iscover
If you’re a leader, HR professional, or part of a team that wants to build a more connected, innovative, and engaged workplace, now’s the time to rethink the way we work, writes Sharon Darmody.
Work isn’t just something we do – it’s a fundamental part of how we connect, contribute, and find meaning in our lives. With 61 per cent of people globally engaging with work in some way, our workplaces influence our wellbeing, relationships, and overall quality of life.
Yet, despite how central work is to our lives, only 15 per cent of people feel truly engaged. Which means we have a lot of room for improvement.
I work with many great leaders and HR practitioners who genuinely want to support their teams and keep people well at work. But too often, I see them jumping straight into action mode without first assessing where the real gaps are – a scattergun approach driven by good intentions but lacking focus. That’s where the MAGIC framework comes in. It provides a structured tool to identify where the gaps are so that you can take focused, strategic action in the areas that need it most.
1. Meaning: Why we show up matters
People don’t just want a paycheck – they want to feel like their work matters. When employees can see how their contributions fit into the bigger picture, they’re naturally more engaged and motivated.
Bringing meaning into work can sometimes feel overwhelming – like it has to be something big or profound. But in reality, meaning is built through everyday moments. When we break it down into manageable pieces, we start to see what truly tethers us to our work. It’s leaders explaining the ‘why’ behind decisions, teams celebrating small wins, and taking the time to share what work means to us with the people we sit next to every day.
At a time when change is constant, having this kind of connection grounds us. It reminds us that, even in uncertain times, it tethers us to something, and this feels good.
2. Authenticity: Creating a culture of trust
Ever worked somewhere you felt like you had to be someone else just to fit in? It’s exhausting. A truly great workplace is one where people feel comfortable being themselves, knowing they will be respected, included, and valued for who they are – not just what they do.
But this doesn’t happen by accident. It requires intentional effort to ensure that everyone has a voice. That means setting up systems and practices where all perspectives are heard – because we’ve all been in those meetings where only certain voices are heard.
It’s also about being able to truly listen. In a world of constant pings and dings, the ability to focus on the person in front of us is becoming a lost art. If we want to build workplaces where people feel supported, we need to retrain ourselves to pay attention to the person in front of us.
3. Ground rules: The simple routines that make work better
A great workplace is shaped by routines, rhythms, and rituals that bring a sense of stability. At a time when change is the norm, having something consistent to rely on feels good. And let’s not forget neuroscience – our brains crave stability. The problem? Most workplaces aren’t offering much of it.
So, what does stability actually look like in practice? If you can’t easily explain how meetings are run, how decisions are made, or how news is communicated, then it’s probably time to revisit your ground rules. These everyday structures shape the way people experience work, and when they are unclear, frustration and confusion follow.
4. ‘I’: Recognising the individual behind the job title
If we want workplaces where people feel engaged, valued, and part of something bigger, we need to move beyond morning teas and after-work drinks, which people often think of when we discuss connections. True connection goes deeper. Do our people really know how to support each other? We invest heavily in technical training, but what if we also trained people in how to truly support their colleagues? How to have meaningful conversations, debrief after tough moments, and be there for each other in a way that makes a difference?
Because if there’s one thing we know for sure, it’s this: everyone will experience difficult times at some point. When that happens, the strength of our workplace relationships determines whether people feel isolated – or truly supported.
5. Curiosity: The key to problem-solving and innovation
In today’s rapidly evolving world, “business as usual” no longer works. Navigating uncertainty requires curiosity – the willingness to explore new ideas, question assumptions, and uncover better solutions.
Curiosity is essential for problem-solving, helping teams refine ideas and develop solutions that go beyond quick fixes. Google’s Project Aristotle found that psychological safety – where people feel safe to take risks, admit mistakes, and ask questions – is key to high-performing teams. Curiosity fuels this by fostering open dialogue and innovation.
Let’s make work, work again
If you’re a leader, HR professional, or part of a team that wants to build a more connected, innovative, and engaged workplace, now’s the time to rethink the way we work.
The MAGIC framework shifts the focus upstream, offering practical ways to support people before they reach crisis point – keeping them engaged, connected, and well at work. Because when people thrive, business thrives, too.
Sharon Darmody is an author, organisational consultant, and workplace mediator.
