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18 Proven Ways to Improve Employee Satisfaction and Create an Awesome Office in 2021

By September 23, 2021 October 1st, 2021 49 Comments

What’s Your favorite Way to Improve Employee Satisfaction?

How many times have you heard a manager or executive say this:

“It’s called work for a reason.”

For too long, this was the standard response when business leaders were forced to confront the subject of employee satisfaction.

This statement carries a troubling implication. The subtext here is that work shouldn’t be enjoyable. Work, by this definition, is arduous, punishing, and drains us of our joy and energy.

Until recently, we’ve lived in a society that accepted job dissatisfaction as a fact of life. The prevailing norm is that work is just the thing we suffer through in order to make the good things in life possible. 

There’s an obvious problem here: we spend the vast majority of our lives working.

If work is the thing we must suffer through, this means we also spend the vast majority of our lives suffering. (Thoreau’s quote about the masses leading “lives of quiet desperation” seems appropriate here.)

Fortunately, things are changing.

Ushered by a new era of progressive leaders and companies, and a workforce increasingly made up of Millennial workers, expectations have shifted.

These days, the importance of employee satisfaction is undeniable and it impacts your organization in critical ways – everything from your ability to attract and retain talent to the quality of your product and customer service – and is now a major determining factor in the overall success of your business.

How to properly measure and improve employee satisfaction can be a daunting task. That’s why we’ve put together this cheat sheet with the 18 best ways to improve employee satisfaction at your company.

Let’s get started!

Who Would You Like To Give Gifts To?

Clients & Customers Employees

1) Create Space for Playful Experiences and Creativity

GooseChase Proven Ways to Improve Employee Satisfaction and Create an Awesome Office in 2021

Encouraging employees to get creative at work is more than just a path to profitability – giving them space to play and get comfortable with each other is a worthwhile investment in employee satisfaction, engagement, and team morale.

Regularly facilitating fun experiences for them – like virtual scavenger hunts, trivia nights, or even cooking competitions – to flex their imaginations and get silly, also shows your confidence in their abilities and helps create a sense of belonging and camaraderie.

Encouraging employees to unleash their creativity, without the explicit pressure of productivity, ultimately expresses how they’re valued just the way they are.

GooseChase is a virtual platform for building real-world scavenger hunts, a creative way to celebrate your team’s individuality, cultivate collaboration, and encourage employees to think different.

Every GooseChase is an opportunity for your team to show off their personalities, capabilities, and creativity. It’s easy to build games using their time-tested bank of missions, or have fun dreaming up your own: “Using what you find in the team kitchen, try your hand at latte art and submit a photo…submission with most likes is crowned Break Room Barista!” “Recreate the company logo using office supplies (no printing allowed!)”

The competition can have nothing to do with day-to-day work, and yet have everything to do with building camaraderie, boosting confidence, and upping employee satisfaction.

2) Give Them A Place To Engage With Each Other

Give Them A Place To Engage

Improving employee satisfaction isn’t a magic cure-all, but it can have some pretty miraculous effects on your organization. A happy, engaged and motivated employee works towards the betterment of the organization which can have a ripple effect on the rest of your employee workforce.

One of the most effective ways to gauge employee satisfaction at both an individual employee level and a team level, is to put in the framework that fosters and tracks engagement within your organization.

Xoxoday Empuls is a central platform for employees to align and share important information on an attractive and easy-to-use dashboard. As an engagement platform for the modern company, Empuls will help to make employee news, manager communication, and employee recognition, a fixture at your company. If you would like to learn more, you can book a free demo here.

With today’s workforce embracing remote work, employee feedback is even more important. You can’t walk down the hall and check in on every member of your team and see how satisfied they are. Providing an engagement platform, such as Empuls, can go a long way to build up those bonds that are so critical to company success. 


3) Listen 

improve employee satisfaction by listening

It seems simple, but so many companies overlook this critical step.

Before you can begin to address the problem of employee satisfaction, you have to measure the extent of the problem, and the only way to do this is by listening.

Survey your employees. Have them rate their general satisfaction on a scale of 1-10. Ask if they’re learning and growing, if their work is fulfilling, if they feel like they’re contributing and that their work has a sense of purpose.

