Rethinking Employee Engagement: Why It’s Time to Listen, Not Just Launch

For years, organisations have chased higher employee engagement like it’s a box to tick, something to “fix” with a new intranet, a quarterly survey, or a few free coffees. But as the world of work evolves, so too should our thinking. 

At Changing Social, we believe engagement is not about tools. It’s about trust. It’s not a campaign, it’s a conversation. And if we really want to build workplaces where people feel connected, motivated and valued, we need to stop launching and start listening. 

 

From Measurement to Meaning

Traditional employee engagement strategies often revolve around pulse surveys, Net Promoter Scores, or engagement platforms. While these offer insights, they’re often surface-level, measuring sentiment rather than understanding it. 

Think of it like a fitness tracker: knowing your heart rate doesn’t tell you how you feel. In the same way, knowing your team scored 73% on “feeling valued” doesn’t explain why. 

The real magic happens when organisations create safe spaces for employees to speak freely, and leaders who are ready to listen deeply. It’s about moving from metrics to meaning. 

 

Listening is the New Leadership

Modern engagement starts with listening. And not the “we’re having a town hall, so please submit your questions” kind of listening. We’re talking about: 

• Two-way dialogue: Where people at all levels feel empowered to share views, not just feedback. 

• Continuous, not campaign-based: Engagement is a daily habit, not a quarterly event. 

• Human-first communication: Messaging that speaks to people’s real needs, not just strategic objectives. 

Tools like Viva Engage (Formally Yammer), and Microsoft Teams can help spark that dialogue. But tech alone won’t cut it. It needs to be backed by a culture where people feel heard, not judged or ignored. 

One of our clients recently told us: “We introduced Engage expecting quick wins. What we got was unexpected insights—some uncomfortable, but vital. It changed how we lead.” 

 

The Hybrid Challenge (and Opportunity)

Remote and hybrid work has upended many of our assumptions about engagement. Managers can no longer rely on informal chats in the corridor or Friday drinks to “check in.” In some ways, it’s harder to connect. But in others, we now have more ways to understand our people, if we use them wisely. 

Here are a few things we see working: 

• Virtual town halls with live Q&A
  Let people post questions anonymously. Then respond honestly and transparently, even when the answer is “We don’t know yet.” 

• Storytelling through internal comms
  Share human stories, celebrate unsung heroes, spotlight learning moments. It helps employees feel seen and builds belonging. 

• Employee-led communities
  Let your people build networks around shared interests, whether it’s sustainability, parenting, or innovation. Passion drives engagement more than policy. 

 

Leaders as Engagers, Not Just Executors

Leadership styles are shifting. Today’s employees expect more than direction, they want connection. And that starts with leaders who show up with empathy and authenticity. 

Ask yourself: 

• When did you last have a meaningful 1:1 where you just listened? 

• Do your team updates include space for recognition, not just results? 

• Are you visible in employee forums or just behind closed doors? 

Engaged employees don’t just happen – they’re shaped by the behaviours they see. Leadership needs to model the culture we want to create. 

 

Empowerment is Everything 

The most engaged employees are those who feel they have a voice and a choice. That means involving people in shaping change, not just communicating it once it’s happened. 

Whether it’s a new tech rollout, a policy update, or an office redesign, bring employees into the process early. Use Microsoft’s Loop or Planner to co-create and crowdsource ideas. Run ideation challenges using Forms. Capture real-time sentiment with Viva Insights. When people help shape the outcome, they own it. 

 

Recognition that Resonates

Never underestimate the power of “thank you”. But go beyond the basics. Public recognition, whether through Viva Engage posts, Shout-outs in Teams, or an internal newsletter, goes a long way to reinforce purpose and performance. 

Make it: 

• Timely – Don’t wait for appraisal season. 

• Personal – Tailor the message to the individual. 

• Visible – Share success across the business. 

It’s simple, but powerful: recognition breeds engagement, which in turn fuels performance. 

 

Rebuilding Trust in a Post-Pandemic World

Let’s not ignore the elephant in the (virtual) room: trust took a hit during the pandemic. Burnout rose. Uncertainty grew. Many employees felt unseen. 

Now, as we rebuild, remember it’s about purpose and trust. 

Trust that: 

• I’ll be listened to. 

• My wellbeing matters. 

• I have room to grow. 

• My work has meaning. 

When employees believe these things, engagement follows naturally. 

 

Don’t Just Engage, Be Involved

At Changing Social, we help organisations do more than engage – we help them involve. That means putting people at the centre of transformation, not at the end of an email chain. 

Whether it’s through better tools, inclusive comms, or thoughtful leadership coaching, we believe the future of work is people-first. 

So if you’re planning your next engagement strategy, start with a simple question: 

What would it look like if we stopped trying to engage employees and instead empowered them?