Engaged employees are more likely to perform better, contribute more and stay with your organization. Here we share simple but highly effective tips for managers.

1. 4 Simple Steps For Managers to Improve
Employee Engagement
Debbie Narver BSc MBA MScIB
Strategic Management Instructor

2. Why is Employee
Engagement Important?
In many cases, our human
resources are one of our
biggest assets.
We rely on their skills and
expertise to carry out the
work of our business unit
and deliver results.

3. Employees often have unique knowledge

4. What would happen if they suddenly left?
How difficult would it be to replace those skills?
What are the costs of recruiting a replacement?
How long would it take to train someone new?
If they go to the competition – would customers
follow them?

5. We need to think of
employees as a valuable
resource
We need to cultivate our valuable
resources
We want to leverage the
uniqueness they have to offer
Organizations benefit when good
employees stay, grow and
contribute fully

6. Employees that feel valued for their contribution are
likely to:
1. Look for ways to add value to your business.
2. Make your processes more efficient
3. Assist other employees to improve their skills
4. Cultivate relationships with your customers, suppliers
and stakeholders, adding more value

7. What contributes to
employee engagement?
Feeling valued & appreciated
Personal power
Making a real contribution
Respect for their work

8. 4 Things Manager can do to Improve Employee Engagement
(and ultimately, improve performance)

9. Communicate
 Keep employees up to date on things that affect them.
 We may think people know what’s happening and don’t need to be
told. But I have found that assumption to be wrong. People want
information.

10. Communicate regularly, using a variety of methods.
Verbal, written, announcements, newsletters, etc.

11. Listen
 Everybody wants to be heard.
 Listening conveys that we value the other persons needs.
 So be sure to find ways of getting feedback from your employees.
 But be sure to follow up, confirm what you heard and identify what (if
anything) you plan to do with the information.

12. Use a variety of methods to get feedback
Interviews, focus groups, workshops, surveys

13. Show Appreciation
 Making people feel that their work is recognized and valued goes a long
way to improve employee engagement.
 People often stay with an employer that appreciates them, even when they
are offered better perks elsewhere.
 It doesn’t always have to be a big awards ceremony or bonus (although
those are appropriate in some cases).
 Sometimes, a simple and heart felt thank you, or pizza on Fridays can be
effective too.

14. Align recognition with the individual’s preference
Some like public recognition, others prefer a private approach

15. Get Them Involved
 Connecting people with other aspects of the organization, or taking more
responsibility can make their jobs more interesting.
 It can show that you trust them to do more.
 So perhaps you can open up to let employees take the lead on high
profile initiatives.
 This gives people an expanded sense of personal power.
 Be sure that the person has the right skills. And that you aren’t breaking
any rules or protocols.

16. Be creative in looking for ways to get your employees more involved
Assisting on work assignments, social activities or perhaps volunteering for experience

17. Putting it together
 This is one aspect of Performance Planning and Management, which can
lead to higher performance
 Keep building on this foundation. Start now and add as you learn more
 Incorporate into business unit plans, employee performance plans

18. Learn more about Performance Planning and
Management
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