Data shows visible leadership drives stronger engagement in HE

Undeniably, higher education is going through a tough period. With job cuts, restructuring and financial uncertainty affecting institutions across the UK, the pressure on staff is increasing. In times like these, it’s important to focus on morale, engagement and clear direction so that employees feel involved, supported and able to maintain the high standards their work demands.

Our latest Inspire HE benchmark data shines a light on what the best-performing institutions are doing differently. And visible leadership stands out as a defining trait.

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The power of visible leadership in higher education

Visible leadership isn’t simply about being present in the room. It involves consistency, transparency and approachability, all of which help build trust and connection. In higher education, where universities are large and often decentralised, leadership visibility plays a central role in helping employees feel connected and informed.

Our Inspire HE benchmark data, when compared to the sector average, shows a clear pattern. Institutions in the top quartile for employee engagement also score significantly higher on visible leadership. These universities outperform the sector average in areas such as trust in senior leaders, clarity of direction and confidence in leadership decisions.

Leadership visibility has a direct influence on employee sentiment. When leaders are seen as accessible and communicative, people report feeling clearer about their role, more motivated in their work and more aligned with their institution’s goals.

Leadership visibility drives higher engagement

According to our Inspire HE survey data, universities in the top quartile for engagement report 18 percentage points higher scores on the statement “Leaders are visible and approachable.” Our benchmark also shows that these top institutions achieve 17% higher agreement that “I have confidence in leadership”. They also achieve an incredible 23% higher agreement to the statement ‘I know how well my university is doing against its objectives’ — generally because leaders are keeping them informed and updated. These stats really do speak volumes.

When senior leaders are visible and engaged, they demonstrate empathy and relatability. That presence translates into higher levels of commitment and energy from employees. It’s a clear link: higher visibility means stronger relationships, and stronger relationships fuel engagement.

These differences are not marginal. They illustrate that leadership presence can shift the needle significantly on how employees experience their work.

What top HE employers are doing differently

What makes these universities better places to work? From analysing actionable survey results, we’ve found that top HE employers actively prioritise leadership visibility across multiple channels.

Here’s what’s setting them apart:

• Leadership town halls: Regular, open meetings with senior leaders, where staff can hear directly from the top and ask questions 
• Staff forums with leadership: Structured spaces for dialogue that give employees a voice and help leaders stay grounded in frontline realities 
• Transparent updates: Institutions using video messages and written updates from leaders to keep staff informed on strategy, changes and wins 
• Visibility in onboarding: Some institutions involve senior leaders early in the employee lifecycle, welcoming new hires personally 
• Leader participation in recognition: Celebrating employee achievements isn’t left to line managers. Senior leaders are involved, too 

These activities aren’t just symbolic. They reinforce a culture where leadership isn’t removed from the day-to-day, but is part of the shared experience.

Related: 10 real-world examples of how institutions are improving leadership and management in higher education

The risk of leadership disconnect

When leadership visibility drops, so does trust. Employees start to question whether their efforts are seen or valued, and engagement can quickly decline. Our data shows that in institutions with lower visible leadership scores, employees are:

• 11% less likely to feel that they are treated with respect
• 18% less likely to feel action will be taken following surveys
• 10% less likely to understand the aims of their university 

This disconnect can damage more than morale. It can affect performance, retention and the ability to attract talent in the first place. In a sector already stretched, the cost of disengagement is too high to ignore.

Visible leadership mitigates this risk by keeping lines of communication open and relationships intact. Even during periods of change, when visible leadership is strong, employees are more likely to stay committed.

7 quick wins to increase visible leadership

You don’t need a full strategy overhaul to boost leadership visibility. Here are seven simple but effective ways to strengthen it:

1. Weekly video or email updates from leaders: Keep staff in the loop with honest, timely communications 
2. “Ask me anything” sessions: Host informal Q&As to address questions and feedback in real time 
3. Leadership walkarounds: Spend time in different departments regularly. Be present, ask questions, listen 
4. Involve senior leaders in onboarding: A welcome from leadership makes new employees feel valued early on 
5. Respond to employee survey feedback: Use an actionable employee experience platform to show that employee voices are heard 
6. Invite leaders to employee recognition events: Their presence adds weight and meaning to celebrations 
7. Personalised responses to staff feedback: Whether it’s a survey or forum comment, direct responses show accountability 

At a time when higher education is under the microscope, facing policy shifts, funding uncertainty and student scrutiny, employees are looking for clarity, connection and confidence. These things don’t come from email bulletins alone. They come from leaders who show up.

Visible leadership is a powerful driver of engagement and trust. Our benchmark data clearly shows that those universities performing at the highest level are investing in leadership visibility, and it’s paying off.

Listening to employees through regular, actionable feedback is part of the equation. But closing the feedback loop — demonstrating leadership is listening, acting and present — is where the true impact lies.

Want to increase engagement in your institution? Talk to us about a higher education staff survey using our employee survey platform. We’ll help you understand how visible leadership is experienced in your university, identify opportunities for meaningful change and turn your employee sentiment into action.