19 Employee Engagement Meeting Ideas for 2025

Employee engagement is critical for retaining talent and driving company success. In fact, improving employee engagement is one of the fastest ways to boost retention. Highly engaged employees are more likely to stay, perform better, and contribute to greater profitability.

The following guide presents a comprehensive list of meeting ideas to engage employees in any company (remote, hybrid, or in-person), organized by common goals: team building, recognition, feedback, learning, and innovation.

Each idea includes what the activity involves, which settings it fits best, and how it adds value to employee engagement.

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Team Building Meeting Ideas

Team-building activities strengthen relationships and trust among co-workers, fostering collaboration and camaraderie. These activities build personal connections and make employees feel more invested in their team and company, which boosts overall engagement and morale.

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• Virtual Coffee Chats (Remote/Hybrid): Schedule casual video-call coffee breaks where team members can socialize and chat about non-work topics. This informal “break room” experience is ideal for remote or hybrid teams and helps replicate the spontaneous conversations that happen in an office. It promotes personal connections and reduces isolation, making employees feel more bonded and engaged with colleagues.
  
  
• Team Trivia or Game Session (Any Setting): Host a fun trivia quiz or interactive game during a meeting, either in-person or via a conferencing platform. Split employees into teams to encourage friendly competition. This activity works in all company settings – remote teams can use online trivia tools, while in-person teams might use a projector or whiteboard. The friendly competition and laughter boost team spirit and provide a refreshing break from work, strengthening relationships and morale.
  
  
• Volunteer Day or Charity Event (In-Person/Hybrid): Organize a day for employees to volunteer together for a good cause (e.g. cleaning a park, helping at a food bank). In hybrid settings, local groups of employees can volunteer in their communities on the same day. Working toward a charitable goal as a team builds a sense of purpose and unity outside the usual work context. It also reinforces a positive company culture of social responsibility, which can increase employee pride and engagement.
  
  
• Team-Building Outings (In-Person/Hybrid): Plan occasional group outings or fun events to encourage team bonding. Examples include escape room challenges, bowling or karaoke nights, or an offsite retreat. These activities are best for in-person teams (though hybrid companies might subsidize remote team members to join locally organized events). Shared fun experiences help employees see each other beyond work roles, breaking down hierarchies and building camaraderie. Such events inject liveliness and rapport into the team, making employees feel connected and appreciated.

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Recognition and Appreciation Meeting Ideas

Feeling valued is a major driver of employee engagement – employees who are recognized regularly are more productive and engaged. Meetings focused on appreciation highlight achievements and make employees feel seen and appreciated. This boosts morale and loyalty, reinforcing positive behaviors.

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• “Kudos” Shout-Outs in Meetings (All Settings): Dedicate time in team meetings or all-hands for public recognition of employees’ good work. Managers and peers can give quick shout-outs to individuals or teams for recent accomplishments or helpful actions. This works in person or via video call – the key is real-time, specific praise. Frequent recognition in the moment is powerful; employees recognized at least monthly are 2× more productive and engaged than those recognized only quarterly. This habit builds a culture of appreciation where everyone feels valued.
  
  
• Employee of the Month & Awards Ceremonies (In-Person/Hybrid): Implement periodic awards to honor outstanding contributors – for example, a monthly or quarterly “Employee of the Month” announced at a company meeting. In an office, you might present a certificate or trophy; in hybrid settings, announce the winner in a live video town hall and send a prize. Formal recognition programs put top performers in the spotlight and give tangible rewards (bonuses, extra time off, etc.), which boosts motivation across the team. Celebrating these wins company-wide also reinforces what success looks like, inspiring others.
  
  
• Peer Recognition Rounds (Remote/Hybrid): Facilitate a peer-to-peer appreciation session. For example, in a remote team’s video call, each person can briefly thank or commend another colleague for something specific. This “recognition round” gives everyone a chance to be both a giver and receiver of praise. It leverages social recognition – public praise from colleagues – which has a big impact on morale and retention. Peer recognition makes appreciation feel more inclusive and genuine, strengthening team relationships and engagement.
  
