How can Managers Improve Employee Engagement

Picture this: you’re in a meeting, leading it, and with genuine excitement, you announce a new initiative to boost engagement. But as you look around the room, instead of seeing the enthusiastic faces you had hoped for, you see a blend of faint smiles, polite nods and that one team member who looks like they’d rather be somewhere else.

Managers often have the best intentions when introducing these initiatives and they aim to create an environment that’s enjoyable and motivating. But often these well-meaning ideas fall fat. Employee engagement goes beyond fun activities or perks – it’s about understanding what truly motivates employees and building a work environment where every individual feels heard, respected and valued.

Managers therefore need to use practical strategies to move beyond superficial “employment programs” and transform those into initiatives that foster genuine employee engagement.

 

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What exactly is employee engagement?

Employee engagement is the extent to which employees feel involved, motivated and enthusiastic about their jobs and their organization. It makes employees build not just a professional, but also an emotional connection to their work which empowers them to perform well resulting in higher productivity and job satisfaction.

All organizations need to boost employee engagement because it creates a culture where they feel valued and respected which in turn, fuels productivity, enhances overall performance, reduces turnover and drives innovation. Employees who are engaged are more likely to be proactive, committed, resilient and aligned with the company’s goals and objectives. It also fosters a positive reputation which helps attract top talent.

Data Source: Gallup (Gallup does not have the global engagement data for 2017. The percentage for that year is included in the graph to connect other data points)

The graph shows the annual percentage of engaged employees globally and in the U.S. from 2013 to 2023. Over this period, global employee engagement gradually increased from 14% in 2013 to 23% in 2023, suggesting a slow but steady improvement. U.S. on the other hand, saw an increase from 30% in 2013 to a peak of 36% in 2020, followed by a decline in engagement rates, dropping to 33% by 2023.

The recent drop in U.S. engagement rates can be attributed to a number of factors. The COVID-19 pandemic brought significant changes to the workplace, including the transition to remote and hybrid work models, creating challenges to maintaining employee engagement. Besides this, economic uncertainties, high levels of stress and job insecurity have likely influenced one’s commitment to their work. The “Great Resignation” and poor work-life balance may have further influenced this decline as individuals increasingly prioritize their well-being, seek job satisfaction and meaningful opportunities for career advancement. This highlights the necessity of evolving engagement initiatives to align with the changing needs and expectations of the workforce.

 

Strategies to drive employee engagement

 1. Foster Open Communication

• Open-Door Policy: Accessibility is crucial when it comes to open communication. Managers should be available for conversations and should try to create a culture where team members feel comfortable voicing their issues and concerns. They can do so by setting designated hours for drop-in discussions or hosting Ask Me Anything (AMA) sessions.
• Anonymous Feedback Channels: Sometimes employees may be hesitant to express their thoughts openly. Anonymous surveys or suggestion boxes serve as viable alternatives that employees can be provided with. Managers should regularly check in on these feedback channels and address the suggestions received. This fosters a sense of being valued among the employees and can yield insights that may not emerge in a more formal setting.
• Regular Team Briefings: Managers can conduct weekly or biweekly meetings to review team progress, and discuss updates, or upcoming changes. This can prevent misunderstandings and ensure that all team members are well-informed. It also allows managers to build transparency, clarify expectations and be open to questions.

2. Encourage Work-Life Balance

• Model Work-Life Balance: When managers themselves set an example of work-life balance by disconnecting after work hours, taking breaks and prioritizing their mental well-being, employees will be more inclined to emulate these behaviours. Managers can also do so by encouraging the use of leaves, promoting breaks, and discouraging the practice of sending emails outside of working hours.
• Offer Flexible Work Options:  Understanding team members’ unique needs and life demands builds trust. Flexibility at work improves performance and mental well-being. Allowing options such as remote work, flexible start times, or compressed workweeks can help employees establish a routine that works for them, thereby alleviating stress and fostering greater engagement and higher job satisfaction.
• Offering Mental Health Resources: By providing resources such as counselling services, stress management workshops, or wellness programs, organizations can support employees’ mental health. Managers should foster an environment where employees are encouraged to seek support and their mental health is respected. This is a powerful way to show that the organization is genuinely committed to the holistic welfare of employees, and doesn’t focus solely on their work and performance outputs.  