Here are just a few sample survey questions to help gauge employee satisfaction:

Do you feel encouraged to come up with new and better ways of doing things?

Does your work give you a feeling of personal accomplishment?

Do you have the tools and resources to do your job well?

Fortunately, there are plenty of great tools to make this process a snap.

Two of our favorites are Bonusly and Nectar, software that makes it incredibly easy to survey your organization and gauge employee sentiment about anything under the sun.

Both Bonusly and Nectar provide crucial insights into the state of employee satisfaction, and can help lead you to solutions that will help boost satisfaction and elevate your company.

4) Reward Employees for Big Wins

rcognize and reward your employees

Remember that quote from the beginning of this post? Well, the same people who believe that “it’s called work a reason” probably believe this lie as well –

“Why should I reward employees for doing their job? Isn’t that what their paycheck is for?”

Again, the implications here are cause for concern, and the effects are detrimental.

Motivating your employees for big wins – like hitting key milestones or goals – helps spread goodwill and creates a shared sense of accomplishment and accountability.

So when your team hits that sales number, decreases churn, or makes their projected revenue target, celebrate.

Celebrate big wins with branded swag from They offer an exhaustive range of desirable products, so you’re sure to find something to celebrate any occasion. Plus, you can customize your selections with your own designs.Airpods-Branded-LogoIf you want to go the experiential route, give them an offsite, a beach or hiking day, or treat them to a party in the office. It’s a signal that leadership recognizes their efforts and will do wonders for satisfaction.  Here’s a list of 121 creative ways to reward employees if you need some ideas.

5) Communicate Frequently and Authentically  

communicate authentically

Your duty to communicate doesn’t stop after your employee satisfaction survey. Frequent, consistent, and above all, authentic communication is a necessary ingredient for employee satisfaction.

Communication doesn’t have to be a big production. A thoughtful, well written weekly email from your CEO can have an outsized impact on morale.

Ask yourself this – when was the last time your entire organization was in the same place at the same time? For large companies, or companies with satellite offices or remote employees, the answer might be never (and that’s a problem).

Hold monthly (or better yet, weekly) all-hands meetings, where the entire company has the opportunity to come together, receive company updates, and ask questions of senior leadership.

Remember that communication is a two-way street, it is as much about listening as it is disseminating.

Most importantly, communicate authentically. This means acknowledging failures as well as successes. Don’t underestimate your employees. They’re smart, and can smell dishonesty a mile away.

Be true to your personality and your mission as a leader in the tone and tenor of your communication, and don’t shy away from the truth, even when times are tough. Your employees will respect you for it.  

6) Prioritize Employee Health & Wellness

on site yoga

What are you doing right now? Are you sitting or standing?

If you’re reading this at work, odds are… you’re sitting.

Think about how much you sit during the day – in your car on the way to work, at your desk for hours at a time, on your couch as you unwind after a stressful day in front of The Bachelor. (Don’t lie, you love that show too.)  

The sedentary nature of office life is having a deleterious effect on our health, and contributing to depressed moods, employee burnout, and dissatisfaction.

Luckily, there are countless cost-effective solutions. Encourage employees to get up and stretch or go for a noontime stroll. Come up with “deskercises” – simple exercises you can do at your desk or in common areas. 

Here’s a simple tactic from leading skincare brand Murad – with a little paint, the company created a “walking track” in their new Los Angeles HQ to encourage employees to take walking meetings throughout the workday.

On the same token, access to nutritious meals and snacks is essential to boosting employee satisfaction by paying attention to their health. Let’s face it, the typical snacks found in vending machine break rooms are loaded with sugar and empty calories.

They make employees sluggish, irritable, and contribute to metabolic diseases like obesity, diabetes, and even high blood pressure and heart disease.

SnackNation’s healthy snack delivery service for offices makes it easy to provide delicious snacks your employees will love. The snacks are always healthy and always tasty.

get free snacknation sample box

7) Define Your Mission

In his pivotal book Drive, author and speaker Daniel Pink outlines three main drivers that motivate human behavior – autonomy, mastery, and purpose.

