10 tips for employee engagement
The role of the line manager is at the heart of successful employee engagement. The influence of a
manager on how an employee feels about their work is profound.
1. Get to know your team. One of the most effective things you can do to support employee
engagement is develop positive working relationships with each of your team members. It’s not just
about getting the job done, it’s about understanding people on a personal level, including what
matters to them and what motivates them at work.
2. Communicate. Ensure that your team members are aware of what is going on in the organisation.
Share key messages and provide timely information. Keep people updated on issues that might
impact them or their work.
3. Listen – and give people a voice. Employee voice is a key driver of engagement – provide people
with the opportunity to voice their opinions, concerns and ideas. This can take place on a 121 basis or
through team meetings.
4. Provide clarity. People need to know what is expected of them at work, so ensure your team
members have a clear job description and a set of up to date objectives.
5. Say thank you. Recognition and appreciation can give a real boost to employee engagement.
Ideally, recognition should be as close to the event as possible (don’t wait for a performance review)
and specific – don’t simply say thank you but say why you are thanking them and what it is that you
appreciate about the individual’s performance or efforts.
6. Give feedback. Giving feedback is a key management responsibility. As a minimum this should
happen through the performance review process, but ideally should be a much more regular event.
Actively seek feedback from others on the performance of your team members. Also ask them for
feedback on you – and what they need from you as a manager.
7. Provide opportunities for learning and development. The ability to learn and gain skills is a
significant factor in motivation. Make sure you talk to people about their learning and development
needs and career aims. This isn’t just about training courses (although it can be) but providing
opportunities through their work to build skills and knowledge. Review learning and development on
a regular basis.
Human Resources 2019
The University of Manchester
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8. Consider wellbeing. Managers can have a real impact on the wellbeing of the people that work for
them, particularly in relation to workloads. Managers should encourage their team members to take
part in wellbeing activities, and have wellbeing conversations as part of their regular dialogue with
their team. Simply asking ‘how are you’ is important.
9. Deal with the hygiene factors. This means signing off holiday and expense forms promptly, as well
as responding to questions and requests for support. Ensue that you hold 121s and apply policies
appropriately. These might seem like small things, but these small things matter – and they have the
power to disengage your team if not properly addressed.
10. Act with integrity. Respect employee confidentiality, communicate honestly, and treat team members
equally and fairly according to their individual needs. Uphold the values of the University in your role
as a manager.
Human Resources 2019
The University of Manchester
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