3. Promote Team Collaboration

• Encourage Inter-departmental Collaboration: Facilitating collaboration among different departments allows teams to build camaraderie, gain new insights, and feel connected to a broader organizational mission. Managers should identify projects that benefit from diverse expertise and assemble teams accordingly. This strategy not only promotes knowledge sharing among employees but also enhances the organization’s collective creativity.
• Create Collaborative Spaces: Whether in the form of virtual platforms or physical co-working spaces, creating designated spaces for idea exchange and feedback can significantly improve teamwork. Managers can encourage employees to engage in collective brainstorming sessions in these environments, which can help nurture innovative concepts.
• Team-Building Activities: Organizing informal gatherings—such as trivia competitions, games or excursions, can facilitate bonding among employees beyond the workplace. These activities help enhance job satisfaction, foster collaboration, build trust and make work less boring.

4. Recognize Performance and Give Feedback

• Frequent and Specific Recognition: Recognition should always be timely and detailed. Rather than offering a generic compliment such as “well done,” managers should focus on particular accomplishments or actions that positively influenced a project. Acknowledging employees in team meetings or sending personal thank-you notes can make them feel truly appreciated.
• Celebrate Milestones: Celebrating both big and small milestones, such as work anniversaries and project completions, underscores the importance of every achievement. Organizing a small celebration or distributing a congratulatory email that acknowledges the entire team is an excellent method to ensure employees feel valued.
• Constructive Feedback: It is crucial to provide well-rounded feedback that emphasizes strengths while also identifying areas for improvement. Managers should arrange regular performance review meetings and develop individualized growth plans for each employee, demonstrating their commitment to individual development. Managers need to balance recognition with feedback.

5. Provide Positive Reinforcement

• Acknowledge Small Wins: It is quite essential to recognize small achievements as it helps maintain employee motivation and create momentum toward important goals and objectives. Managers can communicate through team emails that highlight positive contributions or utilize bulletin boards, whether physical or digital, to highlight individual efforts. These brief acknowledgements can significantly enhance team morale.
• Peer-to-Peer Recognition Programs: Creating a space for team members to recognize each other’s efforts helps build camaraderie. Organizations can set up online platforms where employees can thank or praise their peers. Managers should encourage employees to use such platforms because when team members feel encouraged to recognize one another, it builds a supportive team environment.
• Rewards for Consistent Effort: Providing small rewards, such as gift cards or appreciation lunches, can effectively reinforce the consistent effort employees put in. These incentives don’t necessarily need to be lavish; even modest gestures can elevate team spirit.

6. Weekly Check-Ins

• Keep It Consistent, but Flexible: Conducting weekly check-ins fosters continuity and provides employees with a regular oppurtunity to connect with their manager. Nevertheless, managers need to maintain flexibility in these meetings, adapting them to the unique needs of each employee.
• Use the Check-Ins for Goal Alignment: Weekly check-ins can serve as an excellent opportunity to set and reevaluate goals. Managers can help employees by outlining small, attainable goals that build toward larger objectives. This can reinforce a sense of progress among employees, which is vital for maintaining engagement.
• Listen Actively: Weekly check-ins should be more than mere status updates. Managers can use this time to engage in active listening, pose open-ended questions, and offer support. This makes employees feel that they are respected, supported and listened to which helps in strengthening trust.

Besides these strategies, managers should keep in mind the 5 Cs of employee engagement.

• Care: It is essential for organizations and managers to show genuine concern for their employees because it makes employees feel that they are valued, which fosters a sense of engagement among the workforce.
• Connect: Managers should try to create a strong relationship with their subordinates and should be empathetic towards them. Engaging in meaningful conversations while providing direction and guidance to employees can help managers connect with their team members.
• Coach: Coaching is very useful when it comes to guiding and supporting employees, which in turn helps in talent retention and development, ultimately enhancing productivity and job satisfaction.
• Contribute: Individuals seek to find meaning and purpose in their work; therefore, employees should be encouraged to actively participate and contribute to achieving the organization’s goals and objectives.
• Congratulate: Managers should acknowledge and appreciate their team members’ achievements which helps motivate employees and reinforces a sense of value.

Employee engagement is more than just initiatives; it’s a continous commitment to building a workplace where employees feel respected, valued, and motivated. Managers play a crucial role in fostering this environment. By creating a supportive, inclusive, and growth-oriented atmosphere, managers show employees that their efforts and contributions are significant.

Engaged employees form the cornerstone of a thriving workplace. As managers continue to foster this engagement, they not only enhance individual performance but also contribute to a work culture that people aspire to be a part of. By viewing engagement as a collaborative journey rather than a one-time goal, managers can instil a sense of value and inspiration within their teams.