Recently, we’ve been discussing a Gallup study that talks about low manager engagement in the global workplace.

Their report found that the key to creating engaged managers (which in turn creates engaged employees!), is that company executives must invest time and money in training, educating, and coaching their managers.

Last week, we provided you some suggestions for how you can invest in training for your managers, and today, we’re focusing on educating them in a foundational leadership principle. Then next week, we’ll cover the importance of coaching for their wellbeing.

The foundational leadership principle is this:

When people feel that they matter,
and trust that they can bring all of themselves
to the conversation,
success follows!

Research shows that when leaders work to demonstrate that they care about their team and value their contributions, people feel that they belong, and that they matter.

When people feel that they matter, they’re more likely to speak up, share their differing ideas, respect each other’s similarities and differences, and work together to create success.

We recommend downloading our Mattering at Work PDF, as a foundational tool to help your leaders understand how they can create this sense of trust and safety with their teams, by demonstrating that they CARE for and VALUE them.

To get you started, here are a some of our top suggestions: 

Demonstrate CARE

  • Regularly ask individuals and teams, “What does support from me look like?” and “What does support from the team look like?”
  • Be fully present in online and in-person meetings and conversations (put away distractions).
  • Apologize and admit when you’ve messed up.
  • Create regular “connection” meetings. Connection can come from working together on the team values or sharing something more personal. Be sure to get input from the team on what type of connection meetings would feel supportive to them.
  • Encourage, model, and connect regularly about healthy work/life balance.

Demonstrate VALUE

  • Regularly ask individuals and teams, “What does support from me look like?” and “What does support from the team look like?”
  • Provide thoughtful feedback in real time and annually.
  • Let people know how their skills help create success.
  • Offer recognition for contributions to the team or the organization. Be sure to find out how they like to receive recognition.
  • Comment on a successful project completion.

To retain your great employees and your great leaders, it’s crucial that you create a culture where everyone feels cared for and valued. They feel that they matter.

When employees
believe they matter to you,
they’ll lean in to help you
in creating success.

Success for them, the team,
and the organization.

Stay tuned for next week, when we’ll talk about the importance of mentoring and coaching to increase manager engagement.

Let us know how it’s going!

If you’d like support
creating an engagement plan
for your managers,
contact us today.