A Guide to Manager Engagement

Managers that want to engage employees must work on bridging that gap. One of the top five drivers of employee engagement is believing the leaders of the organization value people as their most important resource. An employee recognition strategy is a great way to demonstrate you care.

Employee engagement drives business outcomes and is a key predictor of future business success, according to successful companies. Employees who are more engaged at work are more productive, more customer-focused, and less likely to quit their jobs. In fact, research substantiates a direct correlation between engagement and occurrences of turnover, profitability, and productivity, estimating that managers account for at least 70% of the discrepancies in employee engagement scores in U S. businesses. Companies must closely examine this relationship because managers have such a significant impact on employee engagement. For managers to advance and a company to grow, measuring manager effectiveness is essential.

Day in the life of a McKinsey Engagement Manager

How is manager engagement measured?

Managers may be able to determine their level of engagement by looking at the following factors:

What is manager engagement?

How well a manager connects with and supports the employees under their control is referred to as manager engagement. Higher levels of manager involvement frequently result in higher output, happier employees, and an overall uptick in office morale. Another crucial strategy for fostering a healthy work-life balance and preventing employee burnout is manager engagement.

8 Ways to make manager engagement more meaningful

Here are some ways to improve manager engagement:

1. Set goals

Setting goals is an important aspect of any business. Since they are in charge of translating corporate objectives into detailed tasks for their teams, managers should be involved in all aspects of goal-setting. Managers should be aware of the company’s overall organizational targets and what their team needs to do to achieve those targets.

Its important to maintain consistent communication related to goals. Senior and mid-level managers should regularly meet in a company to discuss progress. This aids managers in better understanding their position, seeking assistance when necessary, and imagining their future with the company.

2. Maintain a proactive approach

To keep managers engaged in their work and prevent them from becoming disengaged, maintain a proactive approach to manager engagement. Keep an eye out for indications of dissatisfaction or any significant changes in their behavior and attitude. A personal problem or a work-related issue, like anger over a new responsibility or assignment, can cause changes in behavior or attitude.

When you observe any worrying alterations in their behavior, attitude, or performance, speak with the managers. Encourage them to share their feelings candidly. assist in creating a remedy to lessen their annoyances and boost general satisfaction

3. Encourage feedback

Encourage feedback from managers and employees at all levels. Inquire of managers about their own performance, their worries, the workers they oversee, their duties, and how they feel about senior management. Utilize this feedback to create solutions to problems or implement other changes at work.

It’s crucial to give managers input from higher up in the organization. Provide honest, constructive feedback about their performance. This aids managers in honing their abilities and demonstrates to them that your business values and supports their success.

4. Recognize good work

Recognize a job well done. Commend managers when their efforts directly affect the companys success. This makes sure managers feel appreciated and that upper management is aware of the work they do.

Its also important to track a managers success. This may help you better assess managers for future promotions. Make certain that senior management is aware of a manager’s accomplishments, and note significant achievements in personnel records.

5. Develop leadership programs

Develop leadership programs for current managers. These initiatives could set standards for managers and best practices for leadership in your organization. Additionally, these programs may assist managers in visualizing potential routes to greater success within your business.

Leadership development initiatives are also an investment in the future success of your business. Think about extending these programs to future supervisors or workers with leadership potential. As employees feel valued, see a future with the company, and are less likely to look for work elsewhere, encouraging employee growth frequently helps increase employee engagement.

6. Offer additional benefits

Offering managers and employees good benefits is crucial for your business. Receiving excellent benefits that they cannot find elsewhere may deter managers from looking for work with other businesses. Benefits that promote work-life balance, like paid time off, paid holidays off, and the ability to work from home, should be made available to managers.

Think about providing managers with perks that enhance their lives outside of the workplace. For instance, think about holding family-oriented activities or events to get to know the families of your managers. To encourage the general wellbeing of your employees, you might also think about providing benefits related to health and wellness.

7. Offer training opportunities

Offer training opportunities to foster the growth of your managers. Help them hone their managerial and leadership skills so they can have more faith in their own abilities. This is also a good investment for your business because it could help managers get ready for internal promotions.

Consider offering managers training opportunities to develop new skills. Encourage them to pursue new interests so they can possibly improve their performance at their current job Additionally, learning new skills could provide managers with a break from their regular duties if they start to feel burnt out.

8. Improve workplace efficiency

Look into ways to make a manager’s day at work easier and more productive. Create plans to spend less time on time-consuming but important tasks, or think about tasks they could assign to other staff members. This could help managers feel less stressed and have a better balance between work and life.

Using technology may help improve workplace efficiency. There are numerous software programs available for monitoring and increasing productivity. Consider using software for performance management or people analytics to assist managers in automatically tracking employee performance, for instance

Benefits of manager engagement

The advantages of manager engagement for your business and all of its staff include:

Manager engagement vs employee engagement

Employee and manager engagement both refer to a person’s sense of connection to their place of employment. Organizations should pay attention to both manager and employee engagement, but many put more emphasis on employee engagement. It’s crucial to remember, though, that employee engagement is directly influenced by manager engagement. Job satisfaction at all levels will increase when managers perform their duties effectively and support the success of all employees.


How do managers keep people engaged?

Here are a few steps that team leaders or managers can take to keep their employees engaged:
  1. Provide employees with the resources they need. …
  2. Keep open communication. …
  3. Be clear with expectations. …
  4. Give regular employee feedback. …
  5. Improve based on feedback. …
  6. Identify everyone’s strengths. …
  7. Invest in career development. …
  8. Be flexible.

Why is engagement important as a manager?

Compared to their peers, engaged workers are more likely to claim that their managers assist them in setting work priorities and performance goals. Additionally, they are more likely to claim that their supervisors hold them responsible for their performance.

How do you get managers engaged?

How to engage your managers
  1. Build trust. Without trust, you can’t – and won’t – have loyalty.
  2. Respect everyone. We’ve all made Karen jokes. …
  3. Collaborate more often. …
  4. Institutionalise empathy. …
  5. Recognise performance. …
  6. Provide them with the literal tools for success. …
  7. Provide opportunities for training and growth.

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