#employee-engagement

#employee-engagement

Loneliness and burnout-deeply interwined in the workplace-are hitting American workers (and companies) hard. In 2025, global healthcare firm Cigna found that over half of all employees surveyed felt lonely. Around 57% admitted to feeling unmotivated and stagnant, while two-thirds of full-time workers say they experience burnout on the job, according to a 2025 Gallup study. The financial toll is jaw-dropping. Harvard Business Review reports that loneliness costs U.S. companies up to $154 billion annually through lost productivity, increased burnout, and employees resigning.

If you're in an unfulfilling job or are dissatisfied with your work, it's possible to get a fresh start no matter what the season. In fact, there are a few strategies that can help you find meaning and enhance your experience even as you slog forward. A lack of fulfillment in your job can have intense effects. It can derail your motivation, your energy, and even your performance.

For the past five-plus years up to this very day, an 800-lb gorilla takes a seat at the table at every meeting in every Taylor Morrison conference room in every one of the organization's offices. From its Scottsdale, AZ headquarters, to its three national operating regions, to its divisional hubs in 20 markets across 12 states, to its sales centers in 345 actively selling neighborhoods, that gorilla is physically there in the room in all of those meeting rooms involving Taylor Morrison's 3,000 or so team members.

Bill Gurley is a general partner at venture capitalist firm Benchmarkand the author of "Runnin' Down a Dream, How to Thrive in a Career You Actually Love." Gurley told Neal Freyman and Toby Howell on the "Morning Brew Daily" podcast that aired on Sunday that it is "horrific" how some people are actively disengaged at work, but the heart of the matter is that people "aren't ending up in the right place."

While they are frequently criticized for being performative or symbolic rather than genuinely impactful, CSR initiatives can be deeply meaningful for organizations, employees, not to mention entire communities. First and foremost, well-designed and comprehensive CSR programs generate positive social change for underserved communities and groups, address vital social and environmental causes, and allow welfare organizations to extend the quality and scale of their contributions.

In addition to offering best practices and insights to help you tackle common challenges, this eBook also features examples of how organizations used the right solution to achieve their outcomes. You'll find out how a global food and beverage company boosted compliance and delivered content in multiple languages by replacing their face-to-face training programs, and how a digital consultancy firm leveraged AI features to provide more personalized experiences for their team.

Employee engagement principles are recognized as one of the most potent factors influencing everyone's performance in the workplace. When employees feel appreciated, engaged, and connected, they contribute more than just their skills. They also bring enthusiasm, creativity, and dedication to support the organization's sustained growth. Building a successful workplace means creating a culture where employees feel committed to the organization's goals. In this article, we'll examine seven key employee engagement principles that can revolutionize your company by motivating your team.

Employees who take the initiative to reshape their roles around artificial intelligence - rather than simply using it to speed through tasks - are more engaged, motivated, and creative at work, according to new research from Multiverse, the upskilling platform for AI and tech adoption. The study, conducted in June and July, analyzed 295 UK full-time professionals across industries, including finance, government, and technology, all of whom had used generative AI for at least six months.

It's a season for warm messages and "thank yous." This is why Thanksgiving serves as a reminder of the power of genuine gratitude in learning and the workplace, as well. In today's world of remote teams, deadlines, and constant learning, employees can easily feel overwhelmed. A simple "I appreciate you" can make a big difference to your team, as it can change the mood of the day, create a sense of connection, and remind everyone that their work is important.

Every workplace seems to have one. A manager who goes silent for days, then suddenly reappears in the team chat the moment senior leadership checks in. They'll swoop in to take credit for the work they hadn't touched, and say, "Oh yes, we've been addressing that." This type of boss shows up when there's an audience, then vanishes as soon as the higher-ups leave. I've started calling them the performative manager, because that's exactly what they are.

It wasn't until the 1930s that the idea of worker satisfaction entered the working world's psyche. Before then, the prevailing attitude was simple: "You work for us, we pay you." Worker dissatisfaction was the norm, and many industries rose and thrived on taking advantage of the working poor. It wasn't until the realization dawned that a healthy worker is a productive worker-thereby impacting the company's bottom line-that the focus on worker satisfaction began to gain traction through industrial psychology and early management theories that recognized the importance of employee well-being for productivity.

In this episode of From the Ground Up, Inc. editor-in-chief Mike Hofmansits down down with Shuman Ghosemajumder, co-founder and CEO of the AI cybersecurity startup Reken, Ben Goodwin, co-founder, and CEO, of the prebiotic soda company Olipop, and Melissa Mash, co-founder and CEO of the fashion and lifestyle brand Dagne Dover. The conversation explores what it really means to have fun at work again-and why joy and creativity are essential ingredients for sustainable growth.

They're bringing that strain and pressure to work, and it's showing up as a record low in employee engagement: an abysmal 21%. The damage adds up: Gallup estimates the collective cost of employee disengagement to the global economy at an eye-watering $438 billion. [3] As L&D leaders, we've entered a whole new era of flux and uncertainty, but also opportunity. How can we help our people grow into adaptable, innovative, and resilient employees...who stick around?

Boomers and Gen X often see flexibility as a tool for managing work-life balance or caregiving responsibilities. Millennials view it as a non-negotiable element of trust and autonomy, while Gen Z perceives it as a reflection of an employer's adaptability and tech-savviness. Offering hybrid or remote options alone isn't enough for workplace designers and change managers. Organizations must clearly define flexibility across roles and levels and be prepared to support it through policies, digital infrastructure, and space planning.

Recognition is often overlooked. Managers assume a salary alone is enough, but people want to feel appreciated for their unique contributions. Phrases like this can help motivate your team: "I really appreciate how you handled that client", or "Your attention to detail made all the difference in this project". Small acknowledgements cost nothing but can deliver a huge motivational boost.

Q: I am a hands-on SME owner with a packed schedule. I'm starting to have a real problem with office meetings, and I need your help. I believe they are using up too much of my time and not leading to meaningful progress. Discussions go round in circles, as many participants come unprepared and quickly become disengaged, openly checking their phone notifications when others are speaking.