Managers have a difficult task ahead of them. To begin with, they have information or abilities in their field of expertise that the company relies on. They also have a responsibility to keep staff engaged. One would argue that their engagement responsibilities extend beyond their direct reports. With each employee interaction, managers are expected to lead by example and create an appealing work environment. In this article we will talk about some Tips to Managers for Employee Engagement.
Many managers rise through the ranks. They are high-performing employees with superior technical abilities. Manager also have a few tendencies that set them apart when it comes to working with others.
8 Tips to Managers for Employee Engagement
- They understand when to assist staff and when to let them figure things out on their own. One of the most difficult lessons for managers to master is not to jump in and solve everything. Employees must learn, and learning sometimes entails making mistakes. Great managers strike a balance between teaching and allowing their staff to develop on their own.
- Great leaders don’t have to be saccharine-sweet to be effective. But, let’s face it, negativity isn’t going to motivate your employees. Managers understand how to see the bright side of things and transform hardship into an advantage.
- They ask for feedback from employees (including about their performance.) Making employees a part of the job is one of the most effective methods to engage them. Inquiring about their thoughts and getting comments. Great leaders solicit feedback on a regular basis. Employees also understand that they are free to provide suggestions and criticisms.
- They acknowledge employees in the manner in which the employee wants to be acknowledged. This is also true in terms of communication. Great managers understand that true and genuine communication and recognition are tailored to the individual. They recognize the distinction between fair and equal
- They are capable of making decisions. Not just the basic ones, but also the messy, convoluted ones. They understand when people should make decisions on their own, when they should make decisions for the team, and when decisions should be made together.
- They work well with others (with their staff and with their peers.) Great managers understand that they are not just in charge of a team, but also a member of one. Employees are acutely aware of supervisors who are at odds with their peers. It raises questions about their leadership and ability to defend their personnel.
- They’ve mastered the art of rising to the top. Great leaders recognize that effectively managing up is critical to getting things done. Managing up is keeping senior management informed and educated about work so that organizational efforts and resources remain flowing in the proper direction.
- They add value to the organization by effectively delegating. This is a follow-up to the first habit. Great managers understand which tasks they should complete themselves and which they should outsource to others. They value staff learning and are open to new skill acquisition.
Managers engage employees with constructive feedback, communications and recognition. Managers who develop these good habits, create employee engagement.
Written by Faber Aleena Thomas & Faber Mayuri Pandya
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