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Managers are the Secret Behind Employee Engagement

Cathie Leimbach • September 14, 2021

The term employee engagement relates to the level of an employee's commitment and connection to an organization. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. High levels of engagement promote retention of talent, foster customer loyalty, and improve organizational performance and stakeholder value.

 

So, how serious is the employee engagement issue? While leaders may be aware that "engagement" is necessary, the data provides an even stronger case. Recent research shows that 70% of American workers are disengaged – meaning they are emotionally disengaged from their managers and their company – showing up for the paycheck and little else. Of that 70%, 18% are actively disengaged and working against the company.

 

Let's look at a team of 11 people. Using these numbers, three team members are actively engaged, six are disengaged – simply showing up, and two are actively disengaged – working against the company's goals. Your team of 11 employees is creating lower productivity, decreased profitability, and lowered customer satisfaction.

 

We can understand the differences between engaged and disengaged employees by looking at their characteristics:

Engaged Behaviors

  • Optimistic
  • Team-oriented
  • Goes above and beyond
  • Solution-oriented
  • Selfless
  • Shows a passion for learning
  • Passes along credit but accepts blame


Disengaged Behaviors

  •  Pessimistic
  •  Self-centered
  •  High absenteeism
  •  Negative attitude
  •  Egocentric
  •  Focuses on monetary worth
  •  Accepts credit but passes along blame

   

Think about your employees and the teams you have created. How many of your team members are exhibiting disengaged behaviors? And then imagine what would happen in terms of productivity and profitability if you could turn that around. 

 

So, what is the solution? Research shows that disengagement occurs when management practices and organizational culture don’t empower and develop employees. And even more importantly, it is your managers behavior that builds organizational culture.

 

Managers are the secret behind increased engagement. When managers are taught and empowered to move from just managing the work to coaching and developing their employees, engagement increases significantly. 

 

Investing time and resources to train your managers to be more effective will result in a more robust organizational culture and increased engagement. Equipping them with the tools to focus on coaching and developing their employees will result in a more engaged workforce, leading to higher productivity and profitability.

 

Managers are your most important asset in increasing engagement. Here are some of the benefits overall when your managers play a critical role in coaching and developing their teams:

  • If a company increases employee engagement by 10%, research shows that results in $2,400 in annual profit per employee. Now imagine you can improve it by 20%, 30%, or more.
  • Increased employee engagement and a strong relationship with their manager helps you to retain the employees you need and want in your company.  And in today’s job market, that is even more critical.
  • Increased productivity occurs when employees are engaged – with some impressive statistics:

- 57% more effort

- 41% fewer errors

- 37% decreased absenteeism

- 41% fewer accidents.

 

Employees don't leave companies; they leave their managers. Providing training to help your managers develop the skills they need to coach and develop their employees effectively will significantly benefit your company.

The Four Cs of Effective Conversation

By Cathie Leimbach • February 18, 2025
Based on “Four Cs of Effective Conversation” - The Ohio State University Leadership Center. Ever walked out of a meeting thinking everything was settled, only to realize later that key actions didn’t happen, or alignment was off? That’s because effective conversations require four key elements: clarity, candor, commitment, and completion. Clarity: Make Sure Everyone’s on the Same Page Miscommunication is one of the biggest productivity killers. It’s easy to assume people understand what’s being said, but without clear expectations, mistakes happen. Take the time to check for understanding—what’s obvious to you might not be obvious to everyone else. Candor: Say What You Mean, Mean What You Say Honest, direct conversations build strong teams. When people hold back their real thoughts or concerns, issues fester, and progress stalls. Creating a culture of candor—where people feel safe to speak openly—makes teams more effective and relationships stronger. Commitment: Get Specific About Next Steps A vague “I’ll handle it” often leads to dropped balls. When commitments are specific—who will do what by when—things actually get done. Leaders sometimes hesitate to ask for deadlines, fearing it feels like micromanagement, but clear commitments drive accountability without overstepping. Completion: Don’t Move On Too Soon Before wrapping up a discussion, check that everything’s been addressed. Did we answer all key questions? Does everyone know what happens next? Ensuring a topic is fully covered prevents confusion later and keeps teams aligned.  Mastering these four Cs can turn routine workplace conversations into powerful tools for productivity and collaboration.

Improve Leadership to Boost Workplace Productivity

By Cathie Leimbach • February 11, 2025
Today's workplaces are changing, and managers play a key role in increasing workplace morale and productivity. Research shows that managers impact 70% of what affects how engaged and effective employees are. Surveys show many employees are dissatisfied. They say that expectations are unclear, they don’t feel respected by management, they don’t get enough training, and they don't see how their work matters. With the increasing number of seniors and fewer people in the workforce, increased productivity is essential. Strong leadership is more important than ever. Managers need to develop skills to help their teams succeed. This includes: • Setting clear goals, • Showing appreciation, • Providing good training, and • Helping employees see the purpose of their work. The innovative Conversational Management program helps managers build these leadership skills. It focuses on the leadership practices which boost engagement and productivity. Managers can participate in a virtual Test Drive to see how these strategies can improve teamwork and performance. If you want better results and productivity, REGISTER HERE to join a Test Drive and learn about this highly effective leadership approach! 
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