Employee engagement is a two-way street. While leaders must create an environment where employees feel valued, motivated, and connected to the company’s mission, employees also play a crucial role in shaping their own engagement.

A truly engaged workplace emerges when both sides take accountability: leaders by providing direction and growth opportunities, and employees by proactively seeking fulfillment and communicating their needs.

By asking the right questions, fostering self-awareness, and ensuring that work is aligned with individual and organizational goals, companies can create a culture where engagement is a shared effort rather than a one-sided burden.

Why It Matters: Viewing engagement as solely a company or leadership issue leads to an imbalanced and ineffective approach to motivation. Employees who take ownership of their engagement contribute to a healthier, more productive work environment. When both leaders and employees recognize their roles in fostering engagement, businesses see stronger collaboration, increased morale, and improved overall performance.

• Leadership’s Role in Engagement – Leaders are responsible for creating an environment where employees have the tools, support, and opportunities they need to thrive. However, no amount of competitive compensation, incentives, or coaching can make up for an employee’s unwillingness to take personal responsibility for their work.

• Employee Responsibility for Engagement – Some employees naturally take ownership of their work, while others find reasons to disengage. Employees must recognize that engagement is a personal choice – no job, manager, or workplace will be perfect, but those who proactively seek solutions, communicate their needs, and invest in their growth are far more likely to succeed.

• Breaking the ‘It’s Not My Fault’ Mindset – A common problem in disengagement is the tendency for employees to externalize responsibility. If an employee constantly blames management, coworkers, or company policies for their dissatisfaction, it may indicate a deeper issue. Leaders should foster a culture of accountability, where employees are encouraged to take ownership of their challenges and find proactive solutions rather than waiting for others to fix them.

• Turning Feedback Into Action on Both Sides – Feedback loops are critical, but they require effort from both leaders and employees. Managers should listen to employee concerns and make necessary changes, but employees must also be open to constructive feedback and willing to adapt. Engagement improves when both parties commit to growth, rather than when employees expect leadership to solve every issue for them.

• Aligning Roles with Purpose – Employees are more engaged when they see meaning in their work, but they also have a responsibility to seek out that meaning. Leaders can help by connecting individual contributions to company goals, but employees must take the initiative to explore how their work aligns with their values and aspirations.

Go Deeper -> Lacking Engagement at Work? Answer These Questions – Chief Executive