What is the Secret Ingredient to Employee Engagement?

Does this scenario sound familiar?

Employee: “Hey, I need to talk to you…I’ve accepted a job with another company.”

Manager (externally): “Oh wow…I didn’t see that coming. Tell me more.” While internally the manager is thinking, “I’ve supported and advocated for you…now I have to scramble to fill your position.”

Employee (externally): “It’s a great opportunity for my career.” While internally he is thinking, “you rarely ask about my goals, I barely get feedback, you don’t care about me.”

A mid-year Gallup survey shows employee engagement continues to flatline and it’s costing U.S. companies an estimated $2 trillion in lost productivity.

Here’s what employees say they are missing:

•  Only 47% strongly agree they know what's expected of them

• Only 31% say someone at work encourages their development

•  Just 32% feel connected to the organization’s mission

•  A mere 28% feel their opinions matter

Let’s be real, these are not hard fixes, but they do require intentional leadership capability.

• If you want accountability, tie employee work to the company’s vision.

• If you want innovation, create psychological safety where employees feel seen and heard.

• If you want to drive engagement, invest in leadership development.

That’s where I come in. With over 20 years of corporate HR and Learning & Development experience, I work with leaders to build core competencies that fuel engagement, growth, and retention. I’m certified in the DISC profile and emotional intelligence assessments—powerful tools I use to help leaders understand themselves and lead others more effectively.

Do you want your people to stay, grow, and thrive? Start with your leaders.

In my next article, I’ll explain how I use the DISC profile to coach leadership teams for sustained growth and profitable results.

Schedule time with me to explore coaching and development options for your organization.

susan@talent-advancement.com