Grint and Smolović Jones (2022) propose five interlocking lenses for leadership Person, Process, Position, Product, and Purpose—each a lever for boosting employee engagement. Leaders who develop strength across all five create a resilient engagement “ecosystem,” recognizing that people are motivated by different things: some by relationships, others by clarity, results, or meaning.
Person: Connect at the core
Person-centered leadership puts the human relationship first. Leaders show emotional intelligence, authenticity, and genuine care, learning each person’s motivations, goals, and strengths. This builds trust and psychological safety, encouraging people to contribute ideas, take smart risks, and stay committed—especially when times are tough. Strong personal connection becomes the foundation for all other engagement efforts.
Process: Make engagement systematic
Process-focused leaders design clear, fair, and empowering ways of working. They create transparent decision paths, feedback loops, and collaboration norms that give employees voice and agency. When workflows are co-shaped with teams—and recognition, development, and advancement feel accessible—people gain confidence and autonomy. Good processes turn vague expectations into visible paths to succeed.
Position: Use authority in service
Position-focused leadership uses formal power to help, not to control. Leaders remove obstacles, secure resources, shield teams from politics, and create opportunities. They advocate upward so contributions are resourced and recognized, and they make consequential decisions that reflect stated values. When employees see authority used on their behalf, perceptions of fairness rise—and so does trust in both leader and organization.
Product: Let results motivate
Product-focused leadership clarifies what success looks like and why it matters. Leaders give people a line of sight from daily tasks to outcomes for customers, colleagues, and the business. They make impact visible and celebrate wins appropriately, closing the loop with feedback that shows progress. Tangible results spark pride and intrinsic motivation that can carry teams through hard work.
Purpose: Anchor work in meaning
Purpose-driven leadership ties everyday effort to a cause beyond profit or productivity. Leaders articulate a compelling “why,” connect tasks to broader impact, and give people chances to see whom their work helps. Because it aligns with personal values, purpose often proves the strongest, most durable driver of discretionary effort and creativity.
Putting it all together
Organizations that want stronger engagement should assess leadership across all five dimensions, identify strengths and gaps, and shape development accordingly. The most effective strategies blend elements of Person, Process, Position, Product, and Purpose—meeting diverse needs and building workplaces where engagement grows naturally, not through short-term programs or perks.
