How Organizations Engineer High Engagement
Jayson Krause, PCC
Founder of Level 52 Inc. | Executive Coach | Award-Winning Author | Keynote Speaker
Let’s get one thing straight: Engagement isn’t something you create - it’s something you stop destroying.
Most organizations treat engagement like a KPI - something to measure, analyze, and “fix” with initiatives. They roll out engagement surveys, tweak perks, and host leadership retreats, hoping that will make people care more.
But I want you to consider this: Engagement isn’t an outcome. It’s a byproduct.
It happens when leaders remove the friction that drags teams down, create conditions for ownership, and make work worth doing. The best organizations we work with don’t “motivate” people. They engineer environments where people bring their best because they want to—not because they’re told to, or feel obligated to.
So, what do the most engaged organizations do differently? And more importantly, why does it work?
Let’s break it down.
1. They Remove Leadership Drag
In high-stakes aviation, a 1% reduction in drag on a C-17 Globemaster III led to close to 15 million dollars in fuel savings. Not by redesigning the plane - just by adding tiny, cheap 3D-printed microvanes to the fuselage.
Leadership works the same way.
Think about the last time your team felt stuck:
? Decisions taking too long? That’s leadership drag.
? Meetings that feel like a time sink? More drag.
? Top talent disengaging because they don’t feel heard? A major aerodynamic problem.
The best organizations don’t push harder, they remove the unnecessary friction that slows their teams down.
Live Webinar: Learn how to engineer engagement and remove leadership drag. Register here.
2. They Shift from Managing to Coaching
Most disengaged teams don’t need another initiative. They need better coaching from their managers.
The most engaged organizations don’t really manage people - they develop them. They move from task oversight to thought partnership, asking questions like:
? “What’s the most valuable thing you worked on this week?” (vs. “Did you finish that task?”)
When leaders shift their role from answer-givers to thought challengers, engagement builds.
3. They Engineer Agency?
Engagement is about ownership. If people don’t feel control over their work, they disengage. The best teams don’t wait for permission - they act. Organizations that get engagement right create opportunities that put ownership in employees’ hands. Consider this tactic:?
? Replace check-ins with check-outs – Instead of “What’s your status?”, ask “What’s your next move?”
4. They Make Work Harder, Not Easier
Perks don’t create engagement. Challenge does.
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The best teams are engaged not because work is comfortable, but because it’s compelling. They have a hill to climb, a challenge to solve, and a goal that pushes them.
In highly engaged cultures:
? Expectations are clear, but hard.
? Feedback is constant, not hoarded for reviews.
?Struggle is valued as a catalyst for growth, not avoided.
People engage when the work is worth it. When leaders remove difficulty and make things easier, engagement drops - because easy work is boring work.
5. They Build a Culture of Instant Feedback
Annual reviews don’t drive engagement. Real-time feedback does.
In high-engagement teams, feedback is valued and immediate. Consider this:
? The One-Minute Rule - If you see something great (or off), give feedback within 60 seconds.
Why does this work? Because when feedback is delayed, engagement fades. People need real-time signals that their work matters.
6. They Fire Energy Vampires
Nothing kills engagement faster than bad leadership.
? Toxic managers? Engagement killer.
? Passive leadership? Engagement killer.
? A culture of excuses? Engagement killer.
The best organizations set the bar highest for those with influence and authority - and if someone can’t meet it, they don’t let them drag the team down.
Engagement Isn’t a Perk - It’s an Engineering Problem
If you want more engagement, stop trying to create it - and start removing what’s blocking it.
The best organizations don’t “motivate” people. They create conditions where engagement is the natural byproduct of great leadership, fulfillment, and challenge.
Want to learn how?
Join us for a free 45-minute webinar where we’ll show you exactly how to engineer a culture of engagement.