This research examined scenario planning for development of employee motivation and engagement in PT XYZ. Employees who felt no balance between work and personal life, did not see any career path opportunities in the company, and dissatisfied with organizational policies regarding rewards and recognition for work performance tended to experience work demotivation and could reduce engagement with the company. The purpose of this research was divided into 4 (four) : 1) to identify and analyze the models of employee motivation and engagement used in the company, 2) to identify and analyze the existing employee motivation and engagement quality and factors 3) to understand employee needs and expectations in developing motivation and employee engagement, and 4) to create scenarios planning for employee motivation and engagement development in the company. The research used a qualitative-quantitative method, aligned with interview and survey results, focused on the method of scenario planning stage consisting of tracking, analyzing, imaging, deciding, and acting (TAIDA). There were 4 (four) scenario planning that could develop employee motivation and engagement and effect organizational performance outcomes. Based on those four-scenario planning matrix, employees in the company fell into the "we can" scenario. In this scenario, employees were at the level of moderate motivation, moderate engagement and the company was currently facing challenges. The "we can" scenario planning can be implemented by focusing on the performance appraisal and feedback from leaders to gain recognition and appreciation; re-socialization of compensation and benefits policies; and employee and career development to enhance the level of motivation and engagement. The acting step will help to create the short-term planning (in a year) according to the trends that need improvement that can be implemented by the company. If this "we can" scenario planning can be implemented, employees can be more productive, innovative, and committed to achieving organizational goals.