Recent Gallup data reveals that global employee engagement fell from 23% to 21% in 2024, marking only the second dip in the past 15 years—and a glaring warning sign for businesses eyeing an exit (The Wall Street Journal, Financial Times). Manager engagement—a key driver of team morale—tumbled even further, down to just 27% (The Wall Street Journal). This disengagement signals instability and poses a serious threat to value realization at exit.

Why Does This Matter for Exit Planning?

• Talent turbulence undermines value: Buyers crave continuity and energy. A disengaged workforce sends red flags about culture, productivity, and retention.
• Manager burnout bleeds outward: When managers are disengaged, their teams mirror that decline. Engagement doesn’t just trickle down—it tumbles (The Wall Street Journal, Financial Times).
• Emotional health impacts performance: Gallup finds that positive emotions—like recognition and purpose—boost innovation and commitment, while workplace stress and disconnection diminish productivity and drive turnover.

FIREPOWER Strategy: Power Up Human Capital for Exit Success

1. Amplify Manager Engagement and Capability

Managers are the linchpin. Only 44% have received formal management training, despite overwhelming shifts in their roles (The Wall Street Journal). FIREPOWER’s targeted development programs help managers regain purpose through coaching habits, meaningful dialogue, and clarity of impact.

2. Build a People-Powered Transition

At its core, FIREPOWER helps shift companies from owner-driven to team-driven models—creating structures and roles where talent fuels growth, not just follows it (FIREPOWER Teams).  Demonstrating operational independence is a powerful value lever in exit planning.

3. Embed Engagement and Role Clarity in Onboarding

A systematic, strength-based onboarding process enhances retention and establishes clear contributor roles—both vital for preserving value during transition (exitplanningexchange.com, FIREPOWER Teams). Regular engagement measurement and action further fortify team confidence and resilience (FIREPOWER Teams).

4. Integrate Emotional Well-Being to Drive Performance

Leaders who prioritize emotional safety, recognition, and alignment cultivate productivity, innovation, and loyalty, which boost business value and exit attractiveness. (Business RadioX ®).

FIREPOWER Exit Planning: A Value-Driven Playbook

Challenge	FIREPOWER Approach
Low manager engagement	Leadership development with continuous feedback for regular, meaningful relationships that drive results
Disengaged or complacent teams	Individual role alignment that affirms purpose, role clarity, and strengths toward best contributions
Exit readiness risk	Structured onboarding, human capital visibility, and decision-making autonomy from the business owner
Performance lag	Optimize collaboration through improved teamwork

Closing the Gap: From Anemia to Amplified Value

FIREPOWER Teams offers more than exit guidance—it provides a transformation framework. By intentionally building manager capability, engaging employees at every level, and embedding well-being into workplace DNA, you create an organization that succeeds with or without the owner at the helm.

The story you’ll tell a buyer isn’t just about financials—it’s about a vibrant, sustainable team ready to carry the legacy forward. That narrative commands power—and commands value.

If employee engagement is flat, your business value is already at risk.

There is good news! You can reverse the trend before it shows up on the balance sheet. Let’s build the leadership strength, team alignment, and operational independence that buyers will pay a premium for.

Discover how to turn your human capital into your biggest value multiplier.

Schedule your complimentary, confidential exit readiness conversation with Maria Forbes today!