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.

Thanksgiving: Beyond the Turkey and Thank-You Notes

By Cathie Leimbach • November 25, 2025
As leaders, we know Thanksgiving week is prime time for employee appreciation. But here's the thing—a generic "thanks everyone" email hits differently for different people. Dr. Paul White's research on the 5 Languages of Appreciation in the Workplace offers a smarter approach. Just like people receive love differently, your team members feel valued in distinct ways: through words of affirmation, quality time, acts of service, tangible gifts, or physical touch (think handshakes and high-fives in professional settings). That all-star on your team? She might light up from a handwritten note praising her specific contributions. Your behind-the-scenes problem-solver might feel more appreciated if you help him out by clearing his schedule for an afternoon so he can tackle his backlog. This Thanksgiving, skip the one-size-fits-all approach. Take ten minutes to consider how each team member prefers to be recognized. It's not about grand gestures—it's about matching your gratitude to what actually resonates with each individual. When appreciation lands in someone's preferred language, it doesn't just feel nice. It builds loyalty, boosts morale, and reminds people why they show up every day. That's something worth being thankful for. Curious about what languages are preferred? Click here to learn more!

The Power of Strategic Choice: Making Room for What Matters

By Cathie Leimbach • November 10, 2025
In most organizations, the instinct is to add —more goals, more projects, more meetings. But as Juliet Funt, founder of the Juliet Funt Group, teaches in her Strategic Choice process, real leadership strength lies in deciding what to stop doing . Strategic Choice is the intentional narrowing of priorities—cutting away the clutter so teams can focus on what truly drives results. It’s a disciplined act of letting go: saying no to good ideas so there’s room for the great ones. Funt’s approach challenges leaders to pause, think, and create the mental and operational space their people need to perform at their best. By removing unnecessary tasks and misplaced effort, leaders make room for precision, innovation, and real thinking time. This isn’t about doing less—it’s about doing what matters most. When businesses adopt this mindset, they replace overwhelm with clarity and regain control of their time, energy, and outcomes. For small to mid-sized companies, embracing Strategic Choice can transform busyness into focus—and that focus is where sustainable growth begins. Want a quick visual overview? View Strategic Choice: Making Room for What Matters to see how this process helps leaders focus on what truly drives results.