I don’t care how many people sign that f—ing petition,” said JPMorgan Chase CEO Jamie Dimon.
Over 1,200 employees signed a petition opposing the company’s five-day return-to-office (RTO) policy, citing concerns over morale, retention, and efficiency, but Dimon’s message was clear. “It’s a free country,” he remarked during a meeting. You can work at JPMorgan or leave.
During the pandemic and the great reshuffle, it seemed like employees had the upper hand, but now management is clawing power back. To the chagrin of many workers and during the pending influx of skilled federal workers back into the in-person pool, bosses say, “Forget your feelings, forget our past focus on wellbeing and mental health, forget work/life balance, get back to the office.”
Look, as long it is legal, organizations can require you to work anytime, anywhere, and for however long. But does a one-sided employee/employer relationship lead to the best outcomes? No, it likely just leads to a lot of cursing. Balancing expectations is critical, and navigating workplace shift requires a plan…not profanity.
A distrusting and disengaged attitude comes with its fair share of negative consequences.
The Effects of Disengaged Employees
In 2019, the Washington, D.C. Metro Transit Authority (WMATA) faced a crisis that put thousands of commuters at risk. Chronic employee disengagement led to safety lapses, delayed maintenance, and communication breakdowns, culminating in derailments and hazardous track conditions.
One particularly alarming incident occurred when a near-catastrophic derailment was later found to be caused by a failure to address a well-documented issue—one that frontline workers had flagged repeatedly but felt ignored due to a culture of indifference and bureaucratic inefficiency.
This wasn’t just an operational failure but a glaring example of what happens when employees feel unheard, unvalued, and disconnected from their mission. The consequences aren’t just productivity losses—they can lead to safety hazards, regulatory fines, and wide-scale distrust.
5 Effective Strategies for Employee Engagement
If you want a team that’s just showing up, clocking in, and doing the bare minimum—don’t change a thing. But if you’re serious about unlocking the power of your people, it’s time to rethink how you lead, communicate, and inspire.
Commit to these five effective engagement strategies that actually work:
1. Lead with Clarity & Purpose
If leadership is a guessing game, don’t be surprised when employees check out. People want to know where the company is going, how they fit into the vision, and why their work matters. Transparency isn’t a perk—it’s the foundation of trust. Show up, be visible, and communicate like their buy-in is essential (because it is).
2. Treat People Like They Matter—Because They Do
Recognition isn’t a once-a-year bonus; it’s a culture. When employees feel valued, they contribute at a higher level. Give credit, celebrate wins, and make appreciation a habit, not an afterthought. And no, pizza parties aren’t enough—real recognition is about seeing people and investing in their growth.
3. Build Work Around People, Not Just Processes
Rigid, outdated work structures create disengaged employees. Flexibility isn’t a luxury anymore—it’s a competitive advantage. Whether it’s remote work, career development opportunities, or simply respecting personal time, the companies that invest in work-life balance win. Your best people won’t stay where they feel burned out and boxed in.
4. Give Employees a Voice—Then Actually Listen
Engagement surveys? Great. But if you’re not acting on feedback, don’t expect anyone to keep sharing it. People want to contribute beyond their job descriptions. Create real opportunities for them to innovate, improve processes, and shape the culture. The best ideas are already inside your organization—you just have to create space for them.
5. Make Trust the Default Setting
Micromanagement kills creativity, autonomy fuels it. The best workplaces don’t demand blind loyalty; they earn it by treating employees like capable adults. Give people ownership over their work, make policies fair and transparent, and watch what happens when trust becomes the standard—not the exception.
Final Thoughts
Let’s be real—employee engagement isn’t just about making people feel good at work. It’s about driving results, improving retention, and fostering a culture where people actually want to contribute. A disengaged workforce doesn’t just impact morale—it erodes trust, kills innovation, and in some cases, puts safety and productivity at risk.
