Feeling restless and uninspired at work is a common experience, whether you're an employee or an employer. Many individuals and organizations are noticing a decline in engagement and enthusiasm, reflecting a broader trend. Employee engagement in the U.S. has plummeted to its lowest level in more than a decade, dropping to 30% in the first quarter of 2024. This decline represents 4.8 million fewer employees who are engaged in their work and workplace, marking the lowest reported level of engagement since 2013.
Yikes.
Faced with these alarming statistics, companies might be tempted to go into panic mode, tossing every engagement tactic they can think of against the wall — training programs, unlimited PTO, gym memberships, free snacks. However, the solution to this engagement crisis is simpler than you might think: it turns out that the key to engaged employees is engaged managers. (Although, let's be honest, free snacks are pretty nice too!)
The Crucial Role of Managers
A stunning finding from Gallup reveals that the manager determines 70% of the variance in team engagement. In an era where job-hopping is increasingly the norm and burnout is an ever-present threat, the manager role has never been more critical. A great manager doesn’t just keep the ship afloat — they turn it into a place where everyone performs at their best.
Supporting Manager Engagement
The world's most engaged organizations understand the importance of supporting manager engagement. Many managers today are worn out and stressed. Engaging them requires skill and determination from committed leaders, but it’s an investment that benefits the entire organization.
Because when managers—especially frontline managers—are engaged, employees and customers are too.
Here's how great companies ensure their managers remain plugged in and present.
Focusing on the Manager Experience
Companies need to focus on the full spectrum of the manager experience, from attracting talent and onboarding to ongoing career development. Like anyone else, managers need to feel valued and supported right from the start. A well-designed onboarding process helps new managers hit the ground running and feel like a part of the team from day one. New manager training is particularly important and ensures people feel supported and empowered as they grow into their roles.
Empowering Managers to Become Coaches
Great managers don’t just supervise — they coach. They guide their team members, helping them develop their skills and achieve their goals. Making the shift from boss to coach is crucial for fostering a culture of engagement. Coaching empowers employees, builds trust, and encourages open communication. It’s about providing support, not just direction.
In a recent series of workshops, I asked managers to reflect on their best past managers. Unsurprisingly, the top descriptor was "supportive," while "giver of instructions" did not appear at all.
Selecting Managers Based on Aptitude
Not everyone is cut out to be a manager. We've all heard the cautionary tale of the superstar employee promoted to manager based on their achievements — only to struggle in the new role.
The best managers are selected not based on their technical skills but on their leadership aptitude. They have the right mix of emotional intelligence, communication skills, and a genuine interest in helping others succeed.
Companies must be deliberate in selecting AND rewarding leaders who embody these qualities to effectively guide and engage their teams. Additionally, they should have the processes and willingness to gracefully transition a manager out of their role if they fail to demonstrate these essential traits.
Providing Ongoing Development
Manager development isn't a one-and-done deal — it's an ongoing journey. Learning programs need to be multimode, continual, and experiential. That means mixing it up with workshops, mentoring, reading, and real-life challenges on the job. Keeping managers in the loop with regular development opportunities helps them stay current with new practices and refine their existing leadership skills.
Offering Recognition
One of the most potent tools when it comes to engagement is recognition. It doesn’t need to be fancy or break the bank — a straightforward “thanks” or “great job doing x” can go a long way. Being a manager is challenging, and hearing senior leaders express their gratitude for the work that goes into it not only boosts morale but also reinforces positive behavior.
Demonstrating Care
Companies that show they care end up with healthier, happier, more engaged, and higher-performing employees. It's not rocket science, just good business. Leaders should equip managers with tools to understand and address employee needs through training in emotional intelligence, active listening, and effective communication. Think of it as giving them a Swiss Army knife for people skills. This creates a supportive atmosphere that empowers managers to show they care. When managers forge genuine connections, employees feel valued and understood — and everyone wins.
Empowerment Through Autonomy
Micromanagement is the enemy of engagement. It stifles creativity, erodes trust, and breeds resentment. While companies should provide a supportive scaffolding of onboarding, training, and clear expectations, they should then step back and give managers some freedom to chart their course and develop their management style. Think of it as giving managers a GPS, not a backseat driver.
Autonomy fosters a sense of responsibility. When employees are trusted to make decisions and own their teams, they're more likely to be engaged and committed.
Having control over your work is incredibly motivating and is a key driver of job satisfaction and engagement.
The Bottom Line
The importance of great managers in driving employee engagement can’t be overstated. Because ultimately, the success of any organization hinges on its people. Engaged employees aren't just more productive, they're more creative, loyal, and likely to go the extra mile. Great managers get this. They make it their mission to cultivate a culture where employees can thrive. They're the backbone of any successful organization, proving that leadership isn't about wielding power — it's about empowering others.
Interested in learning more about building human workplaces? Send me a note at Katherine@worksproutpartners.com.
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