The hottest Employee engagement Substack posts right now

And their main takeaways
Category
Top Business Topics

The more you talk about culture, the less people believe you

Make Work Better • 441 implied HN points • 26 Feb 26
💼 Business Employee engagement
  1. Treating culture as a communications campaign backfires — people are skeptical of slogans and town halls when nothing actually changes.
  2. Trust grows when leaders change their behaviour, not when they repeat values; consistent actions by senior leaders meaningfully raise trust, while contradictions between words and deeds breed cynicism.
  3. Sequence matters: deliver concrete changes first, then explain them — show proof through action before launching big communications so people can believe you.

March 12: How To Talk To People

Respectful Leadership • 54 implied HN points • 08 Mar 26
💼 Business Employee engagement
  1. Match your message to the listener — journalists, customers, investors, and coworkers each want different stories, so lead with what matters to them.
  2. Listen actively to hear the meaning behind people’s words; ask clarifying questions and reflect back what you heard so you can improve products, pitches, or service.
  3. Practice emotional fluency and tend to your inner dialogue as a leader; being authentic and empathetic creates safety, motivation, and higher-performing teams.

What makes for a 'great place to work'?

Make Work Better • 359 implied HN points • 29 Jan 26
💼 Business Employee engagement
  1. A great place to work has a healthy culture, clear career progression, autonomy, and genuine flexibility. People often join for pay but stay (or quit) because of culture.
  2. Corporate values and purpose statements can do more harm than good when they’re treated as branding instead of behavior; employees distrust symbolic rollouts and want leaders to change systems and actions first. Leaders who embody values through visible behavior boost trust and engagement.
  3. Small, sincere acts that show people they matter (like focused attention) really change behavior, and leaders should prioritize impact over intent by listening, accepting challenge, and modeling the culture they claim to want.

Work friends are the secret to great culture

Make Work Better • 163 implied HN points • 16 Jan 26
🎭️ Culture Employee engagement
  1. Close friendships at work dramatically improve engagement, retention and business outcomes, and many people would even take lower pay for strong workplace relationships.
  2. AI and digital tools are making some interactions more superficial and increasing loneliness, so human collaboration and repeated meaningful contact remain essential even with remote or hybrid work.
  3. Leaders should set the tone for connection, laughter and trust, because friendship grows through shared time and experience and is a core pillar of healthy culture and performance.

High-performance engineering managers

Elevate • 1113 implied HN points • 09 Jan 24
💼 Business Employee engagement
  1. Effective managers have key traits that significantly impact employee performance, happiness, and retention, as proven by Google's Project Oxygen.
  2. Soft skills like coaching, communication, and support are more valued than technical expertise by employees, emphasizing the importance of emotional intelligence in management.
  3. Using rigorous people analytics, organizations can identify and develop high-impact management behaviors specific to their unique culture, leading to improved leadership and employee satisfaction.
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Talent is the key in an AI Age.

The Future Does Not Fit In The Containers Of The Past • 80 implied HN points • 11 Jan 26
💼 Business Employee engagement
  1. Talent is the primary sustainable advantage: skilled, motivated people create and preserve innovation, service, and brand experiences. AI and other tools only multiply value when they are in the hands of well-trained talent.
  2. Firms must invest heavily in training, reskilling, and rewarding people alongside their AI spending, because technology and data alone won't create differentiation. Leaders and managers should be measured and compensated on how well they attract, develop, and retain talent.
  3. To attract, retain, and help people thrive, focus on pay, recognition, and autonomy; purpose, values, and connection; and freedom, identity, and growth. Employees also act as advocates and their satisfaction should be tracked with tenure, turnover, surveys, and other people metrics.

Agency motivates more than perks

A Bit Gamey • 33 implied HN points • 08 Feb 26
💼 Business Employee engagement
  1. People are motivated more by trust, autonomy and ownership than by perks; give clear responsibility and freedom and they will invest effort and care.
  2. Heavy rules, measurement and presence-for-presence policies push people toward safe, explainable work and kill initiative. Visibility and checklists can look like control but often reduce real progress.
  3. Design for agency by pairing clear outcomes and context with freedom in method; boundaries, not micro‑rules, keep teams creative and resilient—especially as AI takes on rule-following.