Pink lays out why human beings have an inherent need to know that their work matters, that their work isn’t all for naught. Without a strong sense of purpose, your employees will be left feeling empty and dissatisfied.

Unlock the motivating potential of purpose by defining your company’s mission, and codifying them in core values.

Remember, your mission isn’t your revenue target, your sales numbers, or other KPIs, it’s much bigger than that. It’s the thing you do that makes a difference.

As a leader, think about what inspires you most, the thing that gets you out of bed in the morning.

That’s your mission.

Now take that mission and make it a part of your company’s culture. Make sure every employee knows the answer to the question, “Why do we do what we do?”

8) Set Goals

happy salespeople sell more

Now that you have your mission, help your employees map their work back to it by setting motivating stretch goals.

Goals help ensure that your employees’ efforts are constantly aligned with company missions, and everyone employee knows how he or she is contributing.

When people think their efforts don’t matter or don’t move the needle, dissatisfaction is inevitable. Avoid this trap by defining your mission and helping employees set goals that move your company closer to achieving that mission with every small win.

9) Focus on Growth and Development

Personal growth phrase handwritten on the chalkboard with rising arrows

Let’s go back to Mr. Pink and the three motivating factors from Drive.

Mastery is our hidden desire to become experts in our field. We receive satisfaction, Pink argues, from tackling challenges, mastering difficult tasks, and elevating our skill sets and proficiencies.

In order to do this, you have to provide opportunities for your employees to grow. This means both educational opportunities

In addition to expensive (but worthy) programs like subsidized education, there are a number of affordable ways to promote growth and development. You can start an office book club (something we just launched at SnackNation), or set aside time for employees to attend webinars or conferences. Start a mentorship program, in which junior team members shadow

We believe so much in growth and development, that SnackNation has a weekly personal development program called the Sensei Session, where company leaders present educational materials to the entire company. It’s a way to give employees additional tools to their jobs, and to grow as individuals and professionals.

By failing to provide opportunities for growth and development, you risk employees feeling like they aren’t making progress as professionals, which leads to dissatisfaction and burnout.

10) Break Up Routines

The benefits of routines are well documented. When you do the same things every day or every week, you don’t need to waste time thinking about them.

A set routine allows us to limit the number of choices we make each day, and save our precious decision-making mental energy for the most important choices. (This is why Steve Jobs and Albert Einstein famously wore the same outfit everyday, a tactic recently adopted by President Obama.)

But routines have a downside as well. As much as they help alleviate decision fatigue, they can also create a feeling of boredom or malaise that leads to employee dissatisfaction.

The remedy is simple – break up the routine!

Break your team members out of their rut by surprising with a random half day, or plan a team building offsite.

venice offsite

(SnackNation offsite in Venice, CA)

If the weather is nice and your wifi signal is strong, invite your team to work outside for the day. Simple (and free) things like changing up the environment can do wonders to break up stultifying routines.

Or kill two birds with one stone by scheduling group fitness activities – like bootcamp or yoga – at the end of the workday.

One of our amazing Snack Ambassadors, Kelsey Cook, is a certified yoga instructor, and holds classes at the end of the day every other week. Ending the day with a few chaturangas or warrior poses is a great way to break out of the daily grind.

11) Play Music

If you’ve ever doubted the power of music to set a mood or provide atmosphere, try watching your favorite movie without the music.

This clip of Pirates of the Caribbean with different scores illustrates the point perfectly:


Music has an uncanny ability to prime our emotions. Playing music is an easy way to set the tone for your office, and to put your workforce in the right mood and mindset to get things done.

Bonus benefitstudies have shown that the elevated mood that music gives us also makes us more productive. Play music without lyrics (like classical or ambient music) to allow for greater focus.

The Vitamin String Quartet has literally hundreds of instrumental renditions of popular songs available for streaming on Spotify and Pandora.

12) Give All Employees the Opportunity to Shine

Each month at SnackNation, we open up our Sensei Session program to all employees. This means that anyone in the company can present on a topic of their choice to the entire organization, usually related to business or personal development.

