At 26, I often surprise people when I say I’ve found the company where I want to work for the rest of my life. Many in my generation are facing burnout and job dissatisfaction, so how can I be so sure this is where I want to spend my entire career?

On the surface, I may seem like an anomaly. Research shows that millennials and Gen Z workers report the highest rates of burnout, with 59% and 58% of them, respectively, feeling overwhelmed. But my story isn’t all that unique. People want to work in environments where trust, collaboration, and personal growth are prioritized—where they feel engaged, valued, and inspired to stay for the long term.

Longevity at work is beneficial for both employees and organizations. Employee engagement directly impacts organizational success. Engaged, empowered employees are more productive, innovative, and committed. The high cost of turnover means companies can’t afford to ignore the factors that drive engagement and retention.

So, what are the keys to fostering and sustaining employee engagement? The answer lies in three fundamental elements: growth, communication, and trust. These elements don’t just empower employees—they contribute to the overall success of any organization.

Start with Growth

Growth is a fundamental human need. Everyone seeks personal and professional development, and the workplace is one of the best places to cultivate that growth. Companies that prioritize their employees' growth create a culture of engagement and loyalty.

Offering clear growth opportunities and career paths is critical for retention. When employees know their hard work leads to advancement and feel the tasks they’re given are meaningful, they’re more likely to stretch their skills, rise to new challenges, and make a lasting impact.

When employees take ownership of their growth, they feel a deeper sense of engagement—and it’s essential that their managers celebrate and support this growth. Regular one-on-one meetings focused on career goals and promotion opportunities empower employees to take charge of their development. For example, I’m grateful for the optional career development course my company offers. The fact that it’s not mandatory made the decision to participate feel empowering and gave me autonomy in my growth journey.

Effective Communication is Essential

Growth and ownership are key to engagement, but they thrive in an environment of open, effective communication between employees and managers. A significant part of job satisfaction comes from our relationship with our manager, and it’s often said that people don’t leave jobs—they leave managers.

Open communication is the cornerstone of a strong employee-manager relationship. When employees can communicate freely and honestly, it fosters trust, enhances engagement, and helps reduce burnout. My own relationship with my manager is strengthened by the freedom to set the agenda for our one-on-one meetings, where I can share my progress, challenges, and goals. This empowers me and helps build our connection.

It’s worth mentioning that working at Blanchard® provides a unique advantage. The company offers training programs like SLII®, Essential Motivators™, and Conversational Capacity®, which help employees communicate more effectively. These programs encourage collaboration, self-awareness, and empathy, further strengthening our relationships and keeping me deeply engaged in my work.

Trust is the Foundation

The third element that keeps me committed to my company is trust. Trust is the bedrock of employee engagement. When employees trust their leaders, they are more likely to invest time, energy, and loyalty into their work. They feel psychologically safe and supported, knowing that their well-being is a priority.

For me, trust is reflected in the autonomy I’m given in my work. I trust that my manager has my best interests in mind, and this trust is reciprocal—I feel empowered to do my job independently but know I can seek guidance when needed. This balance of autonomy and support fosters a strong sense of well-being and security.

When trust exists between a leader and their team, employees are willing to go the extra mile. They work harder, feel more connected, and are more invested in the organization’s success.

Invest in People

Creating and maintaining employee engagement requires a strategic focus on growth, communication, and trust. These elements don’t just empower employees—they create a culture where engagement thrives, leading to higher productivity, innovation, and long-term loyalty.

As a 26-year-old professional who hopes to retire with my company, I can confidently say that organizations that invest in their people—through growth opportunities, open communication, and trust—create a workplace where employees feel motivated, valued, and excited to contribute their best. In turn, these organizations reap the rewards of a highly engaged and committed workforce.

Yogesh