Who’s Controlling the Thermostat? Rethinking Employee Engagement

April Simpkins, SHRM-CP, PHR

June 26, 2025

*"The question isn't if the temperature is fluctuating. The question is: Who's adjusting the thermostat"?*

Employee engagement is like room temperature. Everyone feels it, but not everyone can agree on what “comfortable” looks like.

Some people are naturally warm. They show up motivated, curious, and ready to dig in. Others are hovering at room temp, they are functional, but uninspired. And then there are those who feel cold. Checked out. Going through the motions with a mental space heater under their desk. So, the question isn’t if the temperature is fluctuating. The question is: Who’s adjusting the thermostat?

Engagement Isn’t Energy = It’s Alignment

Engagement isn’t about cheerleading. It’s about alignment between the work, the tools, and the team. It starts before someone even joins the company. During the interview, when they’re asking themselves, 'Will this be a place where I’m supported, challenged, and seen?' That’s when engagement begins. And engagement requires clarity, not just communication. Slack messages and bullet-pointed emails aren’t enough. If people don’t know who’s saying what and why, they won’t stay engaged they’ll get frustrated.It’s not enough to talk about engagement. Teams need resources, mentorship, and room to grow. You can’t ask for excellence while handing out confusion and outdated tools.

Understanding the Three Degrees of Engagement

Not all disengagement looks the same. In fact, engagement lives on a spectrum more like a mood ring than a switch. Let’s break it down:

Engaged Employees – These are the folks bringing energy, ideas, and effort. They believe in the mission and back it up with action. They collaborate, innovate, and often set the tone for your culture. But here’s the catch: they won’t carry the team forever. If they feel like they’re constantly dragging others uphill, they’ll burn out and bounce.

Unengaged Employees – Quiet but costly. They’re not causing trouble, but they’re not contributing much either. Think of them as the working unemployed. They show up, do just enough, and go home. There’s no spark but there’s potential, if leaders are willing to engage with intention.

Disengaged Employees – These are the loudest in emotion, if not in voice. They’ve mentally checked out, and their negativity is contagious. They resist feedback, undermine progress, and can take a whole team’s morale down with them.Here’s the twist: Engaged employees will put up with unengaged coworkers if they’re decent humans. But they won’t tolerate toxic, disengaged peers. Someone will leave. And spoiler alert: it’ll be the one who isn’t getting leadership’s attention.So if your policies are getting stricter, your meetings feel like monitoring sessions, and your top talent is walking out the door it’s time to re-evaluate who you’re designing your culture around.

How to Reignite Engagement

Engagement can’t be forced, but it can be fostered. Here’s how to spark it:

Create a Culture of Feedback – Make listening a habit, not an annual event. Invite input, follow through on promises, and course-correct when needed. Feedback builds trust.
Recognize the Little Things – You don’t need a parade to show appreciation. Sometimes a genuine “thank you” for everyday effort is the fuel someone needs to stay motivated. Acknowledging consistency isn’t extra it’s essential.
Connect the Dots to Purpose – People need to know how their work fits into the big picture. Why are we doing this? Who benefits? When you show people how their role matters, engagement follows.
Loosen the Reins – Micromanagement kills engagement faster than a dropped Zoom call. Empower people to lead, create, and problem-solve. Autonomy fuels investment.

Three Key Takeaways

For Leaders: Structure beats control. Control stifles. Structure supports. Give your team the tools, direction, and freedom they need to thrive and then get out of their way. Lead with intention, not tension.

For Engaged Employees: You’re setting the standard, and it’s noticed. But you don’t have to carry the whole team. Speak up when you need support, protect your energy, and know that consistency is your superpower.

For Unengaged Employees: Disconnection isn’t failure it’s feedback. Take time to reflect: Is it the job? The culture? Or burnout in disguise? Re-engagement might not mean leaving it might mean redefining your “why.” Your purpose matters. So does your growth.

For more in-depth insights on this topic, listen to Episode 4. of my podcast (below).