Engagement by the Numbers
Savvy, successful business leaders do not need to be convinced of how important employee engagement is – how it both reflects and affects the company culture.  Organizationally, higher levels of employee engagement correlate to

  • 18% greater productivity
  • 12% higher customer satisfaction
  • 51% less voluntary turnover

What’s not to like?

The Manager’s Role in Employee Engagement
From a manager’s perspective, our employee engagement survey results tell us that higher employee engagement scores correlate to more discretionary effort, advocacy, and loyalty from their team.  But before they can benefit from these positive results, managers themselves need to buy into the importance of engagement, or employee engagement efforts will be diluted. 

Managers must set the tone and create the environment where engagement can take hold and flourish.

The Problem
The problem is that too many managers – about two-thirds at the latest count – report being either somewhat or actively disengaged at work.  This is not surprising as managers feel under-informed, overworked, and over-stressed.  Sadly, too few feel like they have opportunities for development and, when they do, the management training programs are ineffective.

The Solution
Companies need to find ways to set their managers, and their teams, up for success.  Organizations need to improve the manager experience in order to improve the employee experience.

What to Do

  • Model from the Top
    Managers, just like their employees, get their cues from the top. It’s essential that leaders consistently model and reinforce the company values and behaviors that support the company’s desired culture

  • Get Regular Culture Check-ups
    To perform at your peak, your culture must be healthy, your culture must be high performing, and your culture must be aligned with your business strategy. Organizational health is the foundation for high performance. Without the right levels of leadership, trust, capability, and climate, it is problematic to ask people to lift their performance.  And because your strategy must go through your culture to be successfully implemented, it is imperative to align how works gets done with what you are trying to accomplish.

    How often to do you assess your organizational culture?

  • Provide Manager Career Development
    Do your managers get their own turn to define career ambitions and to pursue avenues that support their growth and ambitions? Managers and team leaders deserve consistent career development conversations with their boss, just like the conversations they are expected to hold with their employees.

  • Put Mission and Purpose Front and Center
    Managers, and their teams, need a corporate mission and purpose that connect with their day-to-day jobs. Does your mission matter?

The Bottom Line
Are you doing all you can to inspire your managers so they can, in turn, inspire their employees to greater effort and loyalty to the company’s purpose?  Don’t neglect your managers.  They are the key to driving employee engagement.

If you liked learning about how to engage your managers to engage your people, download the Research Report – Relationship Between Employee Engagement and Manager Effectiveness

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