Since teaching is one of the best forms of learning, the benefit is twofold – the organization learns something valuable and new, and the presenter has the opportunity to become a better public speaker and an expert on that particular topic.

Some of our best presentations have been from our more introverted team members, people who had a lot to say but didn’t necessarily have the confidence or the forum to say it yet. Sensei gives all employees a platform to demonstrate their passion and expertise.

Plus, some of our Senseis have really gotten into character and given us some really fun moments:

patrick sanders sensei session

13) Encourage Time for Passion Projects

This key factor comes from our friends at Digital Exits. Your workers don’t want to be doing business as usual. They want to innovate… so let them! One way to do this is give your employees time for passion projects.

employee passions

Google’s famous “20% time” is a great example of this. The company permitted employees to spend up to 20% of their time – or one day a week – working on a project that wasn’t related to their goals, but about which they were passionate. The results – products like Gmail – speak for themselves.

Doing so gives your employees an outlet to be creative – and one that might benefit your business in the long run.

14) Challenge Your Team

Similar to growth, employees won’t feel satisfied unless they’re challenged. No employee wants to feel like their unique ability isn’t being utilized, or that they aren’t living up to their professional potential.

Think of your team like a muscle – without the stress and discomfort of working out, your muscles won’t grow.

Your employees are the same way. 15five CEO David Hassell made a similar point in a recent interview on the Awesome Office podcast.

AWE episode with 15five ceo

On the show, David distinguished between two types of stress: eustress (the good, motivating kind) and distress (the bad, debilitating kind). While distress is harmful, eustress is actually necessary in order for employees to experience breakthroughs. And without those breakthroughs, your employees won’t be satisfied.

One of our core values at SnackNation is to crave and devour challenges, and it’s something we actually look for during the interview process.

Part of this is getting to know individual team members. Sit with them, take them to lunch and learn their personal goals and aspirations, their unique ability. You’ll be better equipped to give them the right tasks to challenge and motivate them.

When it comes to challenges, you don’t have to think long term. While challenges do help align employee efforts to the company’s mission, you can create daily or weekly challenge that focus employee energy and give them a satisfying, short-term push.

Create weekly team challenges, and make them fun.

If you lead a sales team, challenge them to hit a weekly total that’s 5% higher than their previous best week. Reward them with a memorable sales team gift or a half day if they hit it.

The point is, challenge them to go beyond what they thought they were capable of, keep them engaged and mindful. The results will speak for themselves.

Get Healthy Office Snacks Now (4)

15) Celebrate Milestones

In order to be satisfied at work, employees need to feel appreciated. One way to do that is by celebrating work anniversaries.

Again, there are plenty of ways to do this that won’t break the bank. After the first year, reward employees with movie tickets, gift cards, or a bottle of their favorite adult beverage.

For longer tenures, retire employees’ “jersey” in the rafters at year five, or create a wall of fame and hang their picture to recognize their commitment and achievements.

Game developer Scopely is famous for their off-the-wall anniversary gifts. Employees are presented with engraved Samurai swords and custom oil portraits to commemorate major anniversaries.

Online streaming platform Hulu gives things a more sentimental touch. The company celebrates 5 year “Huluversaries” by presenting employees (aka “Hulugans”) with an engraved wooden box filled with handwritten notes from colleagues, as well as a custom cake… with the employee’s face printed on it.



(Note: This option only works for companies whose employees don’t mind eating their own face.)

Need another reason to celebrate anniversaries? Studies show that employees are more likely to leave your company at the end of yearly internals. By communicating your appreciation during these anniversaries, they’ll be less likely to look for outside opportunities.

16) Set Employees Up for Success

set employees up for success

While you want to challenge your employees, you also don’t want to set them up for failure. That’s a surefire recipe for a disgruntled staff.

Balancing these competing imperatives can be tough. To do this, set ambitious but achievable goals.

Give challenging but reasonable deadlines. And most importantly, give your employees the tools they need to succeed. Yes, you can and should demand excellence from your employees. But don’t expect super human results.

In other words, if you want your employees to build a house, don’t give them lincoln logs.

