5 Tips to Becoming A More Engaging Manager

We know managers make a big difference to employee engagement – we often hear “people leave managers, not companies”, but what does it actually mean to be an engaging manager? We’ve got a few tips here to help you on your way:

1) Welcome New Employees

Especially useful if you have team members across different offices/geographical locations, send new employees a welcome pack containing:

• a letter from you welcoming them
• introductory information about the business, including a brochure or marketing materials
• your strategic narrative
• any sports or social clubs information
• other workplace benefits information

Include specific information about their role, including their job description, and organisation chart, and any logistical information concerning the team and office they are joining, for example, location maps, canteen information etc.

Also make sure other employees are informed of new employees starting, their name and role, before they arrive. There’s nothing more awkward than starting a new role other people didn’t know was in the pipe-line…

2) Get to know employees as individuals, and communicate with them

This may seem obvious, but it’s true! If a manager knows and understands an employee as an individual, they will be able to better motivate them. It doesn’t have to be with formal one-to-one meetings:

• informal discussions over coffee or a social event
• holding regular visits or conference calls with employees based in other locations
• give employees the chance to share their views and contribute to defining team and business goals
• update them on how the business is doing
• set a time, date, location and agenda to brief them on developments, answer questions etc.

By making sure you are in contact and open to discussions and ideas, they will know they are involved and supported.

3) Coach and develop employees

Managers need to help employees identify solutions to issues they encounter so they keep developing their skills and confidence and have clear development paths:

• Create personal development plans for each team member, and make sure these have clear links with their roles, team activities and corporate goals.
• Give them the opportunity to try new areas of work and develop new skills in like with this plan.
• Provide a space where you can have open discussions and encourage the team to be open with their ambitions.

4) Handle feedback from employees

Respond to feedback received by acknowledging suggestions or concerns, explaining your view, and involving employees in developing actions to address emerging issues. Talk to individual employees on a regular basis to check their understanding of objectives or key issues. Respond regularly and honestly to feedback, taking action on issues identified and sharing the steps you are taking so that employees know that their voices are being heard.

5) Make yourself accessible to the front line
Make sure you as the manager, have the support and resources you need to be able to reply promptly and expertly to any feedback, discussions and any other communication you have with your employees; not only to help others as, but to develop and improve your own performance and goals.

Take a look at our People Managers Toolkit, an employee engagement resource developed for Managers to enable them to make difference to employee engagement. Alternatively, request a call-back for a no-obligation discussion on how People Lab can help your organisation