Five simple ways managers can boost team engagement
The impact of engagement on performance
Employees who feel valued and supported are happier, healthier, and more engaged in their work. They are also more productive, deliver higher-quality results, and drive innovation.
Research supports this:
- High employee engagement boosts company profitability by 21% and productivity by 17% (Gallup).
- It also improves product quality, service, and innovation (CIPD).
- But engagement isn’t just about individual motivation—70% of a team’s engagement level depends on its leader (Gallup).
So, what can managers do to create an environment where employees thrive?
Leadership behaviors that drive engagement
In my experience as an HR Business Partner at the United Nations and in the tech sector, I’ve worked with many outstanding leaders and high-performing teams. Each organization tailors its leadership approach to its goals and culture.
For example:
- At UNOPS, leadership principles emphasize fairness, respect, and ethical decision-making.
- At airSlate, the focus is on motivating teams, driving business impact, and leading change.
Despite these differences, the most successful leaders share one common trait: they foster strong engagement through clear communication, trust, and development opportunities.
What does research say about leadership and engagement?
Several studies highlight key leadership behaviors that enhance engagement:
- Gartner: Authenticity, empathy, and adaptability.
- Harvard Business Review: Clear communication, inspiration, ambitious goal-setting, integrity, coaching, and personal development.
- BetterUp: A balance of thriving behaviors (e.g., emotional regulation, focus, and well-being) and inspiring behaviors (e.g., motivation, inclusion, and guidance).
While leadership styles vary, CIPD research identifies five key managerial behaviors that consistently enhance engagement, well-being, and performance. Interestingly, these behaviors also align with core coaching principles.
Five ways managers can boost engagement
1. Be open, fair, and consistent
- Approach interactions with a positive mindset—avoid direct criticism or blame.
- Show respect and listen actively to your team’s perspectives.
- Develop emotional intelligence: stay calm under pressure and manage emotions effectively.
- Demonstrate fairness, integrity, and kindness in every situation.
2. Handle conflicts effectively
- Address conflicts promptly and impartially, ensuring follow-up where needed.
- Offer support and create a safe, respectful workplace—never tolerate bullying or harassment.
- Seek help when necessary, using company resources to resolve complex issues.
3. Provide clarity and guidance
3. Provide clarity and guidance
- Clearly define roles, expectations, and responsibilities.
- Offer regular feedback and guidance to help employees grow.
- Be decisive—follow through on commitments and take ownership of problems.
4. Build and maintain relationships
- Show genuine interest in your team’s well-being, both professionally and personally.
- Foster a friendly, approachable communication style.
- Be available for one-on-one conversations and support.
5. Support development
- Take time to discuss career growth and actively encourage learning.
- Provide opportunities for skill-building and professional advancement.
Final thought
Engagement isn’t built overnight—it’s a result of consistent leadership behaviors. Dedicate just 10 minutes a day to practicing these behaviors, and over time, you’ll see stronger relationships, higher morale, and a more engaged, high-performing team.
Main takeaways
- Managers play a crucial role in driving engagement, performance, and well-being.
- Research highlights that clear communication, fairness, and trust are key to effective leadership.
- Addressing conflicts early and supporting career development fosters a high-performance team culture.
- Small daily actions—like providing feedback and being available for employees—make a lasting impact.
Further Reading: How to measure work engagement