Engaged managers are crucial for organizational change and employee enthusiasm, as they significantly shape the work environment. Great leaders exemplify attributes like focus, confidence, and integrity while employing practices that enhance engagement through trust, respect, and collaboration. Strategies such as succession planning, recognizing performance, and providing growth opportunities are effective in fostering manager engagement.

1. Engaged Managers
Strategies to improve manager engagement.

2. Why are engaged managers important?
Managers typically bring about change in an organisation, thanks
to their direct impact on day-to-day operations.
Engaged employees are enthusiastic brand advocates while
disengaged ones are indifferent. Employees are largely
influenced by the environment created by their managers.

3. Great Leaders
A great leader will
• Tap into their people’s personal motivations
• Sustain engagement
• Lead by example.

4. Attributes
These attributes will typically be shared by a great leader:
• Focus
• Confidence
• Passion
• Patience
• Integrity
• Innovation.

5. Practices
Great leaders are more than just what they convey, but also about
the practices they follow. A great leader will show their
employees what they need to do – both to succeed in the
business and to help the business succeed.

6. Succession Planning
This is one proactive strategy to encourage engagement in
managers. It isn’t about promising a position that’s likely already
filled but communicating to a worker than their potential has
been clocked for possible advancement.

7. Seven Methods To
Engage Managers

8. Build trust
Without trust, there can’t – and won’t – be loyalty. Honest
communication, admitting mistakes and being
persuasive instead of autocratic all help to build trust.

9. Respect everyone
Don’t tolerate (or participate in) bullying. Managers and
execs get the behaviour they’re prepared to walk past.
Offer constructive feedback to encourage and empower.

10. Collaborate more often
Create specialist teams to tackle problems across
departments, encourage peer-to-peer networking and
keep different departments in the loop on others’
projects.

11. Institutionalise empathy
Get to know managers. Show empathy when a manager
expresses they are in a hard place, and they will
subconsciously do the same.

12. Recognise performance
Managers also need to be recognised and get a pat on
the back just as much as the employees they manage.

13. Provide literal tools for success
Managers often find themselves hindered by outdated
technology that doesn’t provide remote or mobile access
to their teams.

14. Provide training and growth
opportunities
Career opportunities don’t stop at middle management.
Giving managers resources to upskill keeps them
engaged in their role and organisation.

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