Summary
Employee engagement is slipping, with only 31% of U.S. workers feeling connected to their jobs. The fix is helping employees feel that their work matters. Career conversations, frequent recognition, and flexible policies build loyalty, prevent burnout, and strengthen business results. Start small: talk about growth, celebrate wins, and support people as humans.
Leaders constantly worry about keeping employees engaged. According to Gallup, only about 31% of U.S. employees are engaged today, while more than half report feeling disengaged.
Benefits, company culture, and professional development are important drivers of engagement. But if you look at engagement from a personal, even emotional, level, there’s something deeper at play.
Think about the last time you became disengaged with a project. More often than not, we lose interest because we feel the work doesn’t matter, and we lose our sense of purpose. That deep human need to feel valuable, useful, and appreciated drives whether we bring our best to work or slowly check out.
Whether an employee is just starting or has been with your company for years, engaging them in a discussion around their future and interests can make a big impact. You may find their interests lie in new skills your organization could use. By engaging with your employees, you can:
Tip: Schedule quarterly development check-ins and set one clear growth action. Consistency signals that employee growth isn’t a one-time conversation but a real priority.
The more often you recognize your team, the better.
Recognition doesn’t need to be complicated. In fact, research shows employees who receive weekly recognition are four times more likely to be engaged. Simple practices—like digital shout-outs, a “wins” thread in your chat app, or ending meetings with one moment of peer recognition—keep motivation alive and help people feel connected.
A great way to foster purpose is to help your employees see their role from a broader perspective.
Two simple add-ins for today’s workplace:
Employees have lives outside of your organization. They have families, personal goals, friends, doctor’s appointments, and mental and physical health to manage.
When an employee approaches you for help—be it flex time, hybrid schedules, or medical leave—supporting them to the best of your ability can impact their loyalty and engagement. They’ll feel valued and taken care of as individuals, and that will translate to how they see themselves as employees.
What’s changed since 2020: Flexibility is no longer a perk; it’s expected. When designed intentionally, hybrid and flexible setups can match or even improve productivity and promotion outcomes. Adding wellbeing practices like blocked focus time, mental health days, or proactive use of Employee Assistance Programs (EAPs) reinforces the message that employees aren’t just workers, they’re people.
Finding effective ways to make employees feel seen and valued can be challenging, but the effort is worth it. It fosters strong, loyal relationships and a sense of value and purpose for everyone. That value translates into high-quality work, dedicated employees, and a culture and brand that attracts and retains talent.
Leaders can’t afford to leave engagement to chance. Start small:
These small, consistent actions add up and directly strengthen engagement and results.
Content provided by Q4intelligence
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