Managers are often asked to juggle multiple roles—leading their teams, producing high-quality work, and making sure the organization runs smoothly. It’s no small task. Many times, managers are not just overseeing the work but also doing it themselves, balancing the demands of both managing their teams and production. This can create immense pressure and, without the right support, can leave even the best managers feeling overwhelmed.

A recent Gallup report shows that only 22% of managers feel their organization cares about their well-being. And, as a result 55% of managers are watching for new opportunities or considering leaving their current job. Can you picture what would happen to your workforce and your teams if your front-line managers decided to exit your organization? 

This is why it is so crucial it is for managers to have the right tools and skills. This not only helps them to be successful in their role, in doing so, it supports your organization in retaining your employees. But retention isn’t the only challenge managers and organizations are facing. Engagement, the commitment employees feel to the organization and goals, requires just as much attention. When managers are equipped to elevate engagement, they don’t just retain employees; they create thriving, productive teams. 

Here, we’re addressing 5 keys that help managers elevate employee engagement, even while managing their own workload.

1. Build Trusting Relationships

Trust is the core of any strong relationship, and it’s no different in the workplace. Without trust, employees may feel unsupported, disengaged, and unmotivated. But when managers take the time to build genuine, trust-based relationships with their employees and teams, they create an environment where employees feel safe, valued, and connected.

Managers who build trust gain more than just an employee who gets the work done. Employees who trust their managers are more likely to go the extra mile, communicate openly about challenges, and contribute to the success of the team. According to ADP, employees who trust their front-line manager are likely to be 14% more engaged at work.

Building trust requires time and consistency. It’s not enough for a manager to check in occasionally or only touch base during performance reviews. Managers should engage regularly in meaningful conversations with their employees, showing a genuine interest in their personal and professional lives.

Encourage your managers to schedule consistent one-on-one meetings where employees feel comfortable sharing their challenges, aspirations, and feedback. Active listening and empathy go a long way toward demonstrating that the manager values their team members beyond their day-to-day tasks.

2. Communicate Clearly and Consistently

As trust is the foundation, clear communication is the glue that holds everything together. Lack of clarity in communication is one of the leading causes of disengagement and frustration within teams. When expectations, goals, or feedback are unclear, employees may feel confused, unsure of their performance, or disconnected from the company’s objectives.

Clear and consistent communication isn’t just about keeping employees informed—it’s about keeping them engaged. A manager who communicates openly, provides real-time feedback, and clarifies expectations helps employees feel more secure in their roles and aligned with team objectives.

Managers can decrease ambiguity from their communication by clearly defining roles, setting specific expectations, and providing regular updates on the team’s progress. Equally important is creating a space for two-way communication where employees feel comfortable asking questions and offering feedback.

A strong factor in communication is to be a good listener. When employees believe that they are heard, they feel valued. When managers listen to their ideas, employees feel respected. Employees who feel valued and supported will focus on their impact with the organization, thus increasing their engagement and commitment. 

3. Empower Initiative and Accountability

Engaged employees are those who feel a sense of ownership over their work. When employees are empowered to make decisions and take initiative, they are more invested in the outcome, leading to higher levels of engagement and performance. However, empowerment doesn’t mean handing off tasks without guidance—it’s about striking the right balance between autonomy and accountability.

Empowering employees supports a culture of trust, creativity, and innovation. When employees are given the freedom to approach challenges in their own way, they’re more likely to come up with solutions and feel a deeper sense of pride in their work. But empowerment without accountability can lead to confusion and frustration. That’s why it’s critical for managers to establish clear expectations, hold employees accountable for the results, and celebrate when success is achieved.

Managers can also empower their teams by delegating tasks and responsibilities in a way that encourages ownership. This means trusting employees to make decisions and offering support when needed, rather than micromanaging every step of the process. At the same time, it’s important to define the boundaries of empowerment. Managers should be clear about the desired outcomes and allow employees to own the process for achieving them. 

Regular check-ins with employees is a great way to focus on progress. Rather than only communicating when there are problems, this creates a safe space for employees to reinforce accountability while still giving employees the space to take initiative. This helps employees to feel both trusted and supported and creates a development opportunity for the employee to grow.

4. Recognize Achievement and Inspire Growth

Recognition is one of the most powerful drivers of employee engagement, yet it’s often overlooked or undervalued in the workplace. When employees feel recognized for their efforts, they are more motivated to continue performing at a high level. But recognition isn’t just about praising results—it’s about acknowledging the effort, growth, and progress employees make along the way.

One misconception about recognition is that it’s only meant to celebrate major achievements or promotions. However, recognition plays a vital role in employee growth, especially when managers are tuned in to the individual aspirations of their team members. Not all employees are looking for upward mobility—some may find fulfillment in deepening their expertise within their current role.

Through open communication, managers become aware of what growth means for each employee. This personalized understanding allows managers to offer recognition that aligns with the individual’s career goals, making it more meaningful and impactful. To take it another step, it’s critical for managers to help employees to understand how their individual contributions support the direction of the organization. This full-circle view allows for employees to understand how each role within the organization helps the organization to achieve its strategic goals.

Managers can celebrate small wins as well as significant achievements, focusing on both effort and results. Whether it’s a simple thank-you note, a shoutout in a team meeting, or a personalized acknowledgment of progress, regular recognition shows employees that their contributions are valued. It’s helpful for managers to ask their employees in what way they best prefer recognition as not everyone appreciates public praise.

5. Support Well-being with Empathy

In today’s fast-paced, high-pressure work environment, employee well-being is more important than ever. Yet, many managers struggle to address this need, either because they don’t know how or because they fear crossing personal boundaries. The truth is, supporting employee well-being doesn’t mean acting as a therapist—it means showing empathy and providing the right support when it’s needed.

Employee well-being is directly tied to engagement, productivity, and retention. When employees feel supported both professionally and personally, they are more likely to stay committed to their work and their organization. Managers who prioritize well-being help create a culture where employees feel valued as whole individuals, not just workers.

Empathy starts with understanding the unique challenges and pressures each employee faces. Managers can support their employees by creating a safe space where employees feel comfortable discussing their workloads, stress levels, and challenges. These conversations don’t need to dive into personal details but should focus on how the manager can support the employee in managing their responsibilities.

Offering flexibility, providing resources, or simply acknowledging when an employee is struggling can have a profound impact on their engagement and morale. When managers respond with empathy, they not only support the individual employee but also contribute to a more inclusive, supportive workplace culture.

Conclusion

Every role within an organization is a contributor to the organization. Our managers, however, their role is unique. They drive the success of our teams, often while managing the dual responsibilities of leading their employees and also producing work themselves. It’s important to recognize the weight of what they carry every day and acknowledge the impact they have on engagement, retention, and performance.

But just recognizing their efforts isn’t enough. If we want our managers to truly succeed, and more importantly, feel valued, we need to provide them with the right tools and resources. The five keys we’ve discussed are not quick fixes but essential strategies that allow managers to lead with confidence, inspire their teams, and create a culture where employees themselves feel valued and engaged. By investing in ensuring our managers have these critical keys, we’re investing in the long-term success of both our managers and our organizations. Let’s hear it for our managers, and give them the tools to be the champions of the organization that they are. They will thank you for it, and your employees will benefit and thrive as well.  

You know the importance of having a strong workplace culture, and the impact that having a great culture does for the success of an organization. If you are looking for ways to make your workplace culture even better, then check out 10 Ways to Boost Your Corporate Culture by striveHR. This resource will give you ideas you can act on today that will have a positive impact on your corporate culture.