Manager’s Guide In Building Employee Engagement Strategies

Nov 16, 2018Blog, Employee Training

Managing people isn’t an easy job.

You will be dealing with different people, different attitudes and different ideas. But how can managers be accessible to their employees?

Keeping a close relationship with employees is beneficial to the team and the company itself. Proper employee management can aid the skyrocket of progress in your company.

These tasks can be daunting, but as a manager, you must know how to work it well.


Here are some of the most important employee engagement ideas that can help you and your team:

Be Open

The first step to creating a connection between managers and employees is to be open to listen and understand. Everyone has their own ideas and opinions.

Managers do not always have to agree, but at least acknowledge your employees and their inputs on a certain project, event or plans. This will also lessen the possibility of employees being difficult.

When they know that you’re a good listener, they will start to take down their walls slowly. Applying the Social Penetration Theory by Irwin Altman and Dalmas Taylor, while the relationship develops, interpersonal communication gets relatively deeper, hence, an employee’s self-disclosure but keep in mind that it should be reciprocated for them to trust you further.

This way, your employees will have the confidence to ask you questions about the tasks and the work given for fewer mistakes.

Give Your Feedback

Letting them know about their current status in the company will help them improve on their work and tasks. Let’s say, an employee is being difficult, you have to know how to open it up to them and inform them without offending them.

Assure them that they are an important part of the company and their tasks is important to you and the company. If it’s possible, make give a personal touch to your communication and talk to them face-to-face rather than an email, chat or text message.

This will make them feel more inclined to their tasks. How about an employee that is not doing very well?

How should you evaluate them? Give them your feedback, regardless if it’s negative or positive and motivate them.

Teach them the things they don’t know and advise them on how to prevent the same mistake from occurring again. It’s easier for them to improve when they know they have someone they can rely on for evaluation without feeling bad at themselves.

Make yourself available for your employees when they need you and never forget to acknowledge their achievements.


Open Set Expectations and Consequences

Having a job means we have a goal. One of the many things your employees have to know is your expectations from them. Why did you choose them for