Why Engagement At Work Strategies Are Failing And What To Do Instead

Despite all the attention on quiet quitting, employee engagement is still declining. According to Gallup’s latest State of the Global Workplace report, the percentage of employees who say they are “thriving” has dropped for the second time since 2009. Only 23% of employees globally are actively engaged at work, while 59% are quietly disengaged, meaning they are physically present, but emotionally checked out. With all the surveys, perks, and team-building exercises companies have tried over the years, you would expect those numbers to be moving in the right direction. Instead, they show a hard truth. Most organizations are approaching engagement the wrong way. They are trying to measure it, reward it, or talk about it instead of building it where it starts.

Why Engagement At Work Strategies Often Miss The Mark

From what I have seen in working with organizations, many people cling to outdated ways of working while everything around them is shifting, especially when it comes to technology. The pace of change driven by artificial intelligence, digital collaboration, and automation is leaving many employees unsure of their role and purpose.

Yet instead of adjusting the work environment to help people adapt, many companies focus on surface-level solutions. They might launch more surveys, plan more activities, and create more feedback loops. Meanwhile, employees feel like nothing real has changed. They still do not see a clear path for how their work matters, how they can grow, or how they can contribute meaningfully.

Low engagement is often a symptom of misalignment. People are in roles that do not play to their strengths, and without space to explore what motivates them, they stay stuck. Over time, that leads to a quiet erosion of energy, creativity, and ownership.

How Curiosity Can Rebuild Engagement At Work From The Inside Out

Curiosity is the missing piece that too many organizations overlook. When curiosity is discouraged, work feels routine and stagnant. When it is encouraged, work feels meaningful and energizing. Curiosity is what drives strategic thinking, personal growth, and real innovation. It is what helps people stay connected to the bigger picture, even when tasks get challenging or change feels uncomfortable.

When I work with companies to help build a culture of curiosity, the change is easy to see. Teams start collaborating more naturally, individuals become more open to feedback and exploration, and people begin to suggest improvements, look for new ways to contribute, and reengage with their work.

Curiosity also helps employees find better alignment. When people are asked, “What do you want to learn?” or “Where do you think you could have the biggest impact?” they begin to view their work differently. That shift creates ownership, which is one of the strongest drivers of engagement.

How To Stop Solving Engagement Issues At Work Backwards

To build lasting engagement, companies need to stop treating it like an afterthought. They need to create environments where curiosity, strengths, and meaningful contribution are part of everyday work. Here are three ways to start:

1. Build Engagement By Making Curiosity Part Of Everyday Work
Instead of only rewarding efficiency or task completion, leaders can encourage employees to ask better questions. Why are we doing it this way? How could we make this easier? What is missing that would make this experience better? Embedding curiosity into meetings, check-ins, and project planning keeps people thinking, improving, and staying engaged.

2. Build Engagement By Focusing Conversations On Strengths
Years ago, I had the opportunity to interview Tom Rath, who spent much of his career working on the CliftonStrengths assessment at Gallup. He explained how people are far more engaged when they get to use their natural talents. Instead of constantly asking employees to improve where they are weakest, leaders can support them in doing more of what energizes them. When people are working from their strengths, they feel valued and motivated.

3. Build Engagement By Aligning Roles With Potential, Not Just Past Performance
When someone is underperforming, it is easy to assume they are not the right fit. Sometimes that is true, but often it is the role that needs to change. Leaders who ask better questions about what an employee enjoys, what challenges them, and where they see themselves making an impact can unlock new potential without losing good people.

Why Building A Culture Of Curiosity At Work Strengthens Engagement

True engagement comes from building workplaces where people are encouraged to think, learn, and contribute in ways that align with their strengths and goals. Creating a culture of curiosity gives employees permission to explore and grow. It supports stronger communication, better problem solving, and more meaningful collaboration. It also protects against disengagement by keeping work dynamic and connected to a bigger purpose.

I have spent years researching the factors that inhibit curiosity, which include fear, assumptions, technology, and environment (FATE). In many organizations, curiosity was slowly trained out of people without anyone realizing it. Rebuilding it takes intention, but it is possible, and the payoff is big.

Why Engagement At Work Must Become A Leadership Priority

Companies currently invest heavily in digital transformation, but many are still behind when it comes to human transformation. Without an engaged, curious workforce, even the best technology will not deliver meaningful results.

Leaders often ask how to make change stick. The answer is to involve employees in shaping it. Invite them to ask better questions, reflect on where they are most energized, and share ideas for how the work can evolve. Build systems that support ongoing dialogue and real-time adjustments. Help managers see their role not just as task supervisors, but as talent developers.

In many ways, engagement is the result of trust, ownership, and purpose coming together. It is built through everyday conversations, coaching, and curiosity, not just through programs and incentives.

True Engagement At Work Starts With Curiosity

The latest Gallup numbers are a reminder that employees want to feel challenged, supported, and connected to something that matters. Real engagement grows when people have the freedom to ask questions, share ideas, and shape how they grow. When curiosity becomes part of everyday work, stronger connections and better performance follow naturally. The companies that focus on developing curiosity, aligning strengths, and supporting growth will build workplaces where people want to stay, contribute, and lead. If you want to strengthen engagement on your team, start by making curiosity a daily priority. A few changes in how you approach conversations and development can create lasting momentum that carries across the entire organization.