Confronting passive leadership: How to engage executives in people initiatives

Executives talk a big game about culture, engagement, and inclusion but too often, they don’t show up when it counts. For HR, DEI, and talent leaders, this gap between words and action is a constant battle.

Execs sign off on mission statements that highlight employee priorities. They post about them on LinkedIn. But when it’s time to invest in initiatives, attend employee-driven events, or advocate for cultural change, their silence is loud.

And that silence comes at a cost.?

When executives fail to engage meaningfully, companies will see:

• Higher turnover and disengagement: Employees lose trust in leaders who don’t back up their words with action.
• A weaker employer brand: In an era where employees share workplace experiences online, a lack of executive involvement shows there’s a hollow culture.
• Missed business opportunities: Studies show that companies with inclusive workplaces outperform their peers in revenue and innovation.

As DEI, HR, and culture advocates, you’ve seen how silent leadership can hurt your company’s success. The question is: How do you turn executive inaction into authentic engagement?

How to drive executive engagement and allyship

One of the biggest challenges with executive buy-in is trying to sustain involvement long-term to see actual change.?

Here are some of the biggest problems that keep executives disengaged:?

• Lack of personal connection: Leaders don’t see how DEI directly affects them or the business.
• Fear of saying or doing the wrong thing: Many execs stay silent to avoid missteps.
• Competing priorities: Business goals often overshadow culture-building initiatives.
• Lack of accountability: Without metrics tied to performance, engagement remains low.

So, how can HR, DEI, and talent leaders teams move executives from passive approval to active leadership in people initiatives?

With limited time and competing business priorities, hone in on what will move the needle instead of overwhelming leadership with every detail. It requires balance, so we’ve outlined key priorities your people teams can focus on right now.

Tie people initiatives to business performance

Show how inclusive leadership improves engagement, retention, and decision-making. Use company data and case studies to connect ERG, DEI, and other employee engagement efforts to financial returns and business growth.?

Make it personal and actionable

Use storytelling and anecdotal experiences from employees to highlight how a lack of inclusion and opportunities for advancement leads to attrition. Share real employee experiences through testimonials, stories from 1:1 conversations, survey feedback, and exit interviews to help shape the story.

Encourage active sponsorship

Challenge executives to sponsor early-career employees and advocate for professional development opportunities. Integrate metrics into executive reviews by setting measurable goals for hiring, retention, and leadership advancement. Take it a step further and share company-wide progress reports for transparency.

Prioritize retention to protect the bottom line

The cost of turnover, from lost productivity to recruiting and training new hires, is steep. As companies look to cut costs, the smartest investment isn’t in constant rehiring, it’s in developing and retaining the talent already in place. Explain to executives how their engagement and buy-in have a direct correlation to retaining your best employees.?

Create judgment-free learning spaces

Create a space where executives can ask tough questions and learn without judgment by bringing in an external leadership coach. An outside expert can help them navigate leadership challenges, build a long-term growth plan, and connect allyship to business success. With the right guidance, execs can focus on progress over perfection, making real change without fear of getting it wrong.

The key message here is that executives must recognize that culture isn’t built from the sidelines. The companies that actually thrive long-term will be those whose leaders show up with action, investment, and accountability.

?? How is your team aligning people strategies with business outcomes?

Perfeqta is here to help your leadership team build programs, policies, and systems that keep employees engaged and motivated to do their best work.?

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