What truly makes employees tick? What keeps them engaged, helps them grow and inspires them to stay? At The Shape of Work (TSOW) community, we decided to find out – straight from the people who live this journey every day.
We asked 7 simple but powerful questions to our vibrant community and their responses were full of honest insights and actionable takeaways. Whether you’re a People Leader, HR pro or simply passionate about workplace culture, this blog breaks it down for you.
1. What helps bring back engagement when it drops?
- Top driver: A fresh challenge or new responsibility – 53.57%
Other big boosters:
- More recognition for my work – 42.86%
- Better work-life balance – 42.86%
- Stronger leadership communication – 35.71%
Insights:
- Growth > Perks: Employees crave challenge and meaning more than comfort.
- Recognition fuels motivation.
- Work-life balance and communication still matter—especially during dips in engagement.
Suggestions for TSOW:
- Introduce challenge-driven roles or stretch projects.
- Create weekly wins shoutouts.
- Run Leadership AMA sessions to foster better transparency and trust.
2. What’s the most important factor in making an employee’s first 90 days successful?
- Clear role expectations & training – 81.58%
Followed by:
- Supportive team & manager – 68.42%
- Career development plan – 39.47%
- Early wins & recognition – 26.32%
Insights:
- Clarity is king – employees want to know what success looks like from Day 1.
- Human connection still plays a huge role.
- Recognition is great, but not a substitute for structure.
Suggestions:
- Use onboarding templates that define roles + goals.
- Train managers for effective onboarding check-ins.
- Pair newbies with onboarding buddies.
3. What’s the biggest reason employees stay long-term?
- A supportive manager & leadership team – 64.44%
Other top reasons:
- Career growth opportunities – 60%
- Belonging and culture – 53.33%
- Competitive compensation – 51.11%
Insights:
- Leadership > Pay – people stay for people, not just paychecks.
- Career growth is a long-term loyalty magnet.
- A strong culture and sense of belonging seal the deal.
Suggestions:
- Invest in manager enablement programs.
- Map visible career growth pathways.
- Celebrate rituals and community wins—culture is built in moments.
4. Which stage had the biggest impact on employee growth?
- Leadership or mentorship moments – 50%
Also key:
- Mid-career development opportunities – 43.75%
- First big project – 34.38%
- Onboarding – 21.88%
Insights:
- Mentorship isn’t a nice-to-have, it’s a growth accelerator.
- Mid-career support is often overlooked but deeply valued.
- Onboarding matters, but long-term guidance is what shapes careers.
Suggestions:
- Launch a “Mentorship Mondays” series.
- Build a Mid-Career Growth Playbook.
- Assign stretch projects earlier in an employee’s journey.
- Add micro-mentorship moments to onboarding.
5. What’s the hardest transition in an employee’s lifecycle?
- Moving from individual contributor to manager – 48.48%
- Adjusting to a new team or department – 48.48%
Others found these tough too:
- Career progression or exits – 36.36%
- Returning from leave – 24.24%
Insights:
- Becoming a manager = big leap. Support is critical.
- Team transitions are equally tough, with new cultures and expectations.
- Career exits and returns need emotional and structural support.
Suggestions:
- Create a New Manager Starter Pack.
- Design a “New Team Onboarding Kit” for internal moves.
- Start a Career Transitions Circle.
- Build a Reboarding Playbook for returning employees.
6. How can companies improve the employee offboarding experience?
- Maintaining positive relationships for rehires – 57.89%
- Recognizing contributions – 55.26%
- Providing honest exit feedback – 52.63%
Insights:
- Employees remember how they leave.
- Recognition and respect during exits = goodwill + future rehires.
- Feedback is expected and appreciated.
Suggestions:
- Share a “Good Goodbye Guide”.
- Host Alumni AMAs to build lasting trust.
- Offer an Exit Interview Toolkit.
- Celebrate farewells with appreciation videos or a kudos wall.
7. When do people feel most compelled to leave anonymous feedback?
- When a policy feels unfair – 55.88%
- When a process feels broken – 47.06%
- After difficult team experiences – 44.12%
- When ideas aren’t heard – 44.12%
Insights:
- Unfairness = biggest trigger for anonymous feedback.
- People want broken systems fixed—not ignored.
- Lack of voice and poor team experiences drive disengagement.
Suggestions:
- Run a “Policy Pulse” survey regularly.
- Create a “Fix This Process” anonymous channel.
- Celebrate feedback-to-action wins publicly to close the loop.
Final Thought
From engagement dips to growth moments, from onboarding to offboarding – the employee journey is a living, breathing experience. And the TSOW Community just showed us that when companies listen, support and grow with their people, magic happens.