Likewise, set clear, measurable targets, nothing vague. It should be black and white whether an employee achieved his or her goal. If you’re a marketer, for instance, your goal shouldn’t to “elevate the brand,” your goal should be to “increase the number of leads by X%.”

You have to set your employees up for success, or they won’t be successful. It’s as simple as that.

17) Facilitate Friendships



Undoubtedly there’s an emotional factor involved in employee satisfaction. Employees need to feel appreciated, cared for, supported, and like they’re progressing.

Friendships at work amplify the emotional element in the workplace, and boost satisfaction. When there’s a personal connection between colleagues, you’re more willing to sacrifice for your team, and work just becomes more enjoyable.

We’ve all had jobs where coming in to the office felt like a chore, but when you work with smart, hard working, dependable people who also happen to be your friends (Marketing Squad, aka “Silent Thunder,” I’m looking at you), you actually look forward to coming in every day.

Many companies have a “no a-hole” policy, meaning they won’t hire people who don’t work well with others.

Zappos is famous for integrating socializing into the interview process. Their rationale is that if they don’t jive well with a candidate in a social setting, that person won’t be a fit for the company’s relaxed, joy-driven culture, where friendship between co-workers is the norm.

Of course, you can’t force employees to become friends. But what you can do is facilitate the opportunity for employees to make personal connections with their colleagues by setting aside work time for socializing.

You’ll be surprised how a keg of beer and a tray of healthy snacks can bring people together and allow them to drop their professional guard long enough to find common ground on a personal level.

18) Cultivate Amazing Managers

middle managers

Managers have more impact on employee satisfaction than anyone else – not even the CEO.

Think about it – in most companies (especially larger ones), your average employee makes daily contact with their direct manager, and may rarely interact with the CEO. The manager’s style and personality have a huge impact on employee mood. If style’s clash, this can rapidly lead to dissatisfaction. 

Not unlike Ron Burgundy, good managers are kind of a big deal. So why do so many companies suffer from mediocre management?

Too often, decision makers at companies equate success in a role with managerial potential, and automatically promote top performers to management. But managing people is its own animal entirely, and the transition isn’t always a smooth one.

Managing people requires serious emotional intelligence, empathy, time management skills, and communication chops.

While there might be “natural born leaders,” managing people isn’t a gift that you’re either born with or you’re not. It’s a set of skills, and therefore can be taught, learned, and perfected.

So select your employees for management positions who demonstrate a knack for communication or empathy, and teach them the rest. Their direct reports will be more satisfied in the long run.

Bonus: Give Back

Purpose has been major theme thus far. In order to feel satisfied at work, employees – especially younger ones – need to know that they are working for something more than a paycheck.

And as we pointed out in the beginning of this post, we spend a major portion of our waking hours at work. Over the course of our lives, that’s a lot of time, effort, and energy. Employees want to know that it’s time well spent.

And yes, your employees are compensated for their time, but the fact remains that for the most part, everyone has a choice about where they work.

By working at your company, your employees are choosing to spend their most precious resource – their time – with you to help your company achieve its goals. By creating opportunities to give back, you’re acknowledging this sacrifice, and connecting your mission to something greater.

So organize volunteer days, like beach cleanups or service in food kitchens or homeless shelters. Donate to a charity – or better yet, start a charity. By doing so, your employees will feel like the time they’ve invested in you is meaningful.  


Electronic invitations company Greenvelope on a team volunteering outing

Ideally, you want to align your charitable activities with your mission.

At SnackNation, our mission is to help create Awesome Offices across the country, places that maximize productivity, engagement, and joy, where individuals can do the best work of their careers and where companies can solve the big problems that need our attention.

We firmly believe that nutrition is a key piece of this puzzle, and that by providing healthy snacks where people spend the majority of their time (at work), we can improve the health, wellness, and quality of life for potentially millions of people.

Beyond that, we know that many Americans suffer from food insecurity. So we work with an amazing non profit called Feeding America to provide meals for families suffering from hunger. It’s a cause close to our hearts, and one that gives our employees a sense of pride and accomplishment.


