BY BRITTANY ROOT
Editor’s note: At MeaningSphere, we believe that meaning at work matters and that it’s deeply personal. This series highlights diverse perspectives across the 10 core fulfillment areas from our Worklife Fulfillment Indicator. Each piece reflects the author’s own experience, with the goal of sparking reflection and dialogue.
As a university professor with a heavy teaching load, my schedule varies from day to day: blocks of time to tackle grading and planning come sporadically between classes and meetings. A seemingly endless pile of work to grade can trigger an internal battle of wills. The need to get in a zone and focus often contrasts with a desire to tend to a myriad of other tasks and communications that feel pressing. In my search for the best way to get into that grading zone, I have tried it all: nostalgic and upbeat playlists, one more cup of coffee/one less cup of coffee, blocking time at every possible point in the day, and sheer force of will.
At work, engagement can sometimes feel like a chicken and egg scenario. We know that the more we engage with our work, the more connected and motivated we will feel. But connection and purpose are often needed to provide the environment to fully engage.
According to Gallup’s 2026 State of the Global Workplace Report, only 20% of workers globally, and 31% of U.S. workers, categorize themselves as engaged at work. The report defines engagement as being “committed, enthusiastic, and psychologically invested in their work.”
We can’t always control our workload, environment, or the types of tasks we’re given. But we can set the scene, minimize obstacles, and clarify our path forward—enabling a zone of engagement that can make all the difference in how connected and successful we feel in our work.
Mise-en-place or ‘everything in its place’
The French culinary term mise-en-place translates roughly to “everything in its place,” and refers to the setup and organization required before preparing a meal. This intentional scene-setting can be a critical first step to engaging in a deep and meaningful way with a task or project.
The next time you’re about to start a project, whether you’re preparing a financial report or baking a pie, try asking yourself these questions first:
- Do I have adequate time, space, and mental energy to work on this today?
- Is my workspace ready? Tools where I need them, space clear of physical (or digital) clutter?
- Am I comfortable? Am I hungry? Thirsty? Tired? Upset?
These steps effectively clear the path for us to engage with our work—or even to experience that sought-after state known as “flow.”
Flow theory: Taking control over the contents of our consciousness
“Flow” is a term coined by psychologist Mihaly Csikszentmihalyi and describes the “optimal experiences” when “one’s skills are adequate to cope with the challenges at hand, in a goal-directed, rule-bound action system that provides clear clues as to how one is performing.”
In other words, flow states happen when we are fully immersed in an activity that both engages and challenges us. They are enjoyable periods of intense focus, often causing us to lose track of time. We tend to experience flow when we have clear goals and can see how we’re doing as we go.
Limiting threats to engagement
While some of the factors challenging our ability to engage fully—to get a “zone” or “flow state”—are outside of our zone of control, there are some threats that we can influence.
- Conflicting demands/distractions: We often have multiple priorities we are juggling at once, all demanding our time and energy, and sometimes those tasks can act as distractions from specific work we need to tend to. Strategic scheduling, time blocking, and communicating proactively with colleagues about the demands on our time can help limit threats to engagement in this area—as well as ensuring timelines for task/project completion are realistic.
- Isolation: Feeling isolated from colleagues, with whom we ought to share a common mission, can harm our ability to feel engaged. Noticing that feeling of isolation and communicating a need for connection can be an important first step to create change in this area.
- Need for recognition: Feeling our efforts are recognized and appreciated can be an essential component of sustaining engagement. Creating a plan or system to track our progress toward goals, celebrating our wins, and recognizing the achievements of others on our team can be meaningful and impactful steps in creating a culture of recognition.
Ready to put it all together? Start here
If you’re looking to experience more engagement at work, here’s how you might put these insights into practice:
- Set the scene before you begin. A little intentional preparation goes a long way.
- Name what’s getting in the way. Whether it’s distractions, isolation, or feeling unrecognized, naming the obstacles to engagement puts you back in control.
- Don’t wait for flow. Clear your space, set a clear goal, and dive in.
Finding the zone
When I hit the those points in the term when the items to grade start flooding in, I no longer search aimlessly for the perfect playlist or cup of coffee to magically transport me into a space with ample productivity. Thinking through how to set the scene, and minimize threats to a state of flow, enables me to find a zone where providing student feedback is easier, more engaging, and more meaningful. Even if I’m only in the flow state for a part of my day, I find it positively influences the rest of the workday and often carries into my evening with family. When you’re regularly in the zone at work, that sense of fulfillment can enrich your whole life experience.
Brittany Root teaches career development courses for undergraduate and graduate students and is a former career advisor and human resources manager. She enjoys city life with her family and cats.
