Statistics suggest that companies achieving high levels of employee engagement are  23% more profitable, so there is no doubt that engagement is integral to a successful business. But what does it look like, and how can it be improved? Here, we look at what it is, the role of business managers, and the critical part they play in engaging their employees.  

What is employee engagement? 

Employee engagement is employees' emotional commitment, enthusiasm, and dedication toward their company and its goals. It reflects how invested they are in their work, how much they care about the company's success, and the extent to which they are willing to go above and beyond their job responsibilities. When an employee is engaged, it benefits everyone, as they will stay longer in their role, be more productive, and benefit from better job satisfaction. When someone enjoys their job, they participate more by offering ideas, supporting colleagues, and taking initiative.  

Five elements that influence engagement  

We know that managers play a critical part in employee engagement because they have direct control over key elements that drive it, such as trust, communication, recognition, growth, and a supportive environment. Let's take a look at those elements in more detail. Trust - 

Trust is vital to nurturing engagement and allowing employees to have confidence in their company management. Because when they trust that their managers have a clear vision, make informed decisions, and act with integrity, they are more engaged.  

Managers who communicate openly, provide regular feedback, and are transparent about goals and decisions foster an environment of trust. 

Communication - 

Engagement is about feeling heard and valued, and effective open communication is fundamental to that. Because it ensures that employees are involved in decisions and gain a better understanding of the direction of the company and how their role fits into that.  

Managers who create space for colleagues to express their thoughts, ideas, and concerns build stronger relationships and further enhance engagement. An effective way to make that space can be one-to-one meetings or informal check-ins to understand problems, give feedback, and maintain open dialogue. 

Recognition -  

Employees who feel recognised and appreciated for their contributions are far more engaged as their work has a purpose and contributes to something larger than themselves. In turn, this creates a deeper emotional connection to their work. It is often the responsibility of managers to recognise efforts and achievements, which can be accomplished through regular feedback and positive reinforcement. Both make employees feel valued and respected, which is crucial for engagement.

Growth -  

Employees are more engaged when allowed to grow and develop in their roles because it offers them a clear purpose and keeps them motivated. Such opportunities include career advancement, training, and skill development. Managers can implement this and invest in their future with the company. They can also provide mentorship and help their employees to establish a clear career path.  

Supportive environment -  

A culture where employees are supported by their colleagues and managers is crucial for engagement because it encompasses work-life balance and emotional wellbeing. Those who experience that support, especially in challenging times, are more likely to stay engaged. So, it is essential that managers are empathetic and attuned to their employees' wellbeing to prevent disengagement and reduce stress.

Leading by example  

Now that we have looked at how much of an influence managers can have on the engagement of their employees, it is also worth mentioning that one of the most effective things they can do is lead by example. Because when managers are committed and enthusiastic, amongst other things, they inspire similar behaviour in their teams. Managers can also create a culture of accountability by setting high standards and holding themselves and their team accountable, which fosters a culture of excellence and engagement. Emotional intelligence also plays a big part in engagement; therefore, emotionally intelligent leaders have more engaged teams. In fact, according to research by the EI network 'Six Seconds', a leader's EI can account for up to 70% of the variation in employee engagement scores.

If you'd like to understand how you can improve your team's engagement, further develop your leadership team, or discuss the solutions we have available, we are always happy to have a chat. We have recently been working on a new suite of 'Emotional Intelligence' courses for all levels, which will be on the website soon and includes 'The EI Advantage - Elevating leadership through Emotional Intelligence'. We also have one of our most popular leadership development programs, 'Emotional Intelligence for Managers and Leaders', which is hugely influential in encouraging better engagement through management. Contact us, and we can tell you more about them.