This course on Leverage the Four the Drivers of Engagement gives you the secrets to improving employee engagement based on survey results. While there are four elements for measuring engagement covered in the prior course, those are outcomes to understand how engaged employees are feeling. The four drivers of engagement are different insights that you can both learn from survey results and take action on to drive improvements resulting in better team productivity and retention of top talent.

The four drivers are Job, Manager, People, and Organization.

You'll begin this journey with a deep dive into the first driver, Alignment with the Job. In this unit on , you’ll discover how to create clarity, growth, and meaning for your team—three essentials that drive people to do their best work and stay committed.

The Job engagement driver focuses on the alignment between an individual and the work they’re expected to perform. When the job aligns with a person’s natural behaviors and motivators, engagement rises dramatically. Aligning employees with their jobs can unlock engagement through fit and purpose. Understanding how well an employee’s role matches their strengths and motivations is a powerful lever for engagement.

When employees know exactly what’s expected of them, they can focus their energy and feel confident in their contributions. As a manager, it’s your responsibility to ensure every team member understands their responsibilities, goals, and how their work fits into the bigger picture.

For example, instead of a vague direction like "Just do your best with the project", offer specific guidance such as "Your goal is to deliver the client report by Friday, highlighting three key insights from our data." This level of clarity reduces confusion and helps everyone pull in the same direction.

Engagement thrives when people see opportunities to learn and grow. Regularly discuss career aspirations with your team and look for ways to align assignments with their interests. Even small steps toward development show you’re invested in their future. Simple ways to offer growth opportunities in the flow of work include:

• Assign stretch projects: Give team members a chance to lead a small project or take on a new responsibility, such as presenting findings in a team meeting.
• Job shadowing or cross-training: Arrange for employees to spend a few hours shadowing a colleague in a different role or department.
• Share learning resources: Recommend a relevant article, podcast, or online course that aligns with an employee’s interests or goals.

Equally important is helping employees see the purpose behind their work. When people feel that their contributions matter, they’re more likely to be engaged and committed. Employees want to know that what they do each day has a real impact—on their team, customers, or the organization as a whole. Connect daily tasks to the organization’s mission or customer outcomes. Even small assignments can be meaningful when employees understand how their efforts contribute to larger goals.

Instead of simply assigning a task, explain its impact: "By improving this process, you’re helping us deliver faster service to our customers, which directly supports our company’s promise of reliability." When people understand the “why,” they’re more likely to feel proud and energized by their work.

• Jessica: Hey Ryan, I wanted to check in about your current project. Do you feel clear on what’s expected for the client report?
• Ryan: I think so, but I’m not totally sure what the main focus should be.
• Jessica: Great question. The main goal is to deliver the report by Friday, and I’d like you to highlight three key insights from our latest data. This will help the client make faster decisions, which is a big part of our value to them.
• Ryan: That helps a lot, thanks! Knowing how it fits into the bigger picture makes it more motivating.
• Jessica: Absolutely. If you need support or want to discuss your findings before Friday, just let me know.

In this exchange, Jessica demonstrates both role clarity and the importance of meaningful work. She provides Ryan with specific expectations and connects his task to the broader impact on the client, making the assignment more engaging and purposeful.

Mastering these elements—clarity, growth, and meaning—will help you build a team that’s not just productive, but truly engaged. Up next, you’ll have a chance to practice these skills in a role-play scenario designed to help you bring these concepts to life.