I Do Nothing at Work and No One Seems To Notice or Care

antoniomelonio • 987 implied HN points • 22 Jan 25
💼 Business Employee engagement
  1. Many white-collar workers feel like they do little to no meaningful work, even though they get paid well. This creates a sense of guilt when they see others, like manual laborers, working hard for less pay.
  2. Jobs often seem pointless, defined by layers of bureaucracy and processes that don’t truly serve people. This leads to feelings of alienation and boredom for many in those roles.
  3. There’s a growing concern about the future of work with the rise of AI. Many jobs may become obsolete, raising questions about how society will adapt and what meaningful work will look like.

People Over Process

Rethinking Software • 299 implied HN points • 01 Aug 25
💼 Business Employee engagement
  1. Focus on the individual members of your team, not just their roles or tasks. Remember each person's strengths and needs.
  2. Before adding processes or policies, consider what your team truly needs to succeed. Tailor your approach to support them personally.
  3. Regularly strip away distractions and revisit what matters most: the people on your team and their shared purpose.

Don't just apply, opt-in

Creating Value from Nothing • 662 implied HN points • 27 Jan 25
💼 Business Employee engagement
  1. Candidates can experience the company culture firsthand by attending events like the Super Weekend. This allows them to see what working there is really like.
  2. Meeting actual customers and solving real-world problems helps potential hires understand the company's mission and approach better.
  3. The company commits to hosting regular Super Weekends to attract talented individuals and let them see how great the team is. It's a chance for candidates to really opt-in rather than just applying.

How Employee Reviews Can Transform Your Small Business

The Power of Teamwork • 59 implied HN points • 13 Jun 24
💼 Business Employee engagement
  1. Employee reviews help clarify roles and expectations, making it easier for everyone to understand what they need to do. This leads to better teamwork and efficiency.
  2. Regular reviews can identify underperforming employees and provide actionable feedback, helping them improve and contribute more to the team. This can boost overall productivity.
  3. These reviews allow for open communication about career progression and skills development, helping to keep employees engaged and reducing turnover. When employees feel valued, they're more likely to stay.

How Lucky

The Weasel Speaks • 157 implied HN points • 13 Jan 24
💼 Business Employee engagement
  1. Productive and happy employees want purpose, care from their manager, and feedback.
  2. Employee engagement is driven by knowing why the job matters, getting personal feedback, and having autonomy.
  3. Top-down management doesn't work for knowledge workers - focus on individual needs and growth for organizational success.

Have you experienced the Gen Z stare?

Make Work Better • 54 implied HN points • 16 Jul 25
💼 Business Employee engagement
  1. Young workers today are attending social events less than their peers did two decades ago. Companies may need to think creatively about team bonding activities.
  2. Mixing IT and HR can help companies design better work environments. This approach can lead to using technology smartly and improving team structures.
  3. The Gen Z stare, a confused look at outdated ideas, shows a generational gap in workplace perspectives. It highlights how younger employees view certain workplace practices as unhelpful.

How Octopus Energy used culture to reach the top

Make Work Better • 43 implied HN points • 30 Jul 25
💼 Business Employee engagement
  1. Octopus Energy has a unique culture that focuses on trust, autonomy, and a shared mission, rather than strict values or rules.
  2. Removing back-to-back meetings from schedules can lead to more productivity and creativity, allowing employees to connect and work on important tasks.
  3. Many leaders might think frequent one-on-one meetings help their teams, but sometimes it's better to communicate feedback in a more timely and structured way.

How Process Impacts Your Culture

Ways of Working • 98 implied HN points • 19 Jul 23
💼 Business Employee engagement
  1. Our personal relationship with process can impact how we work and interact with others, showing our organizational culture.
  2. Processes are applied in organizations in areas like people processes, team-level processes, company-level processes, and customer processes.
  3. Processes in organizations aim to facilitate work, reduce risk, ensure consistency, but can also hinder creative thinking if taken too far.

The Best Day

The Weasel Speaks • 98 implied HN points • 01 Apr 23
💼 Business Employee engagement
  1. Employee engagement is crucial for better business results.
  2. The key drivers for employee engagement are direction, coaching, and career support.
  3. Developing relationships, trust, and communication skills are essential for effective leadership and employee engagement.

Lovable work emails

The 418 • 19 implied HN points • 01 May 24
💼 Business Employee engagement
  1. A work email is an important signal given to an employee, representing how the company values them as an individual.
  2. Choosing a creative and unique email convention can have a positive impact on how employees perceive themselves within the company.
  3. Being flexible with work email assignments shows consideration for employees' identities and can boost morale.

