Employee Engagement: Is It A Problem to Fix? Or An Experience to Create?
I often hear from leaders struggling with low employee engagement scores. For many, the instinct is to treat it like a problem to “fix”—a number that just needs improving. The response? Committees, action plans, and initiatives like team building events, birthday celebrations, or monthly lunches with leadership members.
While well intentioned, these quick fixes often miss the heart of the issue. Why? Because engagement isn’t a checklist. It’s an experience. And it’s an experience shaped by how you, as a leader, show up every single day.
Engagement Happens in the Small Moments:
Your behavior sets the tone for how employees feel about working in your organization. It’s not the big programs that make the most difference; it’s the everyday interactions that leave a lasting impression.
How do you think you are you showing up? Small gestures of care add up. They show your employees they’re more than a task list—they’re people.
Do you pause for a quick, genuine check-in: “How’s your project going? Is there anything I can support you with?”
When you know an employee is dealing with something at home, do you ask, “How’s everything going with your family?”
Are you noticing moments when they might need encouragement—or just someone to listen?
How do you recognize contributions? Recognition doesn’t have to be big to be meaningful. Specific, timely, and authentic praise goes a long way.
Instead of a generic “Great job,” are you saying, “Your analysis helped us spot an issue early. That made a big difference—thank you”?
When someone wraps up a challenging project, do you take a moment to call it out publicly and share the impact?
Are you ensuring their work gets the visibility it deserves with senior leadership?
How do you help them see the meaning behind their work? A purpose fuels engagement. When employees see why their work matters, they’re inspired to give their best.
Do you connect their work to the bigger picture? For example, “This project is helping us serve our customers better—it’s a game changer.”
When tasks feel routine, are you sharing why they matter? “Your attention to detail is critical to keeping this process seamless for our clients.”
Are you sharing stories of success—how their work is making a real impact on customers, teams, or the business?
Step Back and Reflect on The 3S Questions:
It’s hard to improve engagement if you don’t understand what’s driving it—or holding it back. Before jumping into solutions, pause and reflect:
What would employees say about their experience working here to friends or family? (Say)
What might be important for top performers to stay long-term? (Stay)
What might be getting in the way of them striving to do their best work? (Strive)
These questions help you look beyond the scores to what really matters: the employee experience.
Shift Your Focus from Programs to People:
Engagement doesn’t come from grand gestures or quick fixes. It’s about the experiences you create—through your words, actions, and mindset. It’s in the trust you build through everyday interactions, the recognition you offer, and the culture you shape.
The most impactful leaders understand this: Engagement happens when employees feel seen, valued, and connected. Small, consistent actions send one powerful message to your employees: “I see you, and you matter.”
When you lead with this mindset:
Employees will say great things about working in your organization.
They’ll stay longer and invest in your organization’s success.
They’ll strive to bring their very best every day.
Engagement isn’t something you fix—it’s something a leader creates, moment by moment. So, the question becomes: What role do you want to play in shaping your employees’ experience?