  
• Values & Personal Wins Spotlights (All Settings): Use meetings to acknowledge achievements that might otherwise go unnoticed. For instance, call out employees who exemplified a core company value that week, or congratulate someone on a personal milestone (like completing a certification or even running a marathon). Recognizing actions that embody company values reinforces the desired culture, and acknowledging personal accomplishments shows employees you see them as whole people, not just workers. This holistic appreciation makes employees feel truly valued and increases their emotional commitment to the organization.

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Feedback and Communication Meeting Ideas

Open communication and feedback loops make employees feel heard, build trust, and drive engagement. Meetings that encourage two-way dialogue ensure that information flows freely and that employees’ voices count. Here are ideas to enhance feedback and communication:

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• Town Hall Q&A Sessions (All Settings): Hold regular town hall meetings where leadership shares updates and then opens the floor for questions and feedback. These meetings can be in-person or streamed via webinar for distributed teams. By inviting employees to ask questions openly (or anonymously via a chat/poll), town halls promote transparency and inclusion. They turn what could be one-way broadcasts into two-way conversations. Organizations that foster open feedback in forums like town halls see significantly higher engagement (one report found a 25% boost in engagement when feedback is encouraged). The candid Q&A builds trust in leadership and unity across the company.
  
  
• Virtual “Open Office” Hours (Remote/Hybrid): Encourage executives or managers to host virtual office hours where any employee can drop into a video meeting to chat. For example, a CEO might set aside an hour weekly on Zoom for informal conversations. This practice, essentially an “Ask Me Anything” session, works great for remote and hybrid workplaces. It provides a valuable channel for honest, spontaneous dialogue. Employees at any level can voice ideas or concerns in a casual setting, which helps them feel heard and fosters a culture of approachability.
  
  
• Regular One-on-One Check-Ins (All Settings): Managers should meet individually with their direct reports on a consistent schedule (weekly, biweekly, or monthly). In these one-on-one meetings – via video call or in person – employees can discuss workload, career goals, or any grievances. This dedicated time for two-way feedback shows the employee that their development and concerns matter. It also enables managers to provide coaching or recognition in a private setting. Consistent check-ins improve communication and prevent issues from festering, leading to more engaged and supported team members. (For remote staff, these check-ins are especially crucial to stay connected.)
  
  
• Team Retrospectives (In-Person/Hybrid): For project teams or departments, conduct periodic retrospective meetings to reflect on recent work. In a retrospective (often used in Agile workflows), the team gathers to discuss what went well, what didn’t, and how to improve for next time. These meetings can be done in-person with a whiteboard or online using collaboration tools. Retrospectives create a safe space for employees to suggest improvements, ask questions, and recognize wins, all with the goal of learning from experience. By acting on the collective feedback, teams continuously improve processes – and employees feel their input directly drives positive change, which is very engaging.

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Learning and Development Meeting Ideas

Opportunities for growth and learning are a key driver of engagement. Employees who can develop new skills and knowledge are more likely to feel invested in their roles and stay with the company. Meetings centered on learning and development show that the organization cares about employees’ long-term success. Consider these ideas:

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• Lunch-and-Learn Sessions (Hybrid/In-Person): Host informal training talks during lunch breaks, where either an internal expert or guest speaker shares knowledge on a topic. Employees can bring their lunch (or join via video from home) and learn a new skill or insight in an informal setting. For example, an engineer might teach a “Intro to Python” session or a sales rep might share negotiation tips. Lunch-and-learns work best in-person or hybrid (with a video option), and they foster a culture of continuous learning. Employees appreciate the break from routine and the investment in their growth, which boosts engagement and loyalty.
  
  
• Mentorship Program Meetings (All Settings): Establish a mentorship program that pairs less experienced employees with veteran mentors for regular mentoring meetings. Mentor-mentee pairs might meet biweekly (in person or via video) to discuss career development, challenges, and goals. This one-on-one guidance not only helps mentees learn and advance, but also makes both mentors and mentees feel more connected to the organization. Participation in mentorship has been linked to higher engagement – one study found retention and engagement were 25% higher for employees who took part in workplace mentorship programs. These mentoring meetings signal that the company is investing in employees’ futures.
  
