Welcome to ‘The Four Hidden Forces Quietly Affecting Your Workplace’

In her new series, Sally Ripley, Senior Advisor in our People & Culture group, examines the most common issues she sees in workplace assessments and shares practical, people-first insights for how leaders can address them.

Part 3: The Engagement Disconnect

Your team already knows what needs fixing

Here’s a secret from the field: your employees already know what’s working and what isn’t.

The problem isn’t lack of insight, but lack of invitation to share what they know.

This comes up time and time again in workplace assessments in every type of organization. Regardless of your organization’s size or sector, when leaders ask for input, people feel heard and valued. And when they don’t, disengagement sets in quickly.

Here are three ways to build that connection.

1.   Be visible and accessible.

Engagement doesn’t come from grand gestures, but from presence. Pop into conversations, walk the floor, or start your meetings with a simple, “How’s everyone doing this week?”

One organization I worked with introduced short, 10-minute huddles at the start and end of their day. They began the day together, shared quick updates, and ended the day with a short wrap-up. That simple structure created connection, accountability, and a clear “stop time,” reinforcing that people could truly disconnect at the end of the day.

2.   Ask for input (and mean it).

Asking for feedback only works if people believe you’ll do something with it. Even when you can’t act on every idea, closing the loop matters: “We heard your feedback about X, and here’s what we’re trying.”

That follow-through builds trust faster than any engagement initiative ever could.

3.   Recognize effort and progress.

Recognition isn’t just for big wins. Small, sincere acknowledgments of effort, such as a thank-you note, public mention, or “win of the week” shout-out, go a long way to making your people feel seen.

Different employees value recognition differently, so ask what’s meaningful. One size rarely fits all. Engagement isn’t about ping-pong tables or pizza Fridays. It’s about human connection, the kind that tells people their contributions count and their voices matter.

Remember: your team has the answers.

I can’t stress this enough: if you want to know how your workplace is truly performing, ask your team. Then, most importantly, listen.

Sally Ripley is a Senior Advisor in MC Advisory’s People & Culture group. She lives on Prince Edward Island, where she has a hobby farm and teaches a fitness class in her community, which are integral to her well-being and connection to her community.