There has been transition of whole employee culture and work interface. Employee intensive to few skilled employees and more application of technology have become the norm. Work environment has changed, quality of employee in terms of education and skills have changed. Collective negotiation is transferred to individual negotiation. Employees are selective also which company they will continue or not . Work environment has become important factor. Employer is facing challenges to bring right employees in their systems and to retain them so that company can get leverage over competitors. Survival will be under stake if employer cannot retain employees. The concept of employee engagement has come as a tool to give solution. Employee engagement is creative application of engagement activities which will satisfy employees and it will motivate employees to get engaged to their jobs. Engagement activities are not just arranging birth day celebration or picnic party or just copy paste activities collected from another company. Employee engagement will be as per company culture and nature of employees. Employee engagement differs from industry to industry. It will vary and will depend upon to whom and at level your engagement activities will be applied. As HR and being closely linked with employees HR needs to understand before organizing any employee engagement activities. There is no cut paste system to apply. It may give short term acceptance but management will think that they are wasting money and getting no fruitful results. So, it is a planned job and exercises are needed. In a data driven work culture HR should collect subjective and objective information to map exact expectation of employees. So employee expectation assessments are primary source to formulate engagement plan. Plan initiates to formulate action plan and budget to implement the employee engagement activities in the organization. Actually, employee engagement plan should also be strategic and business focused and linked with industry trend. Activities should not be monotonous and needs variety. Activities should also motivate at all levels of employees and they should be engaged. HR can design specific engagement plan for different level of employees. But it is important to note that many organizations do not have basic facilities in place. Here employee engagement activities may not give desired results. Proper onboarding, defining KRA& KPI in advance, initial counseling at the time of joining, providing relevant jobs matching knowledge and skills, defined process and systems are primary factors to motivate employee engaged. Job clarification and clarity of reporting and conducive senior & junior relationships are primary things. It gives satisfaction and stress-free workplace. Employee also get engaged. This part should not be neglected. So HR before planning employee engagement activities in their organization, just for the sake of engagement of employees, organizing few programs and activities will never attach employees with the organization . It will be just waste of money and confused employees. Productivity will not improve and management will blame HR and employer will search another engagement tool with an intention to engage employees. One thing should be remembered that all engagement activities should take care both logical , rational and emotional part of employees to be relevant.