Employee Engagement Consulting.
Employee engagement isn’t something you install. It’s what happens when people believe what they’re being told.
Most organisations measure engagement.
Far fewer understand what it’s actually telling them.
At scale, disengagement rarely shows up as apathy.
It shows up as caution.
People listen carefully, say less, and wait to see what really matters.
Surveys capture the symptom.
Engagement lives in the gap between what organisations say and what people experience day to day.
Hiyu works with organisations who want engagement to mean something again – not as a score, but as a consequence of trust, clarity, and credible leadership.
Where Engagement Starts to Break Down.
Most organisations don’t ignore engagement. They measure it, track it, and talk about it often.
The problem is what happens next.
Data is gathered.
Themes are summarised.
Action plans are created.
And still, people remain unconvinced.
That’s because engagement breaks down when listening becomes extractive rather than meaningful — when people are asked for their views, but can’t see how those views shape decisions.
Over time, surveys stop feeling like a voice. They start to feel like a test.
Hiyu works with organisations at that point — when engagement activity is high, but belief is low.
What Engagement is Really Telling You.
When engagement is low, people aren’t usually disengaged from the work. They’re disengaged from the story around it.
They don’t doubt the effort.
They doubt whether what they say makes a difference.
They notice when:
feedback is gathered but decisions don’t change
leaders talk about listening, but act elsewhere
engagement scores are shared without context or consequence
At that point, engagement data stops being insight.
It becomes background noise.
What organisations lose isn’t participation. It’s credibility.
Hiyu treats engagement as a responsibility, not a programme — a way of understanding whether trust is being built or quietly spent.
How the work happens.
The work starts by understanding what engagement information is really saying — and what it’s being asked to stand in for.
That means looking beyond scores and themes, and into:
where decisions are actually made
how feedback is interpreted and prioritised
what people expect to happen after they speak up
From there, the focus shifts to making engagement consequential.
Sometimes that involves redesigning how listening happens. Often it involves helping leaders and teams respond more clearly, more honestly, and with greater consistency.
The work stays close to real organisational constraints — competing priorities, imperfect data, political pressure — rather than assuming ideal conditions.
The aim isn’t higher scores.
It’s engagement that people recognise as real.
Where The Work Tends to Focus.
The work flexes by context, but it often concentrates on a few familiar pressure points:
Listening and feedback design
Rethinking how engagement is gathered so it reflects real concerns, not just what’s easiest to measure.
Making engagement consequential
Helping organisations close the loop between what people say and what leaders do — visibly and consistently.
Leadership response and narrative
Supporting leaders to talk about engagement honestly, including where change isn’t possible and why.
Engagement during change or strain
Working with teams when engagement is under pressure — restructures, growth, scrutiny, or uncertainty.
Building internal capability
Strengthening how HR, comms, and leaders interpret and act on engagement information over time.
Each of these is less about running an initiative, and more about restoring confidence that speaking up is worthwhile.
A Particular Way of Working.
Hiyu works with organisations who are prepared to take engagement seriously — not as a score to be improved, but as information to be acted on.
That means being honest about what can change and what can’t.
Being clear about how decisions are made.
And being consistent enough that people don’t have to guess whether speaking up is worth it.
If you’re looking for engagement activity that produces neat dashboards and quick wins, this probably isn’t the right fit.
If you’re looking to rebuild trust, credibility, and belief over time, it’s likely we should talk. Creating an engaging, energising workplace culture isn’t a nice-to-have. Don’t settle for disengaged teams and missed potential. Hiyu is here to help you shift from reactive HR fixes to proactive culture-building. Our friendly team is here to help you take the next step.