Employee engagement stands and falls with managers

The term "employee engagement" is often confused with the feeling of happiness or satisfaction at work. In reality, however, it means an emotional connection between employees, the company they work for and its goals. CEOs, HR or the tools used at work can't influence employee engagement as fundamentally as team managers, i.e. direct superiors.

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The following important facts that every manager should know about employee engagement were published at Forbes.com.

1. It's your responsibility

Employee engagement mostly depends on managers. It is, therefore, not the responsibility of CEOs or HR as many managers still mistakenly believe. Just look at the different engagement levels of different teams in a company where everyone has the same CEO, the same HR, and the same more or less perfect working tools.

2. Engaged employees are more profitable

You may think that when you focus on increasing employee engagement, you'll be rewarded with your employees' greater satisfaction, but that's not all. Engaged workers work above and beyond their duties, and also remain with the company longer. This has a direct impact on customer loyalty and the company's overall economic performance.

3. Entertainment does not provide engagement

Company parties, birthday celebrations or other entertaining events can't guarantee employee engagement. They can improve relations between colleagues, but they certainly can't replace the role of their direct superiors. If you have a problem with employee engagement, the solution is always in the hands of the manager.

4. Engagement requires growth, recognition and trust

Employees are most engaged when the company, via their direct superior, offers them growth, shows recognition and is trustworthy. The goal of every manager should therefore be to support these three needs.

5. There is always time to develop engagement

If you don't have time to increase employee engagement, you're approaching the whole issue in the wrong way. You just need a few minutes. Think about how much time it takes for you to thank your people for a job well done more often, or talk to them about their career goals twice a year instead of once. To strengthen their trust in you as a capable leader, you can remind them of your common goals more often. None these activities are  particularly time-consuming.

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Article source Forbes.com - prestigious American business magazine and website
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