In a month of monsters, horror, and all things creepy, we thought we’d revisit this chilling topic: bad bosses. Our research shows that the number one cause of employee disengagement is managers, managers, managers. Now, they don’t always wear fangs or carry a broomstick, but if you’ve ever left work feeling drained, anxious, or even spooked, you may be working for a real-life monster in disguise. It's that time of year, and to have a little fun, we thought we'd bring back the "monster boss" post. And though it's fun to write about, it's not so much fun to work with.

What is Employee Engagement? At CustomInsight, we define employee engagement as the extent to which contributors feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Simple, right? Hmmm … In a previous post, we discussed why HR has failed to improve employee engagement.

Employee engagement problems often fall on HR’s shoulders. That’s what Human Resources is for, right? To manage the humans at work, make sure they’re satisfied? Wrong. Truth be told, engagement efforts often end up siloed inside HR, treated like a compliance project or a quarterly survey initiative. These efforts can lose their power the moment they step outside those doors. Simply put, meaningful engagement isn’t an HR box to check. It’s a business priority. And this core value must be an inextricable part of the organization's strategy and supported by every leader, manager, and employee.

At the heart of a successful organization is a team of people who feel connected to their work, committed to their mission, and supported by their leaders. That’s employee engagement. And it matters more now than ever. But it’s not just about summer barbecues, team-building retreats, or desk-decorating competitions. A culture of engagement can have these things, but it goes beyond “fluff.” It’s a culture driven by meaningful work, growth opportunities, transparency in organization communication, trust, and a sense of belonging and commitment, That’s a lot. And it’s doable.

Since the 1800s, the U.S. has been built on the idea that government should stay out of religion, and vice versa. The separation of church and state isn’t just a talking point; it’s been part of our laws and court decisions for generations, especially in government jobs and offices. In July 2025, the Office of Personnel Management (OPM) sent a memo authorizing Federal employees to not only express their religious beliefs in their offices, cubicles, through prayer groups, and more, but also to allow them to “engage another in political discussion of why his faith is correct and why the non-adherent should re-think his religious beliefs.” They stress that these discussions should not be harassing in any way, shape, or form.