Employee engagement is a crucial factor in the success and growth of a business. It is the emotional connection an employee has with the organization which motivates them to perform to the best of their abilities. Employee engagement can be influenced by various factors such as job satisfaction, work-life balance, and financial rewards. However, one of the most significant influences on employee engagement is the level of engagement of their managers.
Managers have a crucial role to play in creating a positive work environment that fosters engagement, morale, and productivity. However, studies have shown that many managers struggle with disengagement, leading to a ripple effect throughout their team, ultimately affecting the company’s bottom line.
What studies say:
A Gallup poll found that only one in three employees felt engaged at work, with the biggest factor being the level of engagement of their immediate supervisor. In another study, conducted by Workfront, only 43% of employees felt their managers were effective at acknowledging their accomplishments.
Disengaged managers can lead to decreased productivity, low morale, and increased turnover, which can prove costly to companies. According to a report by the Society for Human Resource Management (SHRM), the cost of replacing an employee can be anywhere between six to nine months of their salary.
These findings highlight the critical role of engaged managers in fostering a positive work environment and maximizing employee satisfaction.
How Managers Influence Employee Engagement
Managers play a crucial role in shaping the work environment and employee engagement within their teams. When managers themselves become disengaged, it can have a detrimental effect on the overall dynamics and productivity of the team. A disengaged manager may fail to set clear goals and expectations for their employees, leaving them feeling uncertain about their roles and responsibilities. This lack of direction can lead to confusion and a decline in motivation among team members.
Moreover, disengaged managers may neglect to provide timely and constructive feedback, depriving employees of valuable guidance and growth opportunities. Without proper feedback, employees may struggle to understand their performance and make necessary improvements, which can further contribute to disengagement and frustration. Furthermore, when managers are disengaged, they may overlook the importance of recognizing and celebrating the achievements of their team members.
Disengaged managers may demonstrate the following behaviors:
- Ignoring the needs of their team members.
- Failing to communicate clear expectations.
- Failing to provide constructive feedback.
- Focusing solely on results without considering the well-being of their team members.
- Being resistant to change.
- Being unapproachable.
When managers are disengaged, they set a poor example for their team, leading to low morale, decreased productivity, and increased turnover. The good news is that there are pragmatic solutions for overcoming manager disengagement.
Zaggle Propel: A Pragmatic Solution for Overcoming Manager Disengagement
One of the most effective ways to overcome manager disengagement is by implementing a rewards and recognition program. Rewards and recognition programs help create a positive work environment, boost employee morale, and increase productivity. Zaggle Propel is an employee recognition software that offers a practical solution for companies struggling with manager disengagement.
Zaggle Propel helps to:
- Drive engagement, incorporating gamification elements into recognition programs, such as tiered reward clubs, and reward point calculators with multiple KPIs.
- Increase engagement by implementing individual dashboards for employees that showcase their achievements and performance in relation to their peers can be a powerful tool.
- Use data analytics to identify trends and patterns and provide insights to managers and leaders to improve engagement.
- Increase efficiency, reduce manual effort and rewards claims cycle times through automation of the claim submission and approval process.
- Customized with gift merchandise and experiences with a wide global catalog.
Reward and recognition programs offer a solution to overcome manager disengagement by motivating managers, reinforcing desired behaviors, building a culture of engagement, enhancing employee engagement, and retaining and attracting talent. By implementing such programs, organizations can create a positive and supportive work environment that fosters active involvement and commitment from managers, leading to improved team performance and overall organizational success.
Final thoughts:
In summary, managers have a critical responsibility in creating a positive work environment and fostering employee engagement. When managers themselves become disengaged, they risk neglecting their duties, such as setting clear goals, providing feedback, and recognizing achievements. This can have a detrimental impact on the team, leading to confusion, low motivation, and a sense of underappreciation among employees. Therefore, organizations need to prioritize the engagement and well-being of their managers, ensuring they have the necessary support and resources to lead and inspire their teams effectively.
