The Manager’s Dilemma: Elevating Employee Engagement

On a scale from 1 to 10, how would you rate employee engagement in your organization? 

If you would rank it below an 8, you’re not alone. Only 30% of Human Resources (HR) professionals say the average staff member in their company is highly invested. 

Although many factors contribute to a person’s commitment levels, managers are one of the most important. Research shows that supervisors account for 70% of the variance in team engagement. That’s a considerable responsibility, especially as people leaders juggle competing priorities, leaner teams and ambitious goals. It’s no wonder many feel stretched thin as they strive to motivate their direct reports while also meeting business targets. 

What makes engagement particularly complex is that it’s highly individualized. Life stages, aspirations, personal strengths and Thinking and Behavioral preferences all influence what makes work purposeful. For example, what energizes me is having the opportunity to coach my colleagues and see them apply that knowledge to improve their performance. I recognize others may feel drained after coaching conversations, so I moderate my coaching with these individuals accordingly. 

Unfortunately, many company policies and programs are built for consistency over customization, making it difficult for managers to figure out how to help their people feel connected to their work.  

There is good news, however! Learning & Development (L&D) teams can partner with supervisors to offer relevant training, on-demand tools and useful frameworks to create environments that inspire their direct reports without significantly increasing workloads. 

Five Ways L&D Can Help Managers Elevate Engagement

1. Uncover Personal Strengths

Strengths-based leadership has been linked to higher motivation and performance. When supervisors model a healthy sense of self-awareness and demonstrate how they are applying their strengths, they can encourage their teammates to do the same, resulting in a more productive workforce. To support this approach, L&D may: 

• Allocate funds for tools like the Emergenetics Profile that reveal individual gifts and tendencies 
• Provide training and frameworks to incorporate assessment results into task assignments 
• Instruct leaders on building teams with members who have distinct perspectives so staff can use their brilliances and enhance problem-solving capacities 

2. Customize Coaching Discussions

Employees with mentors are twice as likely to be engaged as those without. By empowering managers to become effective coaches, L&D can set the foundation for greater commitment. Because there is no one-size-fits-all formula to mentorship, it’s essential that supervisors have tools to adapt their approach to each mentee. L&D can offer resources to: 

• Pinpoint and reduce unconscious biases  
• Tailor how to provide feedback to team members based on Thinking and Behavioral preferences 
• Ask questions to uncover what truly energizes each direct report 

3. Co-Create Personalized Development Plans

Personnel with clear career development paths are 2.7 times more likely to be invested at work. The challenge? Generic professional development plans often fall flat. Employees want to see that their learning path aligns with their goals, interests and future needs. L&D can partner with managers to: 

• Facilitate goal-setting conversations that explore employees’ aspirations 
• Design custom learning experiences that connect business needs with personal skill building  
• Provide just-in-time tools and templates in a centralized place to help structure development plans 

4. Promote Autonomy

Research shows that when bosses encourage their direct reports to take ownership of their initiatives, staff perform better, enjoy higher psychological well-being and feel more motivated. To effectively guide supervisors, L&D can:  

• Strengthen their delegation skills so leaders feel confident letting go of projects 
• Deliver frameworks and just-in-time resources that encourage independent problem-solving 
• Offer flexible learning opportunities and on-demand resources to support upskilling so staff feel capable taking on more tasks

5. Build a Psychologically Safe Environment

Creating a supportive space contributes to 76% more employee engagement and 29% greater life satisfaction. When employees feel safe sharing ideas, asking questions and being themselves, they are more likely to be present and actively participate at work. Leaders play a vital role in cultivating that environment. To set managers up for success, L&D teams can: 

• Train them to appreciate and leverage distinct work styles and perspectives 
• Provide workshops and on-demand eLearnings to build emotional intelligence skills 
• Promote practices like assuming positive intent and coach leaders to use affirming language to increase trust, open dialogue and mutual respect 

Working Together to Boost Motivation and Commitment 

Employee engagement doesn’t come from some grand gesture or cutting-edge perks. It’s elevated through daily, intentional choices that managers, leaders and teams across the organization make to see, hear and support their colleagues. 

When the entire organization works together to cultivate a collaborative and connected workforce, both employees and the business will thrive. 

Interested in more tips to help your organization’s supervisors? Download our eBook, The Manager’s Dilemma: Navigating Corporate Mandates and Team Needs! 

Or, fill out the form below to speak with one of our staff members about how Emergenetics can boost your employee engagement!   

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