Silence in meetings and waning creativity are warning signs of disengagement. Learn how purpose, psychological safety, and leadership behaviors can transform quiet compliance into energetic collaboration.
Employee engagement isn’t just a metric; it’s the heartbeat of a thriving organization. Yet, disengagement often shows up quietly.
Picture this: You’re leading a meeting, you pose a question, and … silence. Crickets. No one volunteers ideas. No one steps up for assignments. Creativity feels flat, and absenteeism is creeping up. Sound familiar? These are signs your staff may not be fully engaged.
Why Engagement Matters
Engaged employees fuel success. They bring:
- Lower turnover
- Higher productivity
- Improved safety
- Greater satisfaction for employees and those they serve
Gallup research reveals that managers account for 70 percent of the variance in team engagement. Leadership isn’t just influential; it’s decisive.
What Leaders Can Do
One of the strongest engagement drivers is purpose. Employees want to know their work matters. Ask yourself:
- Do staff members understand how their contributions impact the organization’s mission?
- Can they articulate the difference they make?
For some roles, this connection is obvious. For others, leaders must make it clear. When employees see the “why” behind their work, engagement rises.
Another critical factor is psychological safety; a concept introduced by Dr. Amy Edmondson of Harvard Business School. Psychological safety means employees feel safe to speak up, share ideas, and take risks without fear of embarrassment or punishment. Without it, creativity and trust suffer.
Setting the Tone for Safety and Engagement
Start by communicating expectations and inviting participation. Then, ensure all responses to ideas are respectful and constructive. If employees perceive that speaking up leads to ridicule or dismissal, engagement will shut down; and future opportunities will be met with silence.
While staff may feel safe sharing ideas, leaders must also model openness to feedback. If you’re receptive, they’ll reciprocate when it’s your turn to provide input. This mutual exchange builds trust; strengthening relationships. Over time, you’ll notice your meetings transform from quiet compliance to energetic collaboration.
Call to Action
Engagement doesn’t happen by accident; it’s cultivated. Start today by:
- Connecting staff roles to organizational impact
- Creating a psychologically safe environment
- Modeling openness to feedback
When leaders set the tone, engagement follows and so does success.
Resources to Learn More
- UAB L&D Programs (check Learning Calendar for upcoming sessions):
- Lean Into Leadership
- Your Check-In Strategy
- External Article: The Gallup 2025 Workplace Report Shows Engagement Is Falling and Managers Hold the Key
- External Article: Google Project Aristotle Psychological Safety Guide 2025
Written by Tammy White
