According to Right Management’s 2024 report, The Engagement Illusion, while 83% of leaders believe their workforce is fully engaged, only 48% of employees agree. This discrepancy highlights the urgent need for HR professionals to reassess and implement strategies that support genuine connection and motivation among employees. The big question though, is how did we get here – and what can we do about it?
Rethinking employee engagement strategies
Engagement isn’t achieved through superficial fixes; it requires aligning organisational practices with employee needs and expectations. One major misconception is that financial incentives drive loyalty, but data consistently shows that organisational fit and career development are far more influential. In fact, according to Right Management’s report, Money Can’t Buy You Loyalty, pay and benefits account for only 8% of employee engagement. Instead, the top drivers are organisational fit (33.9%) and career growth opportunities (31.4%).
To reimagine engagement, HR professionals must create systems that empower employees to see their potential within the organisation. This involves designing personalised development plans and encouraging open dialogue about career aspirations. Employees are more engaged when they feel that their growth aligns with organisational goals, showcasing the importance of a “one-size-fits-one” approach to career management. Here are three strategies HR professionals can implement:
- Empower employees at all stages
Engagement strategies must account for employees at different stages of their careers. Early-career professionals often look for robust learning and development opportunities, while mid-career employees—frequently the most disengaged—require clarity and support in navigating internal mobility. Late-career employees, on the other hand, may value mentorship roles or opportunities to share expertise.
For HR professionals, segmenting engagement strategies by career stage ensures tailored solutions that resonate with diverse employee needs. Providing mentorship programs, clear pathways for advancement, and opportunities for lateral moves can make employees feel valued regardless of their tenure.
- Build accountability across leadership
Leaders at all levels must take responsibility for driving engagement. HR can lead the way by embedding engagement metrics into performance reviews and ensuring leaders receive training in effective people management. A key focus should be on equipping middle managers with tools to foster connection and engagement within their teams. These managers often act as the bridge between organisational goals and employee needs, making their role critical.
HR professionals can also champion a culture of feedback, encouraging both upward and downward communication. Leaders who actively ask for employee input and act on it demonstrate commitment to engagement, nurturing trust and loyalty.
- Sustain engagement through organisational culture
Sustained engagement requires a culture that prioritises inclusion, purpose, and continuous development. HR professionals must collaborate with leadership to ensure the organisation’s values are reflected in its day-to-day practices. From promoting work-life balance to recognizing individual achievements, every action contributes to an environment where employees feel they belong.
Inclusion is particularly important in today’s diverse workforce. HR can play a pivotal role by ensuring equitable access to opportunities and fostering a sense of belonging across all employee demographics. Additionally, aligning organisational practices with broader societal values can reinforce employees’ sense of purpose and commitment.
How Quest can help
At Quest, we understand that building genuine employee engagement requires more than quick fixes—it’s about creating strategies that align with your organisation’s unique needs and goals. As specialists in workforce solutions, we partner with businesses to design and implement tailored HR strategies that prioritise organisational fit, career development, and meaningful leadership support.
Whether it’s through customised learning and development programs, mentorship initiatives, or creating a culture of inclusion and accountability, Quest offers the expertise and tools to empower your workforce at every career stage. With our data-driven insights and hands-on approach, we help organisations move beyond the engagement illusion to create a truly motivated and connected workforce.
Let Quest guide your journey to sustainable employee engagement and long-term success.
