With so much change and uncertainty affecting workplaces globally, it can be easy to forget that employees are at the center of any organization’s success. How they feel about their company, leaders, teams, and themselves drives high performance and
engagement levels.

When a business decides to boost engagement, it is often advised to take a step back and look at how their leaders are (or are not) empowering and enabling their workforce to thrive. The most influential and impactful leaders are authentic, approachable, and demonstrate behaviors that align with the company’s values. They encourage open communication and seek to understand while holding firm to accountability. This fosters a healthy and flourishing team.

Here are twelve leadership tips to help better engage your workforce…

1. COMMUNICATION & CONTINUOUS FEEDBACK: Reminder that everyone communicates differently. With that said, adjust your interaction style to your audience. Engagement always begins with open and direct two-way communication. When employees feel that their opinion is heard and valued, it significantly improves the dynamic. Actively listen to ideas and concerns. If a request is reasonable, act. An employee says they miss those peanut butter crackers and apples that used to be in the breakroom – it’s a simple fix. If the request isn’t reasonable, take the time to explain why or why it’s not possible right now. Just acknowledging and providing an answer to something they brought to your attention is a big deal. If an employee is telling you something, be grateful that they shared it; it means they care enough and trust you enough to bring it up.
2. CONNECT TO THE PURPOSE, VISION, & VALUES: Employees want to work for a company with a vision and values that resonate with them. When employees understand how their daily tasks contribute to the company’s broader mission — and when that mission speaks to them on some level — they’ll always have a source of motivation they can tap into. Organizations should define where they are heading with a concise and compelling vision statement and a mission statement that guides their actions. Together, these let organizations communicate their purpose to employees in an understandable, effective way.
3. SELF-AWARENESS & ACCOUNTABILITY: A true leader effectively demonstrates self-awareness and accountability by embracing who they are and reflecting on their actions and behaviors to understand their strengths and opportunities for improvement. Seeking feedback from colleagues and team members is vital as it shows humility and a willingness to grow. Be transparent about mistakes and take responsibility for actions without shifting the blame. Ownership of our behavior and actions, without defaulting to an excuse or a defensive manner, is essential to creating an environment of trust and respect.
4. AUTHENTIC & GENUINE INTERACTIONS: Great leaders ensure their actions, behavior and decisions align with their core values and ethics. They are genuine in their communication and daily interactions, showing vulnerability by acknowledging their limitations and admitting when they don’t have all the answers. This is important because most people can tell when your words or actions are insincere. However, unless they have a great relationship with you, they will unlikely call you out. An authentic leader listens deeply to others, values diverse perspectives, and encourages open dialogue. They take ownership of their decisions and learn from their mistakes, freely sharing those learning experiences with their team. By embracing their humanity and maintaining integrity in all situations, they build a culture of trust and psychological safety. Authenticity is powerful. It inspires others to be themselves, not behind some hidden version, wasting energy on how they wish to be perceived. Leading this way builds a supportive and dynamic team environment where everyone has a sense of belonging and thrives. 
5. BE INTENTIONALLY PRESENT & ACTIVELY LISTEN: Compassion and empathy are imperative for leaders to effectively connect with and inspire their team. A leader must remain consciously present and demonstrate active listening. In these moments of attentive engagement, valuable connections occur, allowing the leader’s vision to transcend to the broader group. Applying empathy when communicating and seeking to understand your team’s diverse perspectives fosters a more connected and trusting environment, enabling leaders to better engage with and support their teams.
6. SHOW THAT YOU’RE HUMAN – VULNERABILITY: Top-notch leaders have a special ingredient that makes them stand out: vulnerability. When leaders have emotional intelligence and share challenges, it creates a bond of trust and authenticity. Instead of being seen as untouchable figures, leaders become relatable as they share their life stories. This cultivates a culture of employees to spark new ideas and ultimately think outside the box.
7. DEMONSTRATE EQ EMOTIONAL INTELLIGENCE: “The only way to change someone’s mind is to connect with them from the heart,” stated Rasheed Ogunlaru. EQ, or emotional intelligence, is a key attribute for leaders. It is essential for creating connections and a proven route to strategic influence and change management leadership. It’s not necessarily new, but adopting this cultural marker isn’t yet widespread.
8. BALANCE & TRANSPARENCY: Leaders must ensure balance in the cadence and content of staff interactions. Touchpoints need to be regular, productive and transparent. With new team members, try to be more conscious in early interactions to ensure you understand their style, needs and goals. With that foundation established, driving formal and informal touchpoints ensures engagement and open communication.
9. RECOGNITION: If you’re looking for the biggest driver of employee engagement, it’s recognition. Employees want to feel valued and rewarded for all their contributions, from wrapping up a major project to covering for a sick co-worker. Organizations should strive to provide social recognition and meaningful, personalized rewards that are easy and seamless for every team member, from the C-suite down.
10. SUPPORTING EMPLOYEE GROWTH & DEVELOPMENT: Engaged employees see a future for themselves within the organization when they feel their growth is encouraged and supported. Organizations should invest in training and development programs to help employees acquire new skills and advance their careers. This enhances employees’ capabilities while conveying that the organization is invested in their long-term success. Offering clear career paths, mentorship programs, and continuous learning opportunities are essential components of supporting employee growth and development.
11. MODEL BEHAVIOR: The ability to model behavior is key. Whether it’s being open about leaving early to pick up their kids, discussing the challenges or stressors they face or sharing their vacation pictures, leaders who can model positive work-life behaviors invite employees to do the same and underline their humanity.
12. RADICAL CANDOR®: If you aren’t familiar with the concept and application of this method and leadership style, check out Kim Scott’s book, Radical Candor®. Learn the framework and incorporate it into how you lead your team. Radical Candor® is what happens when you show someone that you Care Personally while you Challenge Directly, without being aggressive or insincere. Click here for a one-page overview of what Radical Candor® looks like.

By implementing these leadership strategies, organizations can create a supportive and dynamic environment where employees feel valued, connected, and motivated to contribute to the company’s success.