Why Improving Employee Engagement Is No Longer Optional

Employee disengagement isn’t a trend—it’s a warning sign. With global unrest, burnout, and shifting expectations reshaping the workplace, leaders can no longer treat engagement like an afterthought. Today, it signals the health of your institution, the strength of your culture, and your ability to retain top talent. In this piece, Glass Ladder Group breaks down six actionable strategies organizations can implement now to build morale, retain employees, and create resilient systems that reflect the lived experience of work today.

The rise of artificial intelligence isn’t just changing tools, it’s reshaping the workforce. We’re entering the age of agentrification, a term used to describe the replacement of human workers with AI agents across knowledge-based and managerial roles. This shift is faster and deeper than previous automation waves, and it’s already impacting global employment systems.

According to the World Economic Forum, an estimated 92 million existing roles will disappear over the next five years. While 170 million new roles are projected to emerge, this disruption doesn’t come with a built-in safety net. In fact, 41% of employers globally report plans to reduce their workforce as AI automates key tasks.

For leaders, this isn’t just a technical challenge, it’s a cultural reckoning.

At Glass Ladder Group, we’re helping institutions confront this moment with clarity and compassion. Because how you integrate AI, who is trained, who is displaced, and how you communicate it, will shape your legacy and your workforce for decades to come.

We live in a time of constant connection—yet many people have never felt more disconnected. As digital tools reshape how we work, communicate, and lead, a quiet crisis is emerging: the erosion of genuine human connection. From remote workplaces to AI-driven interactions, the speed and scale of digitization often leave little room for empathy, nuance, or shared presence.

But restoring connection isn’t about resisting technology—it’s about rebalancing it.

At Glass Ladder Group, we believe that human-centered strategy is the antidote to digital fatigue. Whether it’s rethinking how teams collaborate, how leaders show up, or how institutions communicate their values, restoring connection requires intentional design. Because in a world where attention is fragmented and trust is fragile, organizations that prioritize real relationships—not just reach—will lead with greater impact.

Delegation isn’t just about getting things off your plate—it’s about building trust, maximizing team strengths, and creating space for strategic leadership. This article explores what Hollywood films like The Devil Wears Prada, Moneyball, and Remember the Titans can teach us about the do’s and don’ts of effective delegation—and how leaders can apply those lessons in real life, with support from GLG’s leadership resources.

Target’s 2023 Pride campaign backlash sparked not only headlines—but a lawsuit, stock drop, and real questions about how companies should approach DEI. In this article, we explore what Target’s legal and financial challenges reveal about corporate strategy in 2025. With Target’s foot traffic down 4.3%, stock price slipping nearly 30% from its 2023 peak, and competitors like Costco and Walmart holding stronger ground, this piece unpacks the risks of reactionary rollbacks and why companies need data-driven, culturally intelligent strategies to move forward.

Media partnerships are more than PR—they’re a strategic tool for expanding influence, driving revenue, and elevating your brand’s voice in a global market. This piece explores how cultural strategy firms like Glass Ladder Group leverage media collaborations to share insights, amplify client work, and shape critical conversations around leadership, equity, and cross-cultural business strategy.

How do U.S. policies, industries, and cultural narratives contribute to gender violence beyond its borders? This piece explores the global impact of American power—from conflict minerals in the Congo to structural economic reforms and exported misogyny—while spotlighting organizations like Panzi Foundation, MADRE, Feminist Majority Foundation, and V-Day that are working toward a more just and equitable world.