The most overlooked driver of change? Individual agency.

We’ve all seen the headlines.
Employee engagement is down.
Burnout is up.
Change fatigue is real.

And yet, many organisations are still missing the one thing that could genuinely move the needle: agency.

It’s not the flashiest initiative.
It won’t win awards at first glance.
But it’s the difference between a workplace that listens and one that actually changes.

Voice is essential. But it’s not enough.

There’s been a welcome shift in recent years towards giving employees a voice.
Pulse surveys, open-door policies, anonymous feedback tools, it’s all progress.
But listening alone doesn’t fix things.

We’ve spoken with leaders across sectors who say:
“We’ve done the listening. We’ve got the data. But nothing’s really changed.”

That’s because people don’t just want to be heard.
They want to know their voice leads to something.
They want to feel like they can influence, shape, and improve the place they show up to every day.

That’s where agency comes in.

What is agency?

At its core, agency is the belief that what I do makes a difference.

It’s the sense that if I raise a concern, it’ll be taken seriously.
If I have an idea, it’s welcomed.
If I spot a problem, I have the power, and the backing, to do something about it.

It’s not about letting go of structure.
It’s not about turning every decision into a group exercise.
And it’s not about expecting people to take on more work.

It’s about creating an environment where people feel safe to speak up, supported to act, and confident that their actions count.

Why agency matters more than ever

Organisations are under pressure.
More change, less time. Higher expectations, fewer resources.

And that means the old top-down model of culture change doesn’t work anymore.

You can’t cascade your way to trust.
You can’t “engage” people into caring more.
You have to build the conditions that let people lead change from wherever they sit.

That starts by giving them agency. Because when people feel empowered:

• They solve problems instead of escalating them
• They step up rather than step back
• They care more – because they can do more

From insight to action

At Trickle, we work with organisations who genuinely want to improve how their people feel, work, and thrive. But time and again, we see the same missing link: action.

It’s not that leaders don’t care. It’s that systems are too slow. People feel powerless. Insights get lost in the noise.

The real fix? Create everyday moments of agency.
Tools, conversations, and actions that make people feel seen, and equipped to respond.

Not just when there’s a crisis.
Not once a year in a survey.
But in the flow of work. In the small stuff. In real time.

The big shift starts small
You don’t need to overhaul your entire culture overnight.
You don’t need another ten-point plan or shiny new platform.

But you do need to ask:

1. Do our people feel they can make a difference?
2. Do they have the tools and trust to act?
3. Are we creating space for real influence – not just feedback?

Because when individuals feel empowered, teams thrive.
And when teams thrive, organisations don’t just adapt, they grow.

What next?

If you’re serious about improving engagement, inclusion or culture, look beyond listening.
Start building agency.

Not just in principle.
In practice.

Every day. At every level.