Employee engagement lives under the umbrella of human resource management, and it is relatively new field in human resource management. Today, employee experience as a term is taking place instead of employee engagement in literature. Nevertheless, employee experience is rooted in research, contributions, and strategies for improving employee engagement, and employee experience is and extension and complement of employee engagement. According to Gallup (2017) research organizations with employees that are engaged more than average will record up to 5% higher profits compared to organizations with average employee engagement. Highly engaged organizations will record up to 21% higher profits compared to organizations with average employee engagement. With financial incentives, other benefits from activities for increasing employee engagement are lower organizational fluctuations and improved employee happiness. Despite those indications, many organizations still don’t value employee engagement enough to make the action. Even if organization understand the importance of employee engagement, they will face many challenges throughout implementation of employee engagement programs and activities. This paper explores challenges and benefits ofemployee engagement program implementations and offers practical solutions how can organizations start implementing activities to improve employee engagement and overcome challenges that comes with it. Research is based on secondary data, that is available to all, from books, articles, statistics databases, and various online sources. As well, research is based on secondary data in form of internal company documents and reports, provided by company x that was implementing employee engagement activities for the first time. Goal of this paper is to emphasize importance of investing in employee engagement activities based on results achieved by company x. In the end, this paper will aim to link company’s x achievements and challenges with theoretical framework presented in this paper.