Thinking Outside the Box: Employee Engagement in Action

Guest Contributor: Rich Friedman, Friedman & Partners

SDA is always looking for ways to bring fresh perspectives to our members. We’re pleased to share this guest contribution from Rich Friedman, who explores how A/E/C firms are rethinking employee engagement in meaningful and lasting ways.

In an era defined by labor shortages, generational change, and rising employee expectations, engagement has become one of the most powerful drivers of retention, recruitment, and long-term stability.

But leading firms aren’t relying on generic programs. Instead, they’re creating distinct, firm-specific approaches that give employees a voice, reinforce values, and build real connection.

Here are three examples of what that looks like in action.

Recognition as Culture: Bergmeyer’s Unicorn Awards

At Bergmeyer, engagement starts with recognition—and not the top-down kind.

Their “Unicorn Award” is a monthly, peer-nominated program open to everyone in the firm. Employees nominate colleagues who demonstrate creativity, collaboration, or going above and beyond.

Rather than being a marketing initiative, the program is intentionally internal. Winners are celebrated at all-hands meetings and receive a custom handmade award, reinforcing that recognition is personal and meaningful.

What makes it work?

• Peer-driven, not leadership-selected
• Inclusive across all roles
• Embedded into regular firm rituals

The result is a culture where people feel seen—not just for results, but for how they contribute.

Engagement Through Structure: MKSK’s Staff Council

MKSK takes a different approach—focusing on structure and voice.

After transitioning to a 100% ESOP, leadership recognized that while ownership had expanded, decision-making had not. Their solution: a Staff Council representing employees across offices and levels.

The council meets regularly, gathers feedback through informal conversations, and brings real issues to leadership—ranging from benefits to workplace policies.

What makes this effective:

• Direct line between staff and leadership
• Rotating participation to broaden involvement
• Transparency about what can (and can’t) be implemented

An unexpected benefit?
The council has become a leadership development pipeline, giving emerging professionals insight into how decisions are made.

Stepping Away to Reconnect: The MKSK Design Summit

MKSK also invests in connection at a firmwide level through its annual Design Summit.

This two-day event brings employees together from across offices for:

• Project tours and learning sessions
• Peer connection and mentorship
• External speakers outside the firm’s daily work

While the investment is significant, the return is clear:
Stronger relationships, shared identity, and a sense that employees are part of something bigger.

As one leader put it:

“It feels like a conference—but it’s ours. And that distinction matters.”

Different Approaches, Same Outcome

While these examples differ in style—from playful recognition to structured governance—they share one critical trait:

Intentionality.

Each firm has built engagement strategies that reflect its culture, not someone else’s template.

Engagement as a Strategy, Not an Add-On

The most successful firms don’t treat engagement as an HR initiative or occasional program.

They embed it into:

• How decisions are made
• How recognition happens
• How leaders show up every day

There’s no one-size-fits-all solution—but there is a common principle:

• Understand what your people value
• Create ways for them to be heard
• Reinforce it consistently

In today’s market, firms that do this well aren’t just improving culture—they’re building organizations people want to stay with.

Join the Conversation

What unique employee engagement strategies have worked in your firm?

Share your ideas in the comments—we’d love to continue the conversation and highlight additional approaches from across the SDA community.

This article has been adapted for SDA members from an original piece by Rich Friedman.

👉 Read the full article here: Outside the Box Employee Engagement