In this final part of our leading change series, we focus on the critical need for fostering employee engagement.

Employee engagement forms the foundation of the three principles we've previously discussed: the 20-60-20 rule, understanding the Change Curve, and adapting leadership styles to fit the situation. Without strong engagement, even the most well-intended change initiatives can falter.

Developing an employee engagement strategy — or refreshing one that's been in place for a while — should be a priority, especially as organisations are increasingly held accountable for delivering value to their employees.

The Importance of Engagement Amid Change

As teams navigate the highs and lows of the Change Curve, maintaining high engagement levels is essential to ensure productivity doesn't take a hit. Leadership is crucial here. Strong, adaptable leaders are key to driving both growth and the successful implementation of change.

Recent research shows just how urgent it is to improve employee engagement:

• Only 1 in 10 UK workers feel engaged at work.
• Over 20 million UK workers are not actively engaged.
• 58% of employees disengage within six months of starting a job — has this happened with your team?
• 68% of employees have received no feedback from their leaders in the last six months, citing poor communication and no recognition as major reasons for disengagement, with 58% blaming complacent leadership.
• 80% of employees cite a lack of learning and development as a key factor in their disengagement.

Tips for Improving Engagement

For leaders looking to make significant progress in this area, here are a few practical steps:

1. Understand the Power of Empowerment

Employees thrive when given responsibility and autonomy in their work. When individuals have the freedom to make decisions and take ownership, they are more likely to be engaged and motivated.

2. Tailor Your Approach to Your Employees

While broad research is useful, it only takes you so far. Every organisation is unique. Focus on your people. Instead of concentrating on what's wrong, identify what's already working well within your teams. Engage with the most motivated individuals, teams, and departments (your top 20%) and learn what keeps them engaged. Then, use those insights to drive engagement across the organisation.

3. Promote Grassroots Engagement

Engagement can't be forced, but it can be cultivated. Once you understand what matters most to your employees, amplify it. Empower your most engaged team members to share their experiences, ideas and successes across the business. A short video featuring thriving teams or a peer-led discussion can inspire others. Digital tools make it easier than ever to spread engagement and foster collaboration.

4. Recognise That Engagement Is a Moving Target

Employee engagement isn’t a one-time initiative. It’s a dynamic process that requires ongoing attention. Regularly check in with your employees, stay connected, and be proactive about adapting your strategy to ensure continued engagement.

Leading Change: A Continuous Process

Each of the four principles we've covered in this series—understanding the 20-60-20 rule, navigating the Change Curve, adapting leadership styles, and fostering employee engagement — are critical components of effective leadership. These topics are integral to our leadership and management programmes, LEAD™ and LEADlight.

If you’re an owner-manager, director, or senior leader, our next LEAD™ programme begins on 7th and 8th November.

For middle managers and supervisors, our LEADlight programme also starts in November. To learn more about either of them, please get in touch with us here.

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