.

When employees see their input making an impact, they’ll feel more motivated and connected to the company’s success. This sense of ownership can lead to increased innovation and a stronger commitment to the company’s goals.

Encouraging idea sharing also brings fresh perspectives into your business. Small teams can sometimes fall into the trap of doing things the same way because “it’s how we’ve always done it.” Creating a culture that celebrates new ideas can help you innovate and stay competitive. Plus, the process of pitching ideas helps employees develop skills in problem-solving, communication, and critical thinking.

Your team might be small, but internal mobility is still possible. Allow people to take on new challenges, even if they’re lateral moves:

• Identify Interests: Have one-on-one discussions to identify employees’ interests.
• Shadowing Opportunities: Let employees shadow a teammate for a few hours each week if they are interested in another area.
• Cross-Departmental Projects: Encourage employees to join projects outside their usual scope to gain new experiences.

This approach gives employees a sense of progress and keeps them from getting bored or feeling stagnant. Even in a small team, giving people room to grow ensures they remain enthusiastic about their role. Internal mobility can be a great way to retain talent by helping employees explore different areas of the business, preventing them from seeking opportunities elsewhere.

For small businesses, internal mobility can also address resource gaps. If someone has developed an interest or skill set in a different area, they can help fill in when the need arises, making your team more flexible and resilient. This flexibility is especially valuable in scaling businesses where roles can evolve rapidly.

You don’t need an expensive HR system to keep your finger on the pulse of employee engagement. Use tools you already have:

• Slack for Pulse Surveys: Use Slack for quick pulse surveys.
• Google Forms for Check-Ins: Create lightweight surveys with questions about workload, support needed, and overall satisfaction.
• Trello for Goal Tracking: Track progress on goals using Trello.
• Jotform for Surveys: Use Jotform to create customizable surveys for collecting feedback and insights from your team.

Use Slack integrations like Polly to run quick check-ins. This allows you to catch problems early and shows employees you care about their well-being. These tools are user-friendly and cost-effective, making them ideal for small businesses that need to stay efficient.

Tracking engagement and performance doesn’t have to be overwhelming. By using simple tech tools, you can collect valuable insights into your team’s satisfaction and productivity levels. The key is to ensure that whatever technology you use is integrated seamlessly into your existing workflows so that it enhances rather than complicates daily operations.

As your business grows, more robust engagement tools may be necessary to keep up with the increasing complexity of employee needs. Consider implementing more comprehensive solutions that offer deeper insights and advanced capabilities:

• Culture Amp: A platform that provides in-depth engagement surveys, analytics, and action planning. Culture Amp helps you understand employee sentiment and drive meaningful improvements.
• Officevibe: Officevibe offers more comprehensive engagement surveys with a focus on team dynamics, anonymous feedback, and actionable insights that help you grow a thriving workplace.
• TINYpulse: TINYpulse provides pulse surveys, peer recognition, and feedback tools to measure engagement and boost employee morale. It’s especially useful for scaling businesses that need to keep a strong connection with employees as the team expands.

These tools are designed to help you maintain an engaged workforce, even as your business scales. They provide insights into employee sentiment and engagement trends, allowing you to be proactive in addressing concerns and enhancing the employee experience. With more robust survey tools, you can create a culture of continuous feedback that scales with your business needs.

Step 6: Recognize and Celebrate Wins—Publicly #

Recognition doesn’t need to be a big production. A simple public shout-out during a team call or a quick message on Slack can make a big difference.

• Kudos Channel: Set up a “Kudos” channel on Slack where anyone can celebrate a teammate’s work.
• Weekly Standup Shout-Outs: Take 5 minutes during your weekly standup to recognize someone who went above and beyond.
• Small Rewards: Occasionally offer small rewards like gift cards or an extra day off to show appreciation.

These moments of appreciation build a positive work culture and keep people motivated. Public recognition can also inspire others, creating a culture where everyone wants to contribute their best work. The goal is to ensure everyone feels seen and valued for their contributions, no matter how small.

Keep Engagement Efforts Simple and Consistent #

You don’t need grand gestures or a big HR department to keep your team engaged. By incorporating small, consistent efforts—like regular feedback loops, opportunities for growth, idea sharing, flexibility, simple tech tools, and genuine recognition—you can build a thriving culture of engaged, motivated employees. These ideas are easy to implement and, more importantly, sustainable for small and scaling businesses.

Consider building engagement into your weekly routines. For example, start each week with a quick team huddle to outline goals and end the week by celebrating wins. Use engagement tools that are readily available to you, like Slack or Trello, to keep the process manageable and efficient. When your team knows what to expect and sees your ongoing commitment to their engagement, they are more likely to respond positively.

Remember, the key to keeping your employees engaged isn’t complexity—it’s about being consistent, transparent, and genuine. Keep your team excited, connected, and always learning, and you’ll see the long-term impact on your business. The real power of engagement lies in the everyday actions that show employees they are valued and integral to the company’s success. Whether it’s a shout-out for a job well done or providing an opportunity to learn something new, these small gestures create a foundation for sustained growth and a vibrant work culture.