Bringing your whole self to work with Pride Pledge

A B’Old Woman • 199 implied HN points • 01 Dec 22
💼 Business Employee engagement
  1. The Pride Pledge aims to help businesses show support for LGBTQIA+ communities, but it's also a money-making venture. Many companies pay for services like consultations and training to get a badge of approval.
  2. Diversity in the workplace can lead to both positive and negative experiences. It's important to recognize that bringing your whole self to work may not feel safe for everyone, especially those with differing views.
  3. There is a strong focus on the benefits of a diverse workplace, like improved employee engagement and brand reputation, but there is a need for real statistics to back up these claims.

RTO's Dead Cat Bounce

Make Work Better • 98 implied HN points • 07 Jan 25
💼 Business Employee engagement
  1. Many companies that push for office returns are being seen as out of touch, as employees are leaving in response to strict policies.
  2. New AI tools are emerging to help manage work, making it easier for people to keep up with meetings without attending them all.
  3. Investing in employee training and culture is key for business success, and companies need to adapt to modern work-life demands to thrive.

AI, Spud Club and the future of work

Make Work Better • 98 implied HN points • 11 Dec 24
💼 Business Employee engagement
  1. Many workers feel lost about how their companies plan to use AI technology. This gap is leading to uncertainty as AI becomes more integrated into workplaces.
  2. There's been a rise in innovative team-building activities like 'Spud Club,' showing that simple, affordable lunches can create strong team connections and improve workplace culture.
  3. The future of work will focus on the human element, emphasizing teamwork and personal connections, even as technology advances.

Solving employee loneliness is the first step to better teams

Make Work Better • 114 implied HN points • 30 Oct 24
💼 Business Employee engagement
  1. Employee loneliness is common at work, with many workers lacking real friends in their workplace. This loneliness can impact team dynamics and overall job satisfaction.
  2. Simply working in a team or attending the office more days doesn’t automatically reduce loneliness. Real connections need to be actively fostered during work hours.
  3. Companies can improve employee connection by allowing time for social interactions, like team lunches or casual meetings. These small initiatives can significantly reduce feelings of loneliness among coworkers.

Defining Your Leadership Principles

The Digital Leader Newsletter -- By John Rossman • 58 implied HN points • 05 Apr 23
💼 Business Employee engagement
  1. Clearly defined leadership principles help guide an organization's direction and increase its velocity.
  2. Developing leadership principles should be a collaborative and iterative process, not rushed or outsourced.
  3. Leadership principles should be specific, actionable, and not just generic statements to truly make a difference in an organization.

The TikTokification of Work: Navigating the Video Revolution in the Future of Work

Workforce Futurist by Andy Spence • 195 implied HN points • 11 Mar 24
💼 Business Employee engagement
  1. Video is now the dominant content on the internet, and platforms like TikTok are changing how we consume information.
  2. TikTok has become a significant tool for employer branding, with companies leveraging its short video format to engage with a younger audience.
  3. Authenticity in videos, like showcasing 'A Day in the Life' experiences, can provide richer insights for potential candidates and lead to more engagement and positive PR.

Breaking the wall between teams

Leading Developers • 100 implied HN points • 22 Oct 24
💼 Business Employee engagement
  1. Encourage horizontal communication between teams to break down knowledge silos. This can be done through initiatives like Engineering Guilds where team members can share ideas and strategies.
  2. Develop a strong documentation culture to reduce redundancy and ensure important information is easily accessible. Using standardized formats can make documentation simpler and more effective.
  3. Focus on improving onboarding experiences by providing new employees with guides and introductions to other teams. This helps build connections and ensures they have the resources they need from the start.

The Work Identity Paradox will change our jobs

Make Work Better • 65 implied HN points • 25 Jan 25
💼 Business Employee engagement
  1. Many people see their jobs as part of who they are. Losing a job can feel like losing a piece of your identity.
  2. As jobs become more unstable due to technology and AI, our sense of identity tied to work may also change. We need to adapt to this shifting landscape.
  3. Future workplaces will need to focus more on helping employees grow as individuals, rather than just what they do. It's about becoming the best version of ourselves.

Let’s Talk About Repricing Stock Options

Condensing the Cloud • 19 implied HN points • 09 Feb 24
💼 Business Employee engagement
  1. Repricing employee stock options can be a way to boost employee morale and engagement during challenging times.
  2. Realigning incentives through option repricing can help retain top talent and attract new talent in a competitive job market.
  3. When considering repricing stock options, companies should focus on retaining trust, transparency, and fairness within the workforce.

