{"id":374512,"date":"2025-09-10T12:07:47","date_gmt":"2025-09-10T16:07:47","guid":{"rendered":"https:\/\/chiefexecutive.net\/?p=374512"},"modified":"2025-09-10T12:07:49","modified_gmt":"2025-09-10T16:07:49","slug":"employee-engagement-a-big-issue-that-requires-a-small-approach","status":"publish","type":"post","link":"https:\/\/chiefexecutive.net\/employee-engagement-a-big-issue-that-requires-a-small-approach\/","title":{"rendered":"Employee\u00a0Engagement: A Big Issue That Requires A Small Approach"},"content":{"rendered":"\n

What happens when a project stalls? We recently grappled with this issue. Our project team found more roadblocks than open lanes. It struggled with motivation and ownership, and the project became disjointed and disconnected.

Some leaders see this problem and instinctually take a hard line, discharging orders and defining tasks, which often doesn\u2019t work. So we shifted gears, transferring the project\u2019s creative control to the team and giving it power over the process. That small shift in demonstrating trust and confidence altered the team\u2019s energy. The team began collaborating, generating innovative ideas and solving problems faster. A newly\u00a0engaged\u00a0group of employees rediscovered their team and delivered a result beyond our expectations.

Engagement\u00a0has been a business keyword for decades; employees demand it, companies crave it and leadership consultants craft seminars around it. The\u00a0research firm Gallup<\/a>\u00a0has spent extensive time and resources measuring employee\u00a0engagement\u00a0and its impact on success.<\/p>\n\n\n\n

We all agree that employee\u00a0engagement\u00a0is simple: make your teams feel welcome, respected and valued. So why, according to Gallup, did employee\u00a0engagement\u00a0in the U.S.\u00a0reach a 10-year low<\/a>\u00a0in 2024? Perhaps because leaders often overwhelm themselves with\u00a0engagement\u00a0goals, metrics, surveys and manuals and forget to simply engage. Instead, leaders should consider pursuing\u00a0engagement\u00a0gains by starting small.<\/p>\n\n\n\n

Deconstructing Employee\u00a0Engagement<\/h4>\n\n\n\n

Effective employee\u00a0engagement\u00a0isn\u2019t solely about making people happy. It\u2019s also about unlocking their best work. Too often, we\u2019re not doing that, and it shows. In its\u00a02024 State of Global Workforce<\/a>\u00a0report, Gallup reported that low\u00a0engagement\u00a0costs the global economy $8.9 trillion. It found that 41 percent of global workers have “a lot of stress,\u201d and workers under 35 are less\u00a0engaged\u00a0than those older than 35.<\/p>\n\n\n\n

\u201cIf our collective mood hasn\u2019t soured to historic proportions, it\u2019s soured enough to impact our daily lives,\u201d the report cheerfully noted.<\/p>\n\n\n\n

That\u2019s grim\u2014but also might be slightly exaggerated. According to a Psychology Today<\/em> article, companies have fallen prey to the\u00a0\u201cengagement\u00a0fallacy\u201d<\/a>\u00a0that suggests happy employees produce more financial success. Rather, the article concludes that employees whose talents, desires and drive match their company\u2019s goals are a better predictor of success than\u00a0engagement.<\/p>\n\n\n\n

However, even perfectly fit employees can become disengaged, which overwhelms those employees and leaders. When the disconnect grows too great, people disengage from each other. As a result, companies deal with high turnover, absenteeism and carelessness that can lead to reduced productivity, faulty products or safety issues.<\/p>\n\n\n\n

Yet these big-picture concerns around employee\u00a0engagement\u00a0cloud the act of engaging.\u00a0Engagement\u00a0requires connection, which can begin with the simplest act of saying, \u201cGood morning.\u201d Leaders engage by making these connections consistently and genuinely. They listen to employees as well as see them. They ask what excites their employees and what troubles them. They share their own stories as well.<\/p>\n\n\n\n

Engagement\u00a0Starts Small\u2014and It Starts at the Beginning<\/h4>\n\n\n\n

Great Place to Work<\/a>, an organization seeking to improve workplace culture, conducted a\u00a02024 webinar<\/a>\u00a0detailing nine \u201chigh-trust\u201d leadership behaviors that employees value. They include the basics with which every leader should be fluent: listening, sharing, caring, developing and inspiring. Interestingly, employees defined a different action as the most important to retention\u2014one that leaders often overlook.

Employees surveyed by Gallup and Great Place to Work said that a company\u2019s hiring and welcoming process had the most significant impact on their desire to stay. According to Great Place to Work, employees who feel welcomed into a team are four times more likely to want to stay. Yet, as Gallup research found, just\u00a012 percent of employees<\/a>\u00a0viewed their companies\u2019 onboarding processes favorably.<\/p>\n\n\n\n

So, what constitutes a successful onboarding process? Great Place to Work highlighted You Need a Budget<\/a>, which maintains a money-management app. According to Great Place To Work, the company rolls out the welcome mat early, with quirky job listings such as \u201cHumbly Confident Product Manager.\u201d In the webinar, Claire Hastwell of Great Place to Work said that YNAB further establishes the right approach by focusing on the employee.<\/p>\n\n\n\n

\u201cIt\u2019s not, \u2018What can you do for us?\u2019 It\u2019s what we can do for prospective employees, and it sets the tone for a great start,\u201d Hastwell said.<\/p>\n\n\n\n

YNAB also conducts regular check-ins with employees to deepen this relationship, asking one question too many leaders ignore: Are we living up to your expectations as a company? As a result, according to Great Place to Work, 99 percent of YNAB employees surveyed said the company created a welcoming environment. The average U.S. company receives a grade of 73 percent.<\/p>\n\n\n\n

Starting Small Can Yield Big\u00a0Engagement\u00a0Dividends<\/h4>\n\n\n\n

Employee\u00a0engagement\u00a0feels like a challenge because so many factors influence it, including the recent stresses about remote work, the impact of AI on employment and our well-being outside work. Leaders can\u2019t solve this problem solely with\u00a0engagement\u00a0manuals or consultants. They must be consistently intentional about building and deepening relationships with and among employees.<\/p>\n\n\n\n

Start small. Ask newly hired employees about their favorite restaurant and then get them a gift card. In addition to establishing check-ins with employees, make efforts to be spontaneous and casual with them. Ask employees how they\u2019re doing, then stop for the answer. When projects stall, look for a small but meaningful way to lift and motivate them, such as transferring project ownership to the team.<\/p>\n\n\n\n

Engagement\u00a0is not a task. Leaders who integrate\u00a0engagement\u00a0into everyday interactions, even the smallest, build\u00a0engagement\u00a0and trust over time. They also create a culture in which employees will engage naturally.<\/p>\n\n\n\n

Work is a shared experience; it\u2019s not always fun, but it can be. Work can also be exasperating, enriching, exhausting and exhilarating. It should never be alienating. Leaders,\u00a0engagement\u00a0begins with you. Start by asking, \u201cHow are you?\u201d and then by listening.<\/p>\n","protected":false},"excerpt":{"rendered":"

Despite the litany of strategies and resources, employee engagement has fallen to an all-time low. The solution may be smaller than leaders think. <\/p>\n","protected":false},"author":3718,"featured_media":374516,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[2131,2130],"tags":[],"class_list":["post-374512","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-engagement-talentmanagement","category-talentmanagement"],"acf":[],"yoast_head":"\nEmployee\u00a0Engagement: A Big Issue That Requires A Small Approach<\/title>\n<meta name=\"description\" content=\"Despite the litany of strategies and resources, employee engagement has fallen to an all-time low. 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