It's no secret that relationships have great impact on employee engagement. Organizations who have recognized this shift have implemented tools and strategies to measure and improve relationships. But how do you maintain those initiatives year after year?
One key aspect for optimizing relationships in your workplace is empowering managers. In fact, studies show that manager effectiveness may be the most important factor to increasing employee engagement.
That puts the manager-employee relationship at the crux of engagement. The strength of this connection can make or break the engagement of your employees. Use these four steps to ensure your managers develop the necessary people management skills to create engaging relationships.
With the use of engagement surveys, pulse surveys, and more, HR departments around the world are collecting tons of valuable employee data each day. Data collection is challenging on its own, so figuring out what to do with all that data can be overwhelming.
Don’t go it alone! This information should be shared with the people who know your people best: your managers. Managers impact each team member’s experience daily. They understand the unique challenges and opportunities of their teams. And they bring a fresh and important perspective to the data you’re collecting
Managers should be able to access their team’s data anywhere, anytime. They should be using it as a pivot point for employee conversations – to move from what is to what should be.
Few managers are naturally talented at managing people. One study estimates only 1 in 10 people have high talent in people management. That means about 90% of managers need at least some level of coaching and development around managing and motivating their teams.
Identify possible areas of development by looking at your existing data. Where are your managers struggling? What kind of feedback are you hearing from employees? Why are employees on certain teams leaving? What are your managers stressed about?
Help managers develop new skills and sharpen existing ones by offering training on important manager topics, such as:
Most managers don’t feel adequately prepared for the position. Our research found that 57 percent of managers weren’t prepared to be a people manager when they first became one. And 66 percent of managers didn’t receive any training when they first entered a management role.
Connect struggling managers with strong managers who can help troubleshoot issues and brainstorm new approaches. Experienced managers likely experienced similar growing pains, so they can help first-time managers learn, adjust, and grow. These interactions will help first-time managers enhance their people management skills.
Modern engagement and performance platforms make it easy for managers, HR, and leadership to understand and improve their relationships with employees. The right software will connect the dots between engagement and performance data, making it easy for everyone in the organization to make data-informed decisions that drive results.
Look for a software that:
How do you measure your manager-employee relationships to make sure they’re positively affecting engagement? Learn more about how to measure and prioritize relationships by getting your copy of our ebook, The Relationship-Driven Workplace.