More office time is the cost of bureaucracy

Make Work Better • 130 implied HN points • 21 Feb 24
💼 Business Employee engagement
  1. Big firms face challenges with hybrid work due to the complexities of communication and maintaining connections as the team size increases.
  2. Research shows that structured hybrid working can boost employee satisfaction and retention, proving effective in small to medium-sized organizations.
  3. Efforts to reduce meeting time, like Asana's meeting purges, can lead to significant productivity gains by eliminating unnecessary meetings and introducing focused work days.

How You Know They Mean It

The Radar • 19 implied HN points • 24 Jan 24
💼 Business Employee engagement
  1. Genuine companies believe in and practice their values because it's the right thing to do, not just for business interests.
  2. One way to distinguish between fake and true believers in company values is to see how they treat people who can't benefit them financially.
  3. Value systems play a significant role in a company's success, impacting employee engagement and ultimately financial performance.

The Platinum Rule

Fish Food for Thought • 10 implied HN points • 11 Jun 25
💼 Business Employee engagement
  1. The Platinum Rule suggests treating people how they want to be treated, not just how you would want to be treated. This approach can help improve teamwork and morale in any organization.
  2. Understanding what motivates each team member is vital for their success. Everyone has different ways they like to receive feedback and support, so be sure to ask them what works best.
  3. Creating a culture that embraces individual differences leads to better performance and trust. When people feel understood and supported, they're more likely to do their best work.

✅ The opportunity for public relations to build on management status earned during COVID-19

Wadds Inc. newsletter • 19 implied HN points • 23 Mar 23
💼 Business Employee engagement
  1. Public relations has gained importance during COVID-19, helping organizations manage changes and communicate with stakeholders. This role is now more recognized in leadership decisions.
  2. Corporate affairs directors are seen as important advisers who help balance business goals with social needs. They work closely with top management to guide the company’s direction.
  3. There’s a shift towards using data and technology in public relations to understand society better. Companies are focusing on employee engagement and societal issues as key parts of their communication strategy.

Company Culture and Leadership

Fish Food for Thought • 13 implied HN points • 08 Jan 25
💼 Business Employee engagement
  1. A company's culture often reflects its leadership. If leaders ignore ethics, the whole organization can suffer as a result.
  2. Leaders must take accountability for their company's actions. Not addressing unethical behavior can lead to major problems down the line.
  3. Creating a safe space for employees to speak up is important. When employees feel heard, it helps prevent small issues from becoming large scandals.

The Brilliant Jerk vs. Team Performance - Problem #3

Fish Food for Thought • 11 implied HN points • 20 Nov 24
💼 Business Employee engagement
  1. Brilliant jerks might deliver great results, but their bad behavior can really hurt team morale and performance. Focusing on team success is way more important than tolerating toxic individuals.
  2. Toxic employees can create a fearful environment where others don’t share ideas or take risks. This stifles creativity and can lead to poor overall performance.
  3. Companies need to set clear behavior expectations and not let talented individuals hurt team dynamics. Prioritizing collaboration and respect helps everyone do their best work.

Train your employees

Klement on Investing • 2 implied HN points • 04 Aug 25
💼 Business Employee engagement
  1. Middle managers play a big role in how well training programs work in companies. If they support and encourage training, employees are more likely to participate.
  2. Teams with managers who focus on training tend to perform better and have lower absenteeism, especially during tough times. Good management leads to happier and more engaged employees.
  3. Simply having a training program isn’t enough; it needs strong support from management to make a real difference in employee growth and company performance.

How to Activate your Community for Impact

David Spinks' Newsletter • 5 implied HN points • 16 May 23
💼 Business Employee engagement
  1. Invest in activating your community for impact to provide unique value to members and deepen commitment.
  2. Consider utilizing the PACT model to determine how your community can impact: Product, Advocacy, Contributions, or Time.
  3. Transform community engagement into action by starting small, evolving based on feedback, setting clear boundaries, and celebrating community through storytelling.

What is Psychological Safety and why you should care

The Caring Techie Newsletter • 3 implied HN points • 08 Mar 23
🏥 Health & Wellness Employee engagement
  1. Psychological safety is crucial in the workplace to allow employees to speak up without fear of punishment or humiliation.
  2. Creating a psychologically safe environment leads to higher performance, innovation, and employee retention.
  3. Businesses benefit from psychological safety through improved team performance, employee engagement, and overall well-being.