Accept it or not, managers are the key to employee engagement. We have written articles in the past and presented the research findings that managers account for over 70% of the variance in employee engagement. That may be a lot to digest and is certainly a lot of responsibility, but the fact is that managers are ultimately responsible for the engagement of their team. There is no denying this and pointing fingers at others or blaming circumstances do not diminish this fact.
This is an important topic for us at Dimensions since engagement is a major factor in cultivating a safe and sound workplace. Engagement enhances:
- Employee well-being,
- Team performance,
- Employee loyalty, and
- Customer satisfaction; just to name a few.
And here’s the thing, fostering engagement is not difficult and takes minutes yet the beneficial outcomes are transformational for the team, the organization, and the stakeholders.
What research demonstrates and as discussed in Employee Engagement 2.0 by Kevin Kruse, is that engagement is cultivated by focusing on employee,
- Trust,
- Growth, and
- Recognition.
We have said this before, but it is worth repeating, fostering engagement has nothing to do with the number of ping pong tables, ice cream parties, picnics, or other celebrations at your facility. Although these are certainly nice, they will not compensate for the work climate created by managers and may even lead to employee resentment and cynicism.
Employees want,
- Meaning and Purpose,
- Mastery,
- Autonomy,
- Sense of Belonging and Connection, and
- Recognition that what they do is appreciated and makes a significant contribution.
Fostering these 5 leads to employee well-being, safe behaviors, engagement, and a safe and sound workplace.
Simple actions to foster engagement only take minutes and will enrich, not waste, managers’ valuable time! A few quick considerations,
- Say ‘thank you’ more often.
- Demonstrate that you appreciate each member of the team.
- Talk regularly about the organizational mission and team goals. Mention how each on the team contribute to both.
- Ask members if they have the resources and skills needed to complete their job and to grow.
- Discuss career goals once or twice a year with each team member and provide coaching to accomplish those goals.
- Make a personal connection with your team members.
Culture and work climate matter for a safe and sound workplace, and managers are the conduit. Developing leadership qualities and skills for all managers – in fact, for all stakeholders – is the foundation for engagement, employee well-being, and organizational well-being – what a safe and sound organization is!