Be Kyosei

WHAT YOU CAN DO TO MOVE FORWARD

Gaining a full view of what matters to you – alongside the gaps between your current experience and your ideal scenario – is the first essential step toward meaningful change. When you understand what’s happening at each level, you can take action:

• Employees can take ownership of their engagement and well-being.
• Employers, managers, and team leaders can foster more supportive environments.
• HR and Internal Communications teams can develop strategies that truly connect with people.
• Life and Professional Coaches can guide clients to find clarity and define their personal path to engagement.

It’s natural for humans to search for the “perfect job”. We often change roles after a year or two, believing the next one will fulfil us. But even then, we may feel something is still missing. Often, it’s not the job itself – but our awareness of what we truly need, and how we relate to it.

FOR EMPLOYEES

Understanding where you are right now gives you a starting point to reflect on what actions you can take to improve your satisfaction in your key areas.
Use your self-reflection results to visualise what matters most to you and identify where you want to be.
Ask yourself:

“What can I do to improve my satisfaction in this area?”
“Who can I speak to about existing company initiatives that support this need?”

Compare with your company evaluation results to identify gaps between your expectations and what your company, line manager, or business unit currently provides.Use this insight to guide conversations in 1:1 meetings, employee forums, or EOS feedback.
Ask yourself:

“What could my team, department, or organisation do to better support this area?”
“What conversation do I need to have with my manager or colleagues?”

And remember: the perfect job doesn’t exist.
We create meaningful work by adopting a mindset of openness, engaging in constructive conversations, and contributing to something greater than ourselves. When we align our own growth with shared purpose, we don’t just work – we thrive.

FOR EMPLOYERS / LEADERSHIP / HR

Understanding how your team is engaging right now now gives you a clear starting point to reflect on how you can create an environment that supports what matters most to them.
Using the company evaluation results to visualise which factors are being well-supported and where gaps may exist.
Ask yourself:

“What actions can I take to strengthen support in this area?”
“Who can I collaborate with (e.g. HR, Internal Comms, Senior Leadership) to improve how we address this need?”

Compare employee self-reflection results with your evaluation to identify alignment or disconnect between what employees need and what is currently being provided.
Use this insight to guide more meaningful conversations in 1:1s, team check-ins, or leadership planning.
Asking yourself:

“What could I do as a leader to better support engagement across my team?”
“What changes can we make at the team or department level to reduce friction and increase connection?”
“What can we do to personalise support in a way that respects and strengthens each employee’s individuality?”

And remembers: the bridge between employers and employees is built through real, human connections.
While articles and newsletters help keep individuals informed, it is the active participation and visible leadership of line managers, senior leaders, and the CEO that truly foster meaningful connection between the company and its people.

FOR INTERNAL COMMUNICATIONS TEAMS

Understanding how employees engage with the messages, values, and culture communicated across the organisation gives you a powerful starting point to reflect on how communication supports—or hinders—what matters most to them
Use the company evaluation results to identify which engagement factors are being effectively supported through internal communication, and where there are gaps in awareness, access, or connection.
Ask yourself:

“Which engagement needs are we actively supporting through our current channels?”
“Which areas are being overlooked or inconsistently communicated?”

Compare these insights with employee self-reflection results to better understand how well your messages are being received and whether they resonate across diverse audiences.
Use this knowledge to inform content planning, channel strategy, and alignment with HR and leadership initiatives.
Ask yourself:


“How can we ensure our messages promote trust, inclusion, and belonging?”
“What role can we play in amplifying the voices of teams and individuals across the organisation?”

And remember: internal communications is more than information sharing—it’s culture shaping.
While tools, emails, and platforms are essential, it’s the tone, relevance, and timing of what we communicate—and how we invite dialogue—that builds trust and fosters engagement.
When internal communications teams connect people to purpose, leadership to feedback, and employees to each other, they don’t just inform—they inspire.

FOR PROFESSIONAL COACHES

Understanding how clients engage with their work environment gives you a powerful lens to support their personal and professional development.
This tool helps uncover what energises them, what holds them back, and where alignment—or misalignment—exists between their values and their current role or organisation.
Use your client’s self-reflection and company evaluation results to visualise what matters most to them and what gaps may be limiting their satisfaction or performance.
Ask coaching-focused questions such as:

“Which of these areas feels most aligned or misaligned with your current role?”
“What would greater satisfaction in this area look or feel like?”
“What support do you need—or need to ask for—to move forward?”

Use the insights to guide action-oriented reflection and career conversations. Support your clients in identifying what’s within their influence, what conversations may need to happen, and what internal shifts they can explore.
Ask coaching-focused questions such as:

“Looking at the gaps between what matters to you and what’s currently being supported, which area feels most important—and most within your control—to start taking action on?”
“What conversation could you initiate—either with yourself or someone else—that might shift how you experience this part of your work?

And remember: meaningful engagement isn’t about chasing the perfect job—it’s about helping individuals align their actions, communication, and mindset with what matters most to them.
 As a coach, you have a unique opportunity to support clients in turning insight into intentional, empowered movement—toward work that feels not just productive, but purposeful.

For suggestions on actions or conversation starters, refer to the table below. These are not fixed answers – they’re opening for self-reflection. Let them inspire your own personal strategies. Be honest and open in your reflection – the more sincere your thinking, the more likely you are to discover what you truly need.