What Post-Traumatic Growth Can Teach Us About Employee Engagement
In recent years, we've been forced to confront our individual and collective trauma more openly than ever before. The global pandemic, economic uncertainty, and unprecedented shifts in work environments have left a lasting mark on our mental health and workplace dynamics. But from this upheaval comes a powerful opportunity for transformation — one that we can leverage to create more engaged, resilient, and empowered workforces.
Enter the concept of Post-Traumatic Growth (PTG). While trauma can be devastating, PTG explores how people, organizations, and even teams can not only recover but also emerge stronger, more adaptable, and more connected. In this post, we'll explore what post-traumatic growth teaches us about employee engagement, and how leaders can use these lessons to foster healthier, more productive workplaces.
What is Post-Traumatic Growth?
PTG is a psychological concept that describes the positive transformation people can experience after going through significant hardship. Unlike the idea of "bouncing back" or returning to the status quo, PTG suggests that we can actually grow from trauma, gaining new insights, skills, and perspectives that change us for the better.
Researchers have identified five main areas of growth during PTG:
1. Appreciation of life – A deeper sense of gratitude and awareness of what truly matters.
2. Relating to others – Stronger, more meaningful relationships and connections.
3. Personal strength – Greater self-reliance and confidence in overcoming future challenges.
4. New possibilities – Openness to new opportunities and directions.
5. Spiritual or existential growth – A shift in values, purpose, or worldview.
While traditionally studied in the context of personal trauma, these areas of growth can be applied to organizations and employees navigating collective challenges. By recognizing this potential for growth, employers can create an environment where employees not only survive workplace stressors but also thrive and feel more connected to their work.
The Link Between Post-Traumatic Growth and Employee Engagement
Employee engagement is often described as the emotional and psychological commitment an employee has toward their job. Engaged employees are enthusiastic, motivated, and invested in their work, contributing to better organizational outcomes.
However, traditional engagement strategies — like offering perks or monetary rewards — often fail to address deeper issues related to employee well-being, especially in times of crisis or after significant disruptions. This is where PTG comes in.
PTG teaches us that engagement isn’t just about motivation or commitment — it’s about connection, purpose, and growth. When employees go through difficult times, whether it’s personal or work-related, they need more than a "return to normal." They need a path forward that acknowledges their struggles and encourages them to build something better, both for themselves and the organization.
Lessons from Post-Traumatic Growth for Employee Engagement
1. Build a Culture of Empathy
One of the first steps in fostering PTG is creating an environment where people feel seen and heard. After trauma, employees often feel disconnected or isolated, and addressing that emotional gap is key. Leaders must prioritize empathy — understanding not just the work but the person behind it.
Creating open spaces for dialogue, promoting mental health resources, and allowing employees to share their experiences (if they choose) can foster a sense of belonging. People engage when they feel understood and valued, and empathy-driven leadership strengthens these bonds.
2. Foster Meaningful Relationships
PTG research shows that connection with others is crucial to growth. In the workplace, this means that leaders should prioritize team-building efforts that go beyond surface-level activities. Encourage genuine collaboration, mentorship, and peer support networks.
Whether it's through formal mentoring programs or simply encouraging informal coffee chats, creating opportunities for deeper connections can make a world of difference in how employees feel about their workplace. Engagement is not just about the work itself — it's about the people you do it with.
3. Encourage a Sense of Purpose
One of the most powerful outcomes of PTG is the realization of a deeper purpose. After experiencing hardship, employees often re-evaluate their priorities and long for work that aligns with their personal values. Leaders can harness this by helping employees understand how their roles contribute to the larger mission of the organization.
Encourage employees to align their personal values with the company’s mission. Whether through volunteer opportunities, project ownership, or creating space for employees to voice their ideas, employees who find meaning in their work are more likely to be engaged, productive, and loyal.
4. Focus on Personal and Professional Growth
Trauma often reveals hidden strengths. After overcoming adversity, employees may discover newfound resilience, creativity, or leadership potential. As a leader, it’s crucial to create opportunities for employees to leverage these strengths in meaningful ways.
Offer career development programs that emphasize personal growth as well as professional skill-building. Recognize that employees may be more motivated to explore new roles, take on different responsibilities, or lead initiatives that resonate with them personally. Growth isn’t linear, and post-traumatic growth often involves trying new things and seeing what sticks.
5. Celebrate Progress, Not Just Outcomes
Finally, PTG reminds us that growth is an ongoing process. In the workplace, this means shifting focus from solely rewarding outcomes to celebrating progress, effort, and resilience. Recognizing employees for their adaptability, perseverance, and dedication — especially in challenging times — can enhance engagement.
Make it a habit to acknowledge employee milestones, big or small, and celebrate collective wins that highlight the team's journey through tough periods. This type of recognition reinforces that the company values not only success but also the effort it takes to get there.
Engagement Through Growth
Post-traumatic growth teaches us that hardship and growth go hand in hand. As we navigate new challenges in the workplace, leaders have an opportunity to foster environments where employees can grow, connect, and find deeper meaning in their work. By integrating lessons from PTG, we can move beyond traditional engagement strategies and create workplaces where employees are more engaged, resilient, and empowered to build a better future for themselves and the organization.
In the end, the key to engagement isn’t just in perks or policies — it’s in creating a space where employees feel supported to grow through the challenges they face. When we do that, we unlock the full potential of our people and, ultimately, our organizations.
