What do you mean by employee engagement?

Let’s get real for a second—employee engagement isn't just about ping-pong tables, Friday drinks, or smiley faces on staff surveys.

True engagement goes deeper. It's about energy. Commitment. Emotional connection.

Engaged employees care about their work. They go the extra mile, not because they have to, but because they want to. They believe in what they do and who they do it for.

But here’s the million-pound question: How do we ignite that kind of engagement?

One word. Coaching.

The Power of Coaching-Style Leadership

A coaching style of leadership isn’t about barking orders or micromanaging. It’s about trust. Listening. Empowering. Leaders who coach don’t just give instructions—they develop people.

They ask powerful questions. They give constructive, regular feedback. They believe their team members are capable of growth and help them realise their potential.

This style of leadership builds engagement by doing three key things:

1. Fostering autonomy – People feel they have a say.
2. Showing appreciation – Employees know they matter.
3. Encouraging growth – Development isn’t just a tick box. It’s ongoing.

What the Research Says

This isn’t just theory. The data backs it up.

✔️ A 2024 study in Frontiers in Psychology found a direct link between coaching leadership and increased employee engagement. Employees led by coaching-style leaders reported higher levels of energy, dedication, and absorption in their work. Even more striking? Their sense of organisational self-worth—how valuable they felt to the business—played a big role in amplifying that engagement. Read the study here.

✔️ Gallup research continues to reveal that 70% of the variance in team engagement can be traced back to the manager. Not perks. Not pay. The manager. And coaching is emerging as the game-changer. Explore the insights.

✔️ Another brilliant read from the Illinois CPA Society argues that coaching is not just helpful—it's essential to creating high-performing, engaged teams. It boosts accountability, self-leadership, and long-term retention. Check it out.

So, What Now?

If you're a leader or aspiring to be one, ask yourself:

• Are you telling, or are you asking?
• Are you managing, or are you coaching?
• Are your people surviving, or are they thriving?

Because if we want engagement, we must first create environments where people feel safe, seen and supported.

And that’s exactly what a coaching style of leadership delivers.

Let’s stop guessing what motivates people. Let’s start leading in a way that brings out their best.

If you’re ready to explore how a coaching style can supercharge your team’s engagement, drop us a message. Let’s talk about how we can shift from managing tasks to unleashing potential.