  
• Cross-Training Knowledge Shares (In-Person/Hybrid): Organize periodic knowledge exchange sessions between different departments or teams. For example, one team can host an open meeting to explain what they do (projects, tools, lessons learned) to the rest of the company. This can be done in-person or via webcast for hybrid teams. Allow time for Q&A and discussion. Such cross-pollination helps employees learn about other parts of the business and pick up new skills or best practices. It breaks down silos and encourages collaboration. Employees engaged in learning from peers feel more integrated into the company and empowered with broader knowledge.
  
  
• Workshops and Skill-Building Activities (All Settings): Beyond informal lunch sessions, offer more structured workshops or training meetings. These could be half-day skill workshops, interactive seminars, or group online courses that the team takes together. For remote teams, you might enroll everyone in a webinar or virtual course and then discuss it in a meeting. When employees are given time and resources to develop professionally (like earning a certification or learning a new tool), it shows the company’s commitment to their growth. Learning as a group can also be motivating – colleagues can support each other in applying new skills. Over time, these development-focused meetings lead to a more skilled, engaged workforce that feels valued for more than just their current job tasks.
  

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Innovation and Brainstorming Meeting Ideas

Encouraging innovation and creative thinking keeps employees engaged by tapping into their ideas and passions. Brainstorming sessions and innovation-focused meetings signal that the company values everyone’s input on growth and improvement. These activities often energize teams, as people rally together to solve problems or build something new. Here are some ideas:

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• Hackathons (In-Person/Hybrid): Run an internal hackathon – a time-bounded innovation challenge where employees form teams to brainstorm and prototype solutions (not just for coders; involve people from all departments). Typically lasting a day or two, hackathons work best with an in-person component (teams in a shared space) but can also be done virtually with coordination. During the event, diverse employees “collide and collaborate” on creative ideas, breaking down silos between departments. Hackathons are highly engaging: they foster team spirit and collaboration as everyone rallies around a shared mission under a tight deadline. The excitement of building something novel in a playful, competitive atmosphere boosts morale and often uncovers hidden talents. In the end, employees feel a sense of collective achievement and a stronger bond with colleagues, which greatly enhances engagement.
  
  
• Brainstorming Idea Sessions (All Settings): Hold structured brainstorming meetings to generate ideas for a specific challenge or opportunity (e.g. improving a process or launching a new product). These sessions can be done in person with whiteboards or remotely using virtual whiteboard tools. Encourage participants to share any and all ideas freely. A well-run brainstorming session lets the team work together toward a common goal and can yield a diverse range of creative solutions. This not only helps innovation, but also makes employees feel valued for their ideas. By contributing to important discussions, employees have a voice in the company’s direction – a powerful engagement driver. (Tip: Assign a facilitator and use techniques like mind-mapping or round-robin sharing so everyone participates.)
  
  
• “Shark Tank” Pitch Competitions (Hybrid/In-Person): For a fun twist on innovation, host a pitch competition where individuals or small teams propose their best ideas to solve a business problem or create a new offering. They can present in front of a panel of leaders (like a Shark Tank-style jury) during an all-hands meeting or special event. This format works in-person or via webinar. It encourages an entrepreneurial mindset and gives employees a platform to shine. The competitive yet playful environment pushes teams to be creative and persuasive. Company-wide pitch events send a strong message of commitment to innovation – showing that leadership is eager to hear and invest in employee ideas. Even those observing the competition feel inspired and proud to be part of a forward-thinking, inclusive culture. Winners might get resources to implement their idea (or even just bragging rights), but all participants come away more engaged and excited about the company’s direction.

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To explore tools that help you implement and track these engagement initiatives, visit the Employee Engagement page to learn more. PerformYard makes it easy to streamline feedback, recognize achievements, and measure participation across your engagement efforts.