Business leaders are adopting new approaches to strengthen workplace connections and build trust. Experts say employee engagement is not solely HR’s duty but begins with CEOs actively fostering open dialogue, showing genuine interest in their teams, and creating a culture where staff feel valued.
- 1. Connect roles to purpose and impact
- 2. Spotlight strengths to reinforce value
- 3. Invite ideas through ‘Vision Labs’
- 4. Do quarterly ‘Leadership Impact Feedback Tours’
- 5. Hold monthly forums to showcase resilience
- 6. Shadow teams to build empathy
- 7. Host ‘Unfiltered Q&A’ sessions
- 8. Hold a series of breakfasts or lunches with the CEO
- 9. Meet regularly with junior-level employees
- 10. Offer informal ‘Office Hours’ for open dialogue
- 11. Start key meetings with meaningful questions
- 12. Spend a ‘Day in the Life’ of your team regularly
- 13. Share biweekly video updates via email
- 14. Model healthy mental health habits
- 15. Host small-group retreats
Fifteen members of the Forbes Coaches Council have outlined practical strategies, from small gestures to transformative initiatives, that leaders can regularly apply.
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These methods aim to deepen relationships, boost morale, and enhance organisational performance, underscoring engagement’s role in long-term business success.
Here are 15 ways CEOs can build stronger employee connections
1. Connect roles to purpose and impact
Leaders should have a clear purpose and help employees see how their roles contribute to making a difference. “Help each team member see how their work has purpose and how they make a positive impact on others, both in their organisation and in the world at large,” says Dale Werner, Ph.D., of Mindloft.
2. Spotlight strengths to reinforce value
CEOs can build engagement by recognising how employees use their strengths to make a difference. “A quick shout-out, email or visit that connects strengths to impact shows people they’re seen and valued,” says Kelly Stine, of The Leading Light Coach.
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3. Invite ideas through ‘Vision Labs’
Monthly “Vision Labs” can be held where employees share ideas directly with leadership. “This fosters inclusion, trust and creativity—turning passive roles into active contributions,” says Dr. Adil Dalal, of Pinnacle Process Solutions.
4. Do quarterly ‘Leadership Impact Feedback Tours’
CEOs can host quarterly sessions for employees to share how leadership affects their work. “When CEOs create psychologically safe spaces for respectful feedback and respond with humility, they strengthen trust, engagement and growth,” says Yolanda Greer, of Elevate U Consulting.
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5. Hold monthly forums to showcase resilience
A “Failure Forward Forum” can help normalise learning from mistakes. “It humanises leadership, turns setbacks into stepping stones and creates a culture where learning outweighs blame,” says Dr. Jennifer Bryant, of Reaching From Within.
6. Shadow teams to build empathy
Spending time shadowing different teams can help CEOs understand day-to-day operations. “This hands-on approach shows genuine interest, breaks down hierarchy and sparks empathy-driven decisions,” says Christopher Fairbank, The Dare To Be Different Speaker.
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7. Host ‘Unfiltered Q&A’ sessions
A monthly open Q&A, either anonymous or live, can make culture more transparent. “This shows strength in transparency, surfaces real issues and builds trust, as people feel heard and valued,” says Sariki Abungwo, of Blesatech Consultancy Services.
8. Hold a series of breakfasts or lunches with the CEO
Regular meals with employees can encourage open conversations. “First-come, first-served sign-ups show a willingness to interact with anyone, avoiding the issue of handpicked participants,” says Carolyn Moore, of CultureFluence Consulting.
9. Meet regularly with junior-level employees
CEOs can gain fresh insights by meeting junior staff in small groups or individually. “It also shows employees that leadership is approachable and open to feedback,” says Tiffany Uman, of Tiffany Uman Career Coaching Inc.
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10. Offer informal ‘Office Hours’ for open dialogue
Casual, unplanned office hours can provide an open channel for communication. “When CEOs show up with curiosity, not just direction, engagement often becomes a two-way street,” says Tinna Jackson, of Jackson Consulting Group.
11. Start key meetings with meaningful questions
Opening meetings with questions about what energised employees can improve connection. “This simple act signals that people matter beyond their output,” says Neerja Bhatia, of Rhythm of Success.
12. Spend a ‘Day in the Life’ of your team regularly
Working alongside employees from different levels can break down barriers. “It demonstrates authentic leadership and sparks trust for employees to bring their best daily,” says Shikha Bajaj, of Own Your Colour.
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13. Share biweekly video updates via email
Two-minute video updates every fortnight can make communication more engaging. “Partnering with marketing, talent, and HR teams ensures the communication is relevant and timely,” says Jaclynn Robinson, of Nine Muses Consulting.
14. Model healthy mental health habits
Leaders should encourage staff to care for their mental health by setting an example. “You can’t fully engage employees who aren’t mentally fit,” says Dr. Kyle Elliott, of CaffeinatedKyle.com.
15. Host small-group retreats
Quarterly off-site retreats with small, mixed-role groups can encourage open dialogue. “The CEO participates as a learner, not a leader,” says Olivia Dufour, of Olivia Dufour Consulting.