As you can see, there’s no shortage of simple, inexpensive, and effective ways to ensure that your employees are satisfied and productive. It all comes down to challenging your employees, creating a sense of purpose, giving them room to grow, and setting them up for success.

What do you do at your company to ensure employees are satisfied? Let us know in the comments below.

People Also Ask These Questions About Improving Employee Satisfaction

Q: What’s your favorite way to improve employee satisfaction?

A: While there are a number of strategies to improving employee satisfaction at your organization, our readers voted on the following ways and the results concluded:

  • Start By Listening 26.15%
  • Give All Employees the Opportunity to Shine 18.4%
  • Reward Employees for Big Wins 17.43%
  • Focus on Growth and Development 12.35%
  • Prioritize Employee Health & Wellness 10.65%


  • Laura Stevens says:

    Good Stuff! I appreciate the Pandora station suggestion – checking it out next! Also – some nice suggestions on recognizing achievements and trying to decide if you one should “save face” or “eat face” – hahahaha! Also working on a more social aspect for better office dynamics.

    Small offices can be challenging… in a competitive space… I love all your ideas for charting better office dynamics… and of course, LOVE the healthy snacks!

    Keep the suggestions coming!

    • Jeff Murphy says:

      Thanks so much, Laura! You’re right, small offices can definitely be challenging. Let us know what works for you!

  • Cristina says:

    Good ideas! I work in a small business that is rapidly growing. One of our favorite things is that we have an offsite activity each quarter to promote team building. I love stepping out of the office once in a while.

    • Jeff Murphy says:

      Thanks for the feedback, Cristina. We agree, offsites can be both fun and productive, and are a great way to break out of our routines.

  • DeAnn says:

    We use a lot of these in our company. I have found SFCG to be one of the most collaborative and inventice companies I have worked for in my career. These are all great ideas and if done properly can reallly help an organization stay positive and productive..

  • Jeanne says:

    I absolutely agree with this! It’s tough to implement a healthy, fun culture, but these guidelines help!

    • Jeff Murphy says:

      Thanks Jeanne! I agree, it can be tough, but definitely worth it. The good thing is you don’t have to do it all at once. Start where you can, and bring your culture where it needs to be over time.

  • Hannah says:

    Great blog, a lot of these are surprisingly easy to implement and the rewards you see are fantastic for morale.

  • Jodi says:

    Wow! I didn’t realize how little we actually do to improve satisfaction. I will be bringing a few of these great ideas to our next school improvement meeting! Love celebrating accomplishments as a team and and also milestone celebrations. I would like to see us improve our giving back mission as well. Thanks so much for all the suggestions!

    • Jeff Murphy says:

      You’re welcome, Jodi! And don’t worry, it might seem daunting, but you don’t have to do everything all at once. The important thing is just to start and continually work on improvement. Culture and satisfaction don’t happen by accident or overnight, they take time and effort! Keep us updated on how it goes.

  • Morgan says:

    Our office has frequent foosball tournaments. This gives our employees excuses to get up and move around, practice some foosball, and enjoy a little friendly competition! This has also sparked new friendships.

  • Rochelle says:

    In addition to listening I think it’s very important to create an environment where people feel open to sharing their thoughts, suggestions, etc. Too many times I’ve found that people don’t say anything until they’re directly asked about it.

    • Jeff Murphy says:

      That’s a great point, Rochelle. I also think it’s important to create an atmosphere where ideas aren’t prematurely judged or shot down for no reason. Thanks for the suggestion!

  • Jean says:

    Very good points made and easy to implement. Especially see the value in good communication and listening…everyone needs and wants to be heard. Acknowledgement of the little things accomplished by the individual employees has made a difference and brings value. This blog gives some food for thought also.

    • Jeff Murphy says:

      Thanks, Jean! It seems so simple, but listening (and proper communication in general) is so important. Most of the time, what seem to be impassable, systemic problems can be solved with improved communication. Glad you got something out of the post!

  • Mika says:

    Love #3, that’s what I’ve been trying to focus on a lot lately here!

  • Elizabeth says:

    Totally agree! Our company is a start up- rapidly growing. We recently had an offsite vacation where all our offices got together and it was great to meet everyone face to face that we deal with on a daily basis! Definitely has a big impact on our culture!

