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806 people. Four very different preferences.
That is what our recent survey on team engagement revealed.
When asked, “What is the best way to build team engagement?”, here is how people voted:
43% said daily communication
25% preferred team activities
20% leaned toward team lunches/dinners
11% said they preferred some distance
There is no clear consensus. And maybe that is the point.
The myth of the “Right” culture fit
For a long time, companies tried to define culture with a checklist:
After-work drinks. Birthday cards, Monthly lunches. Occasional team-building sessions.
For some, that is enough. For others, it is overwhelming.
Work has changed and so have people’s expectations. What felt engaging five years ago might feel performative now. Today, the best teams do not rely on a single approach. They adapt.
Why varied engagement styles matter
We often assume team culture means bringing everyone together in the same way. But that is not how trust is built. Some team members come alive in group settings. Others find energy in smaller interactions. Some appreciate casual check-ins. Other prefer focused, purposeful communication.
And yes, some colleagues thrive with a little distance. Not because they are disengaged, but because autonomy and space help them do their best work.
Treating these preferences as valid, not as outliers, makes space for a stronger, more inclusive team culture.
Spotting and respecting individual preferences
Engagement is not always loud. It does not always look like enthusiasm in meetings or high visibility during socials. Sometimes it is the quiet contributor who follows up after the call. The teammate who responds thoughtfully via chat. The one who opts out of group events but shows up fully for their work and their team.
If we want real engagement, we have to look beyond our own lens and start asking more often:
“What helps you feel most connected at work?”
You will likely hear more than one answer. And that is the invitation.
Build in layers, not templates
Team engagement works best when it has range. That might look like:
A rhythm of daily communication for alignment
Occasional activities or meals to deepen bonds
Space for those who prefer low-stimulation ways to connect
Encouraging opt-in rather than default participation
Training managers to observe and listen, not just initiate
One way does not need to replace the other. The most thoughtful teams build layers, so everyone has a way in.
Rethinking the idea of a “fun” team
Fun is not always loud. It is not always group karaoke or quiz nights. It can also be mutual respect, shared wins, light conversation in-between deadlines. The idea that extroverted energy is the hallmark of good culture leaves too many people behind. Instead, let’s shift the goal from “How do we make this team fun?” to “How do we make people feel safe, seen, and able to thrive in their own way?”
That’s culture worth building.
A quiet shift is already happening
It is no longer about defining the “right” team vibe. It is about listening for what is working and what is not, for different people.
And when people are given the space to engage in ways that feel natural to them, they do not just feel included, they feel like they belong.
If you are curious about what your team needs most right now, start by asking. And do not be surprised when the answers point in different directions. That is not a problem. That is your roadmap.
If you are leading a team or designing engagement strategies, our consultants can help you understand what truly engages talent beyond the job description.