Have you ever been to a team-building event that was supposed to be fun but instead felt like another work obligation? It’s a common experience, raising the question: Are we really engaging employees or are we just giving them pizza? In my past roles, I often saw leaders attempt to boost team engagement through pizza parties, company swag, or mandatory happy hours. While these gestures were well-intentioned, they often missed the mark.
One organization I worked for scheduled quarterly team-building events, hoping to improve morale. However, these outings often added stress, as they ate into our personal time. What we truly needed was space to recharge and a culture of trust and open communication. The root of the problem wasn’t a lack of fun activities—it was a lack of connection between leadership and employees.
Superficial engagement efforts might provide a temporary distraction, but they don’t solve the deeper cultural issues that lead to dissatisfaction. What employees want are leaders who genuinely care, communicate openly and foster a sense of purpose and respect.
Here are four key strategies leaders can implement to meet the needs of their teams and foster genuine engagement:
Empathetic Leadership. Employees crave leaders who understand their challenges and actively listen. Empathy fosters trust and helps build authentic relationships. Schedule regular one-on-one meetings focused on understanding each team member’s challenges. Ask open-ended questions like, “What can I do to support you better?”
Trust and Transparency. Trust is essential for any team. Employees want to feel informed about company decisions and trust that leadership has their best interests at heart. Be transparent about key decisions and initiatives. Share updates frequently and invite questions to foster a culture of openness.
Respect. Respecting employees means valuing their individual contributions and acknowledging their strengths. It’s more than just polite interactions—it’s about recognizing their worth. Celebrate both big and small wins, publicly and privately. Show your team members that their efforts are seen and appreciated.
Meaningful and Purposeful Work. People are more engaged when they feel that their work matters. Leaders need to clearly connect each team member’s role to the company’s mission and vision. Regularly communicate how individual roles contribute to the organization’s larger goals. Help employees see the impact they’re making.
As you reflect on your own experiences and consider new approaches, keep in mind what employees truly want from leadership. Rather than defaulting to the typical pizza party, focus on building a culture where empathy, trust, respect, and purpose are at the heart—driving authentic engagement and lasting commitment.