Engaging Teams by Nick Smallman and Dan Parry is a timely and invaluable resource for business leaders, HR professionals, and anyone looking to boost team performance and address disengagement in the workplace. With businesses facing unprecedented levels of disengagement—resulting in billions in lost productivity—the authors provide a comprehensive solution grounded in research and real-world examples.

The book delves into the causes of disengagement, such as ineffective wellbeing initiatives and the challenges of leading through change, and offers practical strategies to address these issues. Smallman and Parry use a wealth of academic research, business data, and insights from C-suite executives to guide readers in fostering healthier, more motivated teams. Topics such as multigenerational communication, emotional intelligence, and agile thinking are explored with actionable advice for building a culture of engagement.

What sets Engaging Teams apart is its clear, accessible approach. The book offers a step-by-step path for improving team dynamics, using case studies from companies like NASA, Microsoft, and Google to illustrate the effectiveness of these strategies in action. From boosting productivity to enhancing resilience and retention, the authors provide a blueprint that is both practical and insightful.

Whether you're a seasoned leader or just starting out in management, Engaging Teams offers invaluable lessons on how to create environments where employees feel valued, motivated, and driven to contribute. It's a must-read for anyone looking to lead successful, high-performing teams in today’s rapidly changing business landscape.

This book presents a well-thought-out analysis of quiet quitting, the cost of disengagement, and genuine solutions to help employees (want to) achieve their potential.

It starts by identifying the real causes of disengagement, particularly critiquing performative well-being programs. I couldn't agree more! Overworked employees with limited resources, little trust in senior management, and no psychological safety won't be re-engaged by a lunch-hour Zumba class.

I appreciated the book’s respect for younger workers—Gen Z isn’t less resilient; they simply value psychological health and safety more. If organizations want to retain them, they must too. The authors highlight the meaning and purpose work can provide, which resonates with me. Work should align with a person’s values, interests, and needs.

The book takes a broad approach, covering communication, technology, globalization, the COVID-19 pandemic, climate change, and social challenges. My only critique is that the historical background felt like a bit of a long lead-up, but it was balanced with recent data and research.

I’d recommend this to HR professionals and managers looking to foster real engagement. There are passages I’ll no doubt share with colleagues and clients.