Workplace Culture | Building Engagement Through Clear Leadership
Disengagement in the U.S. costs $2 trillion annually in lost productivity. Emotional disconnection affects not just finances, but also retention, performance, and culture.
Make Engagement Intentional
Engagement isn’t accidental. Leaders build it by creating environments where employees feel connected, informed, and supported. Programs fail when they rely on surface-level perks or outdated practices.
Engagement improves when:
- Leadership communication is consistent, transparent, and two-way
- Employees see how their work aligns with the organization’s mission
- Managers provide regular, meaningful feedback and development opportunities
When people see their role in the bigger picture and leaders invest in their growth, the connection and performance deepen.
A study found companies with strong engagement and development strategies increased productivity by 24% and retention by 45%. These results stem from deliberate planning, not luck.
What to Ask Now
If your engagement strategies feel stagnant, ask yourself these questions and identify at least one concrete action to address each area:
- Are leaders and managers accessible, visible, and actively listening to their teams?
- How is feedback gathered, acted on, and communicated back to employees?
Why It Matters
Engagement is not just about morale—it’s a system for driving business results. To elevate engagement in your organization, commit to revisiting your current strategies this week. Discuss priorities with your leadership team and take specific steps that tie daily actions to your long-term vision. Sustained engagement is a leadership responsibility—make it yours.
Originally featured in UBA’s August 2025 HR Elements Newsletter.
