Have you ever noticed how a team with a great leader just seems to run differently? When employees are highly engaged, work gets done more efficiently, and customers walk away happier. That’s not a coincidence, it’s a direct result of leadership-driven engagement.

This article explores the drivers of employee engagement within the context of the evolving ways in which we work. Against the backdrop of significant societal, technological, and organisational shifts, the study investigates how nine key drivers influence employee engagement outcomes. Using various techniques of statistical modelling, our results reveal the nuanced roles these drivers play in shaping engagement at different levels.

After COVID-19, many workplaces struggled with trust issues. Research shows that only 46% of leaders trust their managers to do the right thing, and an even smaller 32% trust their senior leadership. That’s a big deal—trust is the foundation for teamwork, engagement, and great results. Without it, everything else starts to crumble.

Investing in leadership skills training in the classroom is not enough to guarantee that leaders will be effective or that their teams will excel. The most impactful development and application of leadership skills occur on the job, where leaders learn through direct experience in dynamic, real-world settings. 

Most employee engagement solutions overlook the fundamental role of individual employees, leaving them as passive bystanders in their own engagement journeys. However, employee engagement is a two-way contract between the employee and the organization, guided by its leadership. 

As organizations evolve and adapt to a rapidly changing workplace, leadership development is no longer confined to traditional training methods. 1st-time managers and supervisors are embracing technology to enhance their skills and build leadership capabilities, making it critical for businesses to harness the right tools to support this growth.