As a manager, you play a vital role in creating a highly engaged workforce – studies have shown effective managers can account for a 70% difference in engagement levels. However, just as the majority of us claim to be good (or better than average) drivers, most managers presume they are better at engaging their employees than they really are.
By objectively reviewing your WorkBuzz feedback, you’ll be able to recognise your strengths as a manager and pinpoint areas to focus on improving. Here’s a summary of what engaging managers do differently:
- Be personally engaged
Not only do these managers preach engagement, they live it. They’re passionate about what they do, lead by example and are outwardly positive. It’s contagious.
- Know your team members
By really knowing your team members as individuals, you’ll be better placed to motivate them and play to their strengths. In Playing to Strengths we provided our top tips on identifying and leveraging their unique talents.
- Set clear goals
A common source of frustration for many employees is they don’t understand their goals or the link between their day-to-day work and the organisation’s objectives. Effective managers help them to see the bigger picture and how they can contribute towards helping your company realise its vision. Consider using this resource Helping your team connect with your organisation’s vision.
- Coach and develop employees
For many employees, personal growth – opportunities to develop their skills and progress their career, contributes highly to their levels of engagement. In Effective Personal Development Discussions we provide different ideas for developing your people.
- Regularly Communicate
Communication is often the basis of any healthy relationship, including the one between a manager and their direct reports. Managers need to communicate with employees and give them the chance to provide feedback and share their views. In Being an authentic leader, we outlined that by opening up to your team and admitting you don’t have all the answers, you’ll build trust, helping to nurture relationships and inspire them.
- Recognise Performance
Employees need to feel valued and showing genuine appreciation for good work helps communicate this. Here are some steps you could take:
- Saying thank you – it’s a simple but powerful way of letting someone know you care
- Ensuring you let individuals, rather than you, take credit for successes your team has
- Highlighting successes through internal publications, like your intranet or company magazine
- Nominating employees for “Employee of the Month” type initiatives – it shows you have their back and want them to get the recognition they deserve.