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Brain Circuits
How to spot – and fix – pseudo-engagement in your team
It’s easy to assume that a productive team is an engaged one. Not so fast, says Amy Bradley…
What is ‘pseudo-engagement’?
It’s easy to assume that a productive team is an engaged one. But a study I led at Hult Ashridge reveals a hidden risk: a concept we call pseudo-engagement. According to the research data we now hold on more than 400 teams, one in five falls into this category – appearing engaged on the surface but lacking the leadership and collaboration needed to drive high performance.
Pseudo-engaged teams score well on traditional engagement metrics and surveys. Team members report being satisfied with their jobs, committed to the company, and are willing to recommend the organization as a place to work. At first glance, these teams seem healthy and productive. However, analysis of collective behaviors at the team level reveals that some teams struggle with true engagement.
The two telltale signs
Lack of teamwork
In pseudo-engaged teams, employees may excel in their individual roles, but collaboration is often missing. When teammates need support – whether that’s rallying together to meet a deadline, sharing workloads, or covering for one another – these prosocial acts often go unfulfilled. Compare this to engaged teams: when asked whether the people in their team are a collection of individuals as opposed to working together as a team, only 8% of team members agree.
The perception that team leadership is lacking
This might be described as having a “ghost boss.” In pseudo-engaged teams, team leaders may be seen as being regularly unavailable and more interested in advancing their own careers by managing upward than in supporting their teams. In engaged teams, only 2% report feeling that their manager prioritizes their own image and career over team support.
By spotting the warning signs and taking action, leaders can transform pseudo-engagement into true team
performance.
Six ways to re-engage your team
1. Prioritize team targets and rewards
Define team responsibilities clearly in job descriptions and set objectives that require interdependence. Make teamwork a priority by explicitly linking rewards and recognition to team outcomes, not just individual achievements.
2. Celebrate collaboration
Acknowledge and reward acts of support and cooperation, both large and small. Recognize these efforts publicly and in real time so everyone sees that mutual support is valued.
3. Develop people-focused leaders
Select team leaders who are known for coaching and supporting their teams. Invest in leadership development that emphasizes presence and genuine care for team members.
4. Build a shared sense of purpose
Help team members articulate their “why” when it comes to working as a team. Develop a shared sense of purpose to align individual efforts toward common goals.
5. Foster peer recognition
Encourage team members to appreciate one another through shout-outs, thank-you messages, or formal recognition programs. Peer appreciation strengthens bonds and helps foster ongoing collegiality.
6. Create opportunities for connection
Facilitate informal interactions and team-building activities. When teams connect beyond their daily tasks, trust and collaboration can naturally improve.
Key takeaways
Real team engagement is about more than surface-level satisfaction. It is built on genuine collaboration and visible, supportive leadership. By spotting the warning signs and taking action, leaders can transform pseudo-engagement into true team performance. The most successful teams harness the power of the collective to achieve more than any individual team member could achieve alone.
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