The Connection Collective | Want Better Engagement? Start with Community.

Hello Trailblazers & Changemakers,

Employee engagement isn’t just about surveys and pulse checks. It’s about connection.
It’s about making people feel like they’re not just clocking in—they’re showing up to a workplace where they matter.

That kind of connection doesn’t come from once-a-year engagement surveys or the occasional happy hour. It comes from community. Companies that get this—really get this—are the ones creating workplaces people are excited to be part of, not just obligated to stay at.

Traditional Engagement Strategies Are Outdated

Let’s be honest: the era of ping pong tables, cold brew on tap, and “Fun Friday” Slack messages is over.

In a hybrid, high-burnout, post-pandemic world, what employees crave isn’t gimmicks—it’s genuine connection. It’s being part of something bigger than their job title.

A 2023 Gallup report found that only 33% of U.S. employees are engaged at work—and even fewer (just 23%) strongly agree that their organization cares about their well-being. That’s a problem. And it’s a sign that traditional engagement strategies aren’t cutting it.

Perks are nice—but they’re not sticky. What’s sticky is belonging.

When engagement is built around surface-level incentives rather than authentic connection, companies end up with disengaged teams, low morale, and high turnover. But community-driven initiatives—like ERGs, interest-based employee groups, and cross-functional networks—are what actually move the needle. Why? Because they make the workplace personal.

Belonging Drives Retention

I’ve seen it time and time again: people don’t leave jobs—they leave environments where they feel unseen, unheard, and undervalued.

That’s why I believe so deeply in the power of community.

When employees feel like they’re part of something—something where they’re supported, celebrated, and truly understood—they don’t just stick around longer. They show up differently. They thrive.

And the data backs it up. McKinsey found that employees who feel a strong sense of inclusion are 47% more likely to stay. BetterUp reports that a high sense of belonging leads to a 56% boost in job performance and cuts turnover risk in half. Half!

But let’s be real—this isn’t just about making people feel good. Community-led initiatives like ERGs are doing real work:

• They give employees space to process identity and lived experience.

• They open doors for mentorship and career development.

• They drive cross-team connection and collaboration.

• They support mental health and make tough conversations feel safe.

• And they build a bench of future leaders already invested in the culture.

This is what drives loyalty. This is what moves the needle.

Not a fridge full of LaCroix.

A Strong Engagement Strategy Starts With People, Not Perks

It’s time we rethink what engagement actually means—and start from the ground up.

Because a strong engagement strategy doesn’t start with a shiny new benefit. It starts with listening. Like, really listening. Hearing what your employees are asking for, giving them space to lead, and then backing them with actual support—budget, visibility, and executive buy-in.

Too often, employee-led efforts—like ERGs—get pushed to the side. They’re underfunded, under-supported, and treated like side projects. But I’ve seen what happens when companies take them seriously. When you give these communities the resources and trust they deserve, everything shifts.

You get better morale. You get stronger collaboration. You get employees who actually feel invested in the mission—because they helped shape it.

When people feel connected to each other, they show up differently. And when they believe their voice matters, they show up better.

The Bottom Line:

Engagement isn’t about checking a box. It’s about building something that actually lasts.
And for me, that always starts with community.

If your engagement strategy is all output and no heart—if it’s just dashboards, scores, and reports—you’re missing the point. Real engagement lives in the everyday moments. The hallway chats. The Slack threads. The sense that someone sees you and you belong here.

When companies invest in employee communities, they’re not just making people feel warm and fuzzy. They’re shaping culture. They’re creating spaces where people want to stay—and where they want to grow.

This kind of community work drives real results. Better retention. More collaboration. Stronger teams. Innovation that actually sticks. Because when people feel connected to each other, they feel connected to the mission.

Community isn’t a nice-to-have—it’s the foundation. Without it, all the perks and programs in the world are just noise. With it, you get trust, momentum, and a workplace people believe in.

So here’s the truth: you can’t spreadsheet your way to better engagement.
You have to build it—intentionally, consistently, and together.

And it starts with one simple question: How are you helping your people feel connected today?

Onward and upward,
Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offers a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.