One of the things that makes that 9-5 a lot more enjoyable is a fun culture and feeling like you are a part of a bigger mission. However, some statics show that the level of employee engagement is dropping. According to a 2022 Gallup report, the percentage of engaged employees has been dropping since 2020 with 17 percent of employees actively disengaged, an increase of one percentage point from the prior year.

Certainly, some of that is due to the change to remote and hybrid working models. For those returning to the office full- or part-time, there may not be a quick rebound to robust engagement. Still, Gallup found that many companies they polled have successfully increased internal engagement a few ways: by using their culture and values to guide business decisions; embracing flexible work environments; providing resources designed to improve employee wellbeing; and equipping managers to coach their employees individually.

While those are excellent changes to make from an organizational standpoint there is one area they suggest that PIOs can have valuable input: transparent and creative communication that resonates.

Here are some fun ways to boost camaraderie, company culture and engagement in your organization.

During this year’s CAPIO conference, City of Thousand Oaks gave a presentation on internal engagement outlining how they decided to surprise and delight staff with some creative ideas. To that end they reached out via in-person events, digital, and hybrid methods.

They created an internal podcast, a radio channel, and fun polls that prompted a sense of silliness, like asking “What superpower would you want for work?” And of course, they hosted in-person events to facilitate bonding outside of work.

At the County of San Luis Obispo Public Health Department several initiatives ensure that fun gets sprinkled into the mix. They host he Annual Ducky Derby, where staff race small, decorated rubber duckies across various race heats in a small kiddie pool. The pool has been engineered to have a whirlpool and obstacles such as inflated medical gloves and large rocks. It allows staff to apply the same brilliance and commitment to problem solving as they have presented in their jobs to decorating a 1×1 inch rubber ducky.

During holidays they celebrate with a White Elephant gift exchange and at Halloween, they host face mask decorating contests–using N95 or surgical masks–to keep that creative spark.

Sometimes self-care is the theme. The department has also held Take Care Tuesdays, where staff could swing by at their convenience to participate in creative activities like origami, rock painting, BINGO, adult coloring pages, or propagation planting, for a half hour to switch gears mentally.

At the County of San Luis Obispo Public Works Department, leadership is devoted to building a culture of inclusion. A monthly newsletter goes out to 300 staff with updates on department projects, HR topics, and anything else that may be pertinent to keeping employees. The goal is to keep both in-office and field staff in the loop.

Monthly polls using the Tiny Pulse software allow staff to anonymously voice their opinion on various topics, like whether they feel they have the resources to do their job or whether they feel heard by their supervisors.

There is also a committee called PW+ which organizes monthly events like after work happy hours, lunchtime scavenger hunts, a lunchtime trivia, and even attendance at a local softball game.

Hosting an annual All-Staff Meeting is another way to get people to connect, while also taking care of business. Both the Public Works and Public Health departments at the County of San Luis Obispo host annual luncheons that include training, important updates, various service recognitions and a chance for staff to connect with those they may not see on a day-to-day basis.

Seeing how other agencies have created active internal programs may make it seem like a large feat, but there are several small ways to implement more engagement in your workplace.

Start by getting buy-in from the top. If leadership views the internal engagement as a way to communicate your agency’s mission within the organization, they are more likely to see the value.

Identify where you can have the biggest impact–start there and start small. At the start you may come up with some ambitious ideas but it’s easier to start with a smaller effort that creates a big impact and then build off of that win.

Ask for help. This in and of itself is a great way to build engagement. Create a committee of staff members who are excited about volunteering their talents in an employee initiative. You may be surprised at who is ready to step up and lend a hand.

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