  • Wes says:

    Awesome blog post! Especially like the point about music in the office.

  • Melanie says:

    Celebrating employees’ anniversaries with the company is a great tip….I’ll have to start brainstorming fun ways to do that.

  • Melissa says:

    Love this list of actionable items! #5, and #10 are two things we are focussing on this quarter. It’s great to see that we’re on the right track encouraging employees and making the VHX office an amazing place to be!

    • Jeff Murphy says:

      Awesome, thanks for the feedback, Melissa! Would love to hear results of some of those passion projects.

  • Honored to have 15Five be featured here. Great ideas all around. Would love to hear a bit more about how you go about #16, cultivating great managers – what kind of training do you provide? What books/resources/coaching goes into that for you guys?

    • Jeff Murphy says:

      Thanks, Shane, 15five is awesome! At SnackNation, manager development is really tailored to the individual. Good management traits don’t boil down to one or two things, they are really a matrix of skills. So we start by identifying team members with one or more of these traits, and work with them on a one-one basis to fill in the gaps. We do this through our IDP (Individual Development Plan) process.

      As for resources, we’re big fans of Marcus Buckingham’s “First, Break All The Rules.”

  • We do a lot of these. We employ multiple ways for our team to give us feedback, anonymous surveys, tiny pulse, town hall sessions. All are helpful. Really we have build a culture around doing whatever it takes for the customer. The sales team is really like a family connected and encouraged to help each other. We integrate everything Customer + Wellness + Culture + Transparency/Accountability + Results

    • Jeff Murphy says:

      Aaron, thanks for sharing your feedback! Do you feel like your internal culture makes for a better customer experience?

  • Armand says:

    a small group of us have started a fitbit challenge at our office that is helping promote healthy competition.

  • Christy says:

    I read through this and realized that my boss does every one of these things. I am very fortunate to work in an environment that values their employees not only for the work they do, but as individuals. And kudos to my boss for being amazing and helping ensure employees are happy and healthy!

  • Michelle T. says:

    Our company has standing desks and we also do weight challenges every year. We participate in running marathons and have a softball team.

  • Chloe says:

    Loved the Pirates video with the different music! Isn’t it amazing how music can change the way we do things? I guess I’m a little biased since I was a musical theatre major… 😛

  • Christi Grider says:

    When our design studios are on some major deadlines, I order food to be delivered to the office. We name an employee of the month at our monthly staff meetings. They get a special parking spot and a nice gift. I’d say that my company is very good at facilitating friendships…I’ve made many friends here and two of them are my very best friends.

    • Jeff Murphy says:

      That’s great, Christi. After all, having a best friend at work is a leading indicator of employee engagement (so having two is extraordinary!).

  • We hold a monthly staff meeting that brings everyone together if not in person by video communications since we have 3 locations in two states. We share a meal, review goals, recognize people as well as have an employee present on any topic of their choice as long as it is not about work. We have enjoyed topics such as nutrition, dog training, art, community theatre and surfing the sand dunes of Monahan, Tx to name a few.

    • Jeff Murphy says:

      Sherrie, that is phenomenal! Sounds like your company is doing a lot of things right. The fact that you include remote employees in staff meetings is actually really important for morale and communication – so Kudos!

  • Valerie says:

    We do a lot of these in our office but I’m always looking for ways to add more. I’m currently converting a smaller meeting room that wasn’t used often to a meditation room and currently planning our volunteer day. Since we’re in the youth sports field we are hosting a field day for a local Boys and Girls Club. I’m so glad I stumbled across Snacknation. It’s so great to find to an online community with so many like minded offices so I can keep our employees healthy and happy!

    • Jeff Murphy says:

      Great stuff, Valerie, and thank you for the feedback! I love that you’re incorporating ways to give back that are relevant to your business’ mission. And let us know how the meditation room turns out.

      Also, if you want more ways to create an Awesome Office, check out our podcast, the Awesome Office show – I think you’ll enjoy it!

  • Bonnie says:

    There’s certainly a lot to find out about this topic.
    I really like all the points you’ve made.

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