Why great managers have engaged employees
Motivated and productive employees who are committed to the goals of their company and do an excellent job achieve measurably higher results in companies.
It is actually quite logical: Motivated and productive employees who are committed to the goals of their company achieve measurably higher results and are engaged at work. In many companies, managers therefore launch initiatives to appreciate, recognize and support their employees with the aim of ensuring that they enjoy working there. Studies show that companies with high employee engagement outperform those with low employee engagement by 202% 1.
Sure, investing in employees costs money. But it costs even more to lose our best people to competitors. And this is a very real concern: a Gallup survey shows that 37% of engaged employees are looking for work or at least open to new opportunities. The percentage is as high as 56% among uncommitted employees – more than half of them have already mentally resigned. This is a devastating statistic, given that companies with engaged employees have 233% higher customer loyalty and 26% higher annual sales growth 2.
How to engage
In a disruptive, constantly changing world, good leadership skills are becoming increasingly important. Research studies also prove this. Having confidence in a manager is the greatest motivation for above-average employee engagement, and growth and development opportunities are the second most important 3. We atwork are convinced that managers can only increase their employee engagement through constant feedback. Beginning with simple behavioral patterns: For example, 70% of employees say that their motivation and morale would massively improve if their bosses thanked them more 4.
It is also important that managers use tools and behaviors to measure, adapt and improve the culture in the company through change. The compensation system, benefits and recognition should aim to make the lives of employees improve overall. Ongoing training opportunities are another building block for motivated employees. They can also develop their skills in online courses, in class or in groups. Employees decide what they want to learn based on the needs of their teams and individual career goals. Managers focus on coaching and development – not on what training employees should receive.
A good leader is also able to communicate his or her thoughts and ideas in a way that employees will be able to understand. In addition, foresight, fairness and openness are essential. Team performance – and not one’s own ego – should always be at the forefront of goal accomplishment. After all, the more involvement and participation a company allows its employees, the stronger the bond between the company and its employees, especially the younger ones.
About time for any company to increasingly assess its managers on agility, creativity and the ability to lead teams. Because such managers also deliver better financial results at the end of the year. Quite logical, actually.