Does engagement really matter? You bet. Because it’s the difference between a team that thrives and one that gets by.
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”
– Simon Sinek
When people feel connected and have a sense of purpose, they bring themselves in with energy and ideas. When they don’t, you see it in stalled progress, underperformance, and rising staff turnover. The real question is: what are you doing, right now, to keep engagement high?
Imagine walking into an office buzzing with energy, ideas flowing, and effortless collaboration. Now contrast that with a workplace where people clock in, do the bare minimum, and mentally check out. The difference? Engagement.
Disengagement might cost you more than you think
Right now, businesses face an engagement crisis. Gallup reports only 23% of employees worldwide are engaged. The rest are either disengaged—going through the motions—or actively disengaged, pulling the team down.
This isn’t just bad for morale—it’s a business risk. Disengaged teams mean higher turnover, lower productivity, weaker culture. Innovation stalls and customer experience suffers because people don’t feel invested.
When engagement is high, organizations see a 23% boost in profitability, 18% increase in productivity, and 81% lower absenteeism. Engaged employees inspire others, leaders gain influence, and culture strengthens.
The challenge of engagement
So, what’s holding teams back? Often unclear purpose, lack of recognition, poor leadership, or weak collaboration. Great leaders know engagement isn’t about perks—it’s about creating an environment where people feel valued, challenged, and connected to something bigger.
If engagement is the fuel for growth, the real question isn’t “Do we need it?” but “How do we create more of it?”
“Engagement is a relay race—every handover counts.”
Team engagement is like a relay race. When every runner is focused and connected, the baton passes smoothly and momentum builds. But if one runner hesitates or fumbles, the whole race is at risk. Engagement works the same way—one person’s energy (or lack of it) impacts the entire team. Great leaders don’t just run their leg well; they ensure every handover keeps the team moving forward.
LEGO proves: connection fuels creativity.
In the early 2000s, LEGO was on the brink of collapse. Sales were down, leadership was disconnected, and employees were disengaged. But then, something changed. Leaders began empowering employees at all levels, encouraging innovation and ownership. They focused on purpose (reigniting the passion for creativity), collaboration (cross-team problem-solving), and recognition (valuing contributions). The result? LEGO made one of the greatest corporate turnarounds in history and became one of the world’s most loved brands again.
“Engagement isn’t about satisfaction; it’s about involvement and enthusiasm.”
– Jim Clifton, CEO, Gallup
Clarity
People can’t engage with what they don’t understand. Clear goals, roles, and expectations give teams direction and confidence. Clarity means not only defining what needs to be done but also why it matters—so individuals see how their contribution ties into the bigger picture.
Connection
Engagement thrives on relationships. Teams need trust, psychological safety, and meaningful interaction to feel part of something larger than themselves. Connection shows up in strong peer relationships, supportive leadership, and a culture where voices are heard and valued.
Consistency
One-off efforts won’t build sustainable engagement. Leaders need to show up in a steady, reliable way—recognising effort, reinforcing purpose, and modelling behaviours that stick. Consistency turns engagement from an initiative into a daily habit woven into how the team works.
5 Practical Steps to Boost Engagement
Step 1: Align Work with Purpose
When people understand the “why,” they care more about the “what.”
- Create a Team Charter – Co-design a simple one-page charter outlining team purpose, values, and contribution to company goals. Revisit it quarterly.
- Storytelling in Meetings – Start meetings by linking work updates to customer stories or impact metrics. Make the bigger picture visible and meaningful.
Step 2: Build Stronger Relationships
Engagement thrives on human connection.
- Team Offsite or Virtual Away Day – Use facilitated sessions to strengthen trust, run team-building exercises, and reflect on shared challenges.
- Peer Recognition Rituals – Introduce a “shout-out” moment in weekly meetings where team members recognise each other’s contributions.
Step 3: Give Ownership & Autonomy
Micromanagement disengages—ownership energises.
- Delegate Decision Rights – Allow teams to decide on project approaches, not just execution, within clear guardrails.
- Rotating Roles – Let different team members lead stand-ups or client updates, building ownership and leadership muscle.
Step 4: Create Growth Opportunities
People stay engaged when they see a future for themselves.
- Stretch Assignments – Assign projects slightly beyond current skill sets with support in place (e.g., shadowing a senior colleague).
- Mentorship Circles – Pair employees across departments for cross-learning, not just vertical career mentoring.
Step 5: Foster a Feedback Culture
Feedback keeps teams aligned and connected.
- Regular Check-Ins – Replace annual reviews with monthly 1:1s focused on progress, roadblocks, and development.
- Pulse Surveys – Run short, anonymous surveys quarterly and share actions you’ll take in response. Closing the loop builds trust.
Your next step
Engagement doesn’t just happen—it’s designed. The question is: what’s one step you can take this week to boost clarity, connection, or consistency in your team? Try it, watch the impact, and keep building. And if you want fresh ideas or support to take engagement in your organisation to the next level, let’s have a conversation: jessica@intactteams.com