As you progress in your manager journey, it becomes clear that the Organization engagement driver has a profound influence on how engaged your team feels. This encompasses broader organizational culture, structure, and strategic direction. Engagement is highest when employees believe in the direction of the company and feel they belong.

Even with strong peer and manager relationships, it’s difficult for employees to stay motivated if they don’t believe in the company’s mission or feel a sense of belonging. In this unit, you’ll discover how to connect your team to the bigger picture and foster an environment where everyone feels valued and included.

Open communication and transparency are the foundation of trust within any organization. When leaders share updates about company performance, strategic shifts, or upcoming changes, employees feel respected and included. As a manager, you play a key role in translating these messages for your team.

For example, instead of saying, "That's not something we need to worry about," you might say, "Here's what I know about the change, and how it could impact us—let's talk about any questions you have." This approach builds trust and helps your team feel connected to the organization’s direction. When employees understand company goals and feel informed, their engagement and motivation increase.

Cultural alignment occurs when employees see a match between their personal values and the company’s mission or culture. This alignment inspires people to go the extra mile and feel a deeper sense of purpose at work. As a manager, you can reinforce cultural alignment by connecting daily work to the organization’s values. The table below includes some practical ways that a manager can put these concepts into action for common company values.

A truly engaging organization is one where everyone feels they belong, regardless of background or identity. Equity means fair access to opportunities and resources, while inclusion ensures all voices are heard and respected. As a manager, you can foster equity and inclusion by inviting input from quieter team members, addressing bias, and making sure recognition is distributed fairly.

For instance, rather than only praising the most vocal contributors, you might say, "Let's hear from those we haven't yet—every perspective matters here." When employees feel seen, respected, and treated fairly, their commitment and engagement deepen—even during challenging times. Your actions set the tone for what’s possible, both within your team and across the organization.

• Victoria: Hey Chris, I heard there are some big changes coming to our department. Do you know what’s happening?
• Chris: Yes, leadership shared some updates this morning. The company is shifting our focus to new markets, which could mean some changes for our team.
• Victoria: That sounds like a big move. How will it affect us?
• Chris: From what I understand, our roles will stay the same for now, but we might be asked to support some new projects. I want to make sure everyone feels informed, so let’s talk as a team and gather any questions or concerns you have. I’ll also keep you updated as I learn more.
• Victoria: Thanks, Chris. I appreciate you being upfront about it and making sure we’re included in the conversation.

In this exchange, Chris demonstrates transparency by sharing what he knows and inviting questions, while Victoria feels respected and included. This kind of open dialogue helps build trust and keeps the team connected to the organization’s direction.

In the upcoming role-play session, you’ll have the chance to practice strategies for strengthening communication, building cultural alignment, and fostering a sense of belonging on your team.