The 2.25x Productivity Secret: Don’t Just Engage—Fulfill

Happy Wednesday!

Welcome to Leadership Unscripted. Each edition, we share 1 Case Study, 1 Framework, 1 Question. These are real moments and practical strategies for rethinking your approach to leadership.

Let’s dive in.

Maria, a CHRO at a global professional services firm, loved data. She brought insights to the exec table backed by hard numbers and measurable trends.

So when she shared this stat, people listened:

“Employees who are fulfilled—not just engaged—are 2.25x more productive.”

It wasn’t fluff. It came from a meta-analysis of workplace productivity studies. And it landed because they were already feeling the crunch. Hiring had slowed. Budgets were tightening. And the Q4 drop-off in energy? Already starting to show.

Maria didn’t blame distractions or burnout. She saw something deeper: people didn’t feel essential.

Sure, the team was engaged on paper. They showed up, participated, hit deadlines. But under the surface, they felt adrift. Like their work wasn’t connected to anything bigger. Like they were running out the clock instead of moving something forward.

Maria led a quick diagnostic. With her HRBPs, she ran listening sessions across departments asking just three questions:

1. What recent project made you feel proud?

2. When do you feel most useful?

3. What are you excited to grow into next?

The answers were revealing. Most employees could answer the first. Few could answer the second. Almost none had clarity on the third.

That became the spark.

Maria introduced a 6-week sprint initiative, inviting team leads to connect their daily work to business purpose, show progress publicly, and spotlight meaningful contributions across teams.

Within two months, fulfillment scores rose. Peer recognition increased. Team meetings had energy again. Productivity picked up without burnout.

Because engagement is good. But fulfillment? That’s when people go all in.

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1 Framework

Fulfillment = Purpose + Progress + Connection

Engagement gets attention.
Fulfillment drives performance.

If you want to unlock that 2.25x potential, consider:

• Purpose: Can each person articulate why their work matters?

• Progress: Do they see movement in their role, projects, or growth?

• Connection: Do they feel part of something, not just in it for the paycheck?

Your most valuable tool right now isn’t pressure. It’s purpose.

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1 Question

As the year winds down, pressure ramps up. 👉 What’s one thing you could do this week to move beyond engagement and create fulfillment?

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More to Think About:

• Fulfillment isn’t a feeling. It’s a condition leaders can help create.

• High performers stay when they’re seen as whole people, not just producers.

• Before pushing for more, ask if your team has enough clarity, progress, and connection to rise.

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Let’s Keep the Conversation Going

What’s working for your team right now? Hit reply and share one thing you’ve tried to boost fulfillment—especially in the final stretch of the year.

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Real Stories. Real Tools. Real Impact.

Forget the fluff. We’re that company, revealing behind-the-scenes leadership wins and strategies that actually work.

Because all it takes is one bold move to shatter barriers, inspire your team, and make your mark.