By Frank Devine
4 minute read
Can you tell us a bit about yourself and what you do?
My name is Nadine Anderson, and I’m currently the People, Culture and Engagement Strategic Lead at Westminster City Council. I’ve been at Westminster for 6 years now, but for the last 20 years+ I’ve been advising on all things Organisational Development, which includes employee engagement, and I advise and coach senior leaders across local government, the NHS, and internationally. My passion lies in shaping positive work cultures and driving innovation through human-centred approaches. Day to day, I focus on embedding equity, diversity, and inclusion and leading initiatives that empower teams and foster resilient, engaged communities. On the none working side - I’m a food lover, rum connoisseur, school governor, keen gardener and an amateur DJ who loves to dance like no-ones watching!
What first got you interested in employee engagement?
My journey began with a deep interest in how organisational culture impacts performance and wellbeing. Over the years, I’ve seen how empowered, engaged employees can transform services and communities. What truly sparked my passion was witnessing the ripple effect of meaningful engagement. It not only improves outcomes but creates workplaces where people feel valued, heard, and inspired to contribute their best.
Your session at the summit focused on Balancing Digital Transformation with a Human-Centred Culture. Why was that topic important for you to explore this year?
This year, the pace of digital transformation has accelerated, but it’s vital we don’t lose sight of the human element. My session explored how organisations can embrace technology while staying rooted in empathy, trust, and connection. We discussed designing digital processes that reflect real human needs. It’s about using technology to enhance, not replace, human strengths, and ensuring inclusivity through digital upskilling. It’s also about balance, letting AI and automation support us, while keeping people at the heart of everything we do.
What’s one key takeaway you hope attendees walked away with?
If there’s one thing I hope that was taken away from the day, it’s that technology should be an enabler, not a replacement. Human-centred design, empathy, and ethical responsibility must guide our digital strategies. AI can help us work smarter, but it’s our people who bring creativity, judgment, and heart to the workplace.
Can you share an example of something that’s worked well in your experience to boost engagement?
At Westminster City Council, initiatives like Loop Live (Weekly “Townhall” meet lead by our Chief Executive), Westminster Games (highly popular and competitive summer games where teams compete against each other for the Westminster Games trophy) , Staff Awards, and Stars of the Month have created consistent, meaningful touchpoints that reinforce connection, recognition, and shared purpose. These initiatives compliment regular check-ins, 1:1s, team meetings, and open feedback channels, ensuring that employees feel heard and valued. This approach works because it builds community across locations and roles, reinforces our organisational values, promotes visibility and authenticity from leadership, and encourages two-way dialogue, not just top-down messaging. Our Housing vision and values engagement initiative helped to create Housing’s People and Culture Strategy and their 6-12 roadmap. It wasn’t just an engagement exercise; it was a strategic movement that turned employee voice into tangible change. When employees see their contributions recognised and their voices reflected in decision-making, engagement naturally increases, and this has been proven through Housing’s increased engagement scores.
What’s a common mistake you see organisations make when it comes to engagement?
I think a common mistake is when organisation focus too much on metrics and tools, while neglecting the human experience. Engagement isn’t just about surveys or digital platforms, it’s about trust, purpose, and genuine connection. Another mistake is overlooking the importance of leadership visibility and consistency. Culture is shaped by what leaders do, not just what they say.
What trends are you watching when it comes to the future of employee engagement?
I’m closely watching the integration of AI and automation, especially how it can support us in our job roles. Digital upskilling and ethical design are key. I’m also seeing a shift toward more inclusive engagement strategies, where employees co-create solutions and have a voice in shaping their work environment. Hybrid work models and wellbeing initiatives are also evolving rapidly.
Finally, what’s one book, podcast, or resource you always recommend to others in tHIS SPACE?
I have to recommend my friend’s excellent book ”Now we’re talking” by Sarah Rozenthuler! It offers powerful, practical insights into how courageous conversations can transform workplace relationships, build trust, and unlock engagement at every level of an organisation. I listen to a few podcasts but in this space I’d definitely recommend “Engage for Success”.
If you enjoyed this article, you can register your interest in attending the 2026 Employee Engagement Summit for free to explore the latest trends, innovative strategies and cutting-edge technologies driving exceptional engagement and results in today’s landscape.
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