The Key Drivers of Employee Engagement

(Hint: It's Not HR)

The Key Drivers of Employee Engagement

Be honest, when you think about the key drivers of employee engagement, what comes to mind? Probably work perks like free lunches, cool office spaces or monthly happy hours? Sure, those things can help – but real engagement runs way deeper. It’s not about ticking boxes on a ‘fun at work’ checklist. At its core, employee engagement is about connection and making your team feel truly valued, motivated, and connected to a bigger purpose. The key drivers of employee engagement are the magic ingredients that transform a group of employees from ‘just showing up’, to a team that’s excited, invested, and eager to do their best.

So, what is the magic ingredient? Managers!

That’s right, it’s not HR, it’s you! As a manager, you have the power to make or break your team’s engagement. You’re the one who sets the tone, who models the right behaviors, and creates an environment where your team is inspired (or not) to bring their best selves to work every day.  

So, how do you do that? Let’s explore the key drivers of employee engagement.

The Hierarchy of Employee Needs

Before we dive in, let’s quickly touch on human psychology. We talk about this often in our blog posts because understanding human behavior is key to leading a team. After all, businesses aren’t just systems and strategies; they’re made up of real people.

You’ve probably heard of Maslow’s Hierarchy of Needs, which is a theory that explains human motivation in a five-tier pyramid. Simply put, people need to have their basic needs met before they can focus on higher-level growth.  

Did you know this concept applies to employee engagement, too?

At the foundation, your team needs job security, fair pay and a safe work environment. If these basic needs aren’t met, engagement will take a massive hit, and no amount of perks, recognition, or teambuilding activities will fix it.

The key drivers of employee engagement are irrelevant is your team is worried they won’t have a job next month or feel underpaid for their efforts. They won’t be in the right headspace to engage…or worse will be entirely checked out (and you’ll probably know about it). So, before you jump ahead, make sure the essentials are in place. If they aren’t, step up as a leader, and have those tough conversations with your management.

The Manager's Role in Engagement: It's More Than Fun and Games

Let’s tackle this through a real-life example…

The Tale of Sam: From Free Lunch to Fired Up

Meet Sam.

Sam’s been with his company for 18 months. He’s a reliable team player who gets along with everyone. His company offers hybrid work with perks like monthly happy hours and free lunch on Wednesdays. Recently, his manager has noticed a shift: Sam isn’t as engaged as he used to be, seems less happy in meetings, and takes less accountability for his tasks. His performance is starting to dip.

What’s going on? Something is clearly off…

Sam’s disengagement goes beyond work perks and is likely a deeper issue:

• Unmet basic needs?

• A missing promotion?

• Personal issues outside work?

• Work-life balance out of sync?

• Limited growth opportunities?

  
  

Whatever the reason, if Sam’s concerns aren’t addressed, no amount of perks or team-building activities will reignite his motivation or engagement.

So, what are the key drivers of employee engagement that could be applied to support Sam – and others like him?

1. Have a Real Conversation

To prevent this from becoming a bigger issue, you need to address it head-on. As a busy manager, it’s easy to skip one-to-ones, but trust us, it will make things worse. This isn’t something you can resolve with a quick, “How’s work?”, when passing. Start with a genuine, “How are you doing?” to give Sam space to open up. If he doesn’t, follow up with something specific, like, “Any current challenges I can support with?” Listen actively and give him time to share. If he’s still quiet, it’s time to be more direct, but keep it supportive: “I’ve noticed your productivity has slipped a bit. Anything I can do to help you get back on track?” This is a key driver of employee engagement because having a real conversation and showing you care will make him more comfortable with opening up and give you an opportunity to help.

2. Recognize and Celebrate the Wins, No Matter How Small

Sam opened up and told you that his productivity has slipped because he’s feeling undervalued and stuck. Despite his strong performance, he was overlooked for a promotion he expected, leaving him demotivated. While he still enjoys being on the team, he’s unsure how to move forward.

As a manager, it’s crucial to address and validate his feelings. Don’t just focus on productivity – help Sam feel valued again. Acknowledge his feelings and recognize his hard work, preferably with reference to specific examples of his contributions. Celebrating small (or big) wins with your team is one of the key drivers of employee engagement and will make Sam, and others, feel appreciated.

3. Encourage Autonomy to Find the Spark

Developing people isn’t about dictating their path (as tempting as it can be with experience under your belt) - it’s about empowering them to own their growth. Encourage Sam to reflect on his development and where he sees opportunities. Ask questions like, “How do you see yourself developing on the team?”. By showing genuine interest in his career goals, you can help him identify if he needs new skills, more responsibility, or a fresh challenge. Giving Sam this kind of autonomy is one of the key drivers of employee engagement because it helps him regain control, reignite his motivation and rediscover his spark.

4. Provide Growth Opportunities

Now that you’ve had an open conversation and Sam feels supported, it’s time to identify meaningful growth opportunities together. Encourage him to reflect on the feedback you’ve discussed and come up with ideas that resonate with him. Schedule a follow-up meeting or incorporate this into your next one-on-one to collaboratively build a personal development plan that aligns with both his aspirations and the needs of the business. This might include training, mentorship, or new projects. The key drivers of employee engagement here include making the growth process feel authentic and relevant for Sam. When his development is tied to his personal goals, he’s far more likely to take ownership, stay engaged, and drive success for himself, the team, and the business. It’s a win-win for everyone involved.

Our Final Sparx

At the end of the day, employee engagement isn’t a one-size-fits-all deal. The key drivers of employee engagement are all about meeting your team members where they are, truly listening to their needs, and building a culture that values them as individuals, while also appreciating their contribution to the broader team and business. If you prioritize their foundational needs first (hello, Maslow!), communicate openly, and provide opportunities for recognition and growth, you’ll create a team that’s motivated, committed, and engaged.

Need a hand getting started? Check out our Sparx Resource Hub at www.team-sparx.com for a fantastic FREE 1:1 meeting template - designed to help you lead meaningful conversations and build stronger relationships with your team from the ground up.

Got a story like Sam’s? Need advice on a situation like his? Or maybe you have a tip for boosting employee engagement that’s worked wonders for your team? Drop it in the comments below! And, if you're feeling particularly generous, share this post with a manager who could use a little boost themselves.