Are you a manager? Let me make employee engagement personal for you:
- Managers benefit from employee engagement … in at least 5 ways,
- But too few of them are lined up to do so
Employee Engagement Is a Big Win for Managers
Guess what? Employees and organizations aren’t the only ones who profit from engaging employees. Immediate managers have a lot to gain, too
Our research shows that managers with fully-engaged teams often find that:
- Their job is easier,
- They’re less stressed,
- Their teams are more productive,
- Their customers are more satisfied, and
- They have higher employee retention.
Many managers are completely unaware. Fully-engaged teams mean fewer headaches, less time spent hiring and firing, and customer service issues that become a thing of the past. You’d probably even sleep better.
Far Too Few Managers Reap the Benefits of Employee Engagement
Our research shows that only 26% of managers say employee engagement is a very important part of what they think about, plan for, and do every day. That means only a quarter of all managers enjoy the advantages that can be had from managing a team of fully-engaged employees. Why? Because fully-engaged teams depend on managers who make employee engagement a daily priority.
You can join that club. If you’re engaging employees on a daily basis, you’ve made it a habit. If not, you can make it one.
A Little Leadership Attention Would Make a World of Difference
Of course, it would be great if senior leadership recognized and rewarded managers for their extraordinary employee engagement efforts. When that happens, managers’ commitment to making employee engagement a daily priority increases threefold.
That’s significant – a 3x increase in managers’ commitment to employee engagement when leadership genuinely takes an interest. You might want to have a conversation with your senior leaders about that.
At Dale Carnegie, we’re connecting with managers on the topic of employee engagement all the time, so don’t hesitate to share your questions and experiences by emailing me. You can also sign up for my alerts to learn more.
Mark Marone, PhD. is the director of research and thought leadership for Dale Carnegie and Associates where he is responsible for ongoing research into current issues facing leaders, employees and organizations world-wide. He publishes frequently on various topics including leadership, the employee/customer experience and sales. Mark can be reached at [email protected].
