Three Elements to Build a Highly Engaged Culture for 2025 & Beyond

Organizations aspiring to unlock the full potential of their workforce often seek the expertise of Trust and Leadership Coaching (TLC). Companies understand the profound impact of a highly engaged culture, and rightfully so, studies show that companies with elevated levels of engagement enjoy remarkable benefits, including*:

➡️ 78% less absenteeism

➡️ 51% less turnover

➡️ 23% increase in profitability 

➡️ 70% increase in well-being among employees

➡️ 32% decrease in employee errors

➡️ 22% increase in organizational participation

While many organizations often turn to employee assistance programs (EAPs), fitness and recognition incentives, remote work, and other initiatives to create a highly engaged culture, they fail to address the core engagement issues. Indeed,  ⅔ of HR leaders are dissatisfied with the results of these programs*. 

Our research and the results we've achieved with clients reveal that the most effective approach to fostering high engagement revolves around three critical elements*:

Prioritize Manager and Leader Hiring and Development

• Organizations that excel in engagement recognize that effective leadership is essential. They meticulously assess and hire managers and leaders who naturally engage their teams rather than simply promoting high-performing individual contributors without considering leadership skills. Alarmingly, up to 80% of managers may not be well-suited for their roles due to this common oversight*. 

  Forward-thinking organizations invest in intentional training, transforming their managers into effective coaches. This consistent focus on delivering meaningful feedback inspires improved performance and cultivates a workforce where 75% of managers are engaged, leading to an impressive 70% employee engagement rate*.
  
  

  Integrate Engagement Into Every Stage Of An Employee’s Life Cycle

  In the most engaged organizations, engagement is woven into the very fabric of the culture. From the outset, engagement informs every facet of the business strategy—shaping how talent is hired, onboarded, coached, and developed. Performance management, goal-setting, team meetings, and manager-employee conversations all become opportunities to foster engagement.

  Engagement becomes a way of working in forward-thinking organizations. In the cadence of the organization’s work week, employees are coached and engaged in meetings and in one-on-one conversations, where effective two-way communication is part of an employee's life cycle.
  
  

  Emphasize Well-Being At Work And In Life

  Beyond embedding engagement into the culture, highly engaged organizations profoundly prioritize employee well-being. They provide robust, sought-after resources that enhance physical, mental, and financial health while promoting community involvement.

  This commitment to well-being transcends standard wellness programs; it embraces a proactive, hands-on approach using achievement-focused coaches and counselors who support employees holistically. Forward-thinking organizations value well-being as an essential component of business and professional growth, not an afterthought. This level of care enhances the workplace culture and attracts top talent, as work-life balance and personal well-being rank as the top two reasons employees seek new opportunities.
  
  How TLC Helps
  Transforming an organization into one that is highly engaged can feel daunting. TLC helps you simplify the journey by collaborating closely with you from intake to implementation of sustainable programs and activities to help you achieve your desired results.
  
  

  Here’s how it works:
  
  Step 1: We engage with key leadership members to understand their goals and aspirations for fostering a highly engaged culture.

  Step 2: We craft a tailored proposal based on those goals. Common components include:

  • Identifying and developing leadership talent: Using a specialized assessment tool to discover “Rising Stars” within the organization.

  • Comprehensive training and coaching: Supporting all levels of leadership, from “Rising Stars” to “Executives,” through our proprietary, neuroscience-backed processes that cultivate high-performing, engaged teams.

  • Company-wide training initiatives: Providing individualized training that effectively communicates cultural changes and instills the desired values throughout the organization, including essential well-being training facilitated by our expert team in collaboration with HR.

As Simon Sinek said, “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” 

At TLC, we are dedicated to helping organizations create an environment where employees are emotionally invested—leading to extraordinary engagement, impactful performance, and shared success. Let’s partner together to unlock the full potential of your workforce and build a thriving culture that inspires every individual to contribute their best. Contact us to get started today.

(*Source: Gallup, State of the Workplace: 2024 Report)