8 Ways to Increase Employee Engagement

By Michael Galvan | 02/15/2016

Great managers know how to bring out the best in their workforce. Their leadership routinely inspires more cohesive teamwork and better results. The best managers are masters of improving productivity, and simultaneously creating an environment where employees feel comfortable and can handle the pressures of their job.

The benefits of a superstar team leader are more important than ever. A study found that companies with engaged employees had revenues nearly two and half times higher than their competitors with lower engagement levels.1 In a competitive business environment, a great manager can make all the difference.

So what does it take to keep employees engaged and upbeat?

Great managers are great communicators.

Great communication starts from the top down. Great managers set clear goals and deadlines and effectively communicate those points to their team. They also take the time to explain the why’s of a situation so that employees get a better sense of how to accomplish their tasks.

Communication is a two way street.  Good managers also realize that listening is just as important as talking. They take the time to understand and respond to questions and concerns from their employees. This creates a strong dialogue, and helps employees to feel like they have an active role in helping achieve the company’s mission.

Great managers inspire with carrots rather than sticks.

The best managers know that employees work better when they are inspired rather than scared. Whether you offer bonuses, internal recognition, or simply a pat on the back, you should strive to be the manager who incentivizes workers rather than intimidating them. Research shows that 75% of people that leave their job do so because of their boss.2

Awesome managers build flextime into their schedule.

People in leadership positions often have very full schedules. Tight scheduling comes with being a leader, but that can leave little room for dealing with unexpected conflicts or other situations. Building free time into their schedules enables good managers to quickly solve problems and meet with team members.

Great managers are decisive.

Waffles belong on a plate, not in the boardroom. Indecisive leaders don’t inspire confidence. Good managers weigh their decision carefully and then pick a direction and stick with it. Managers who can’t make up their mind run the risk of being either pandered to or resented.

Great managers should lead by example. 

Great managers exemplify the characteristics they want to see in their employees. You can set an example without saying a word. If you expect punctuality and you are always late to meetings, then it becomes difficult for your employees to value that quality.

Great Managers know how to delegate.

Good managers understand each team member’s individual strengths and build from that. They understand that it’s impossible to do everything themselves, so they find the most effective way to get everyone involved. This creates a productive environment that better utilizes the talents of each team member.

Great managers schedule one-on-one meetings.

In a group setting, it can be difficult for some employees to express their ideas and opinions. Great managers conduct regular one-on-one meetings with each of their employees to get their feedback and keep track of progress.

Great managers always act ethically.

Great mangers work to play fair and avoid creating a toxic environment. Great managers are known for their fairness. They stay away from gossip and avoid undermining team morale.

Managing a team of people isn’t easy, but by doing the right things, managers can inspire confidence and increase productivity. Great mangers create engaged employees and work hard to enable an environment where their workers can flourish. 

References

  1. http://www.haygroup.com/us/services/index.aspx?id=1697
  2. J Pers Soc Psychol. 2008 Nov; 95(5): 1045–1062.
  3. http://www.thesocialworkplace.com/2011/08/social-knows-employee-engagement-statistics-august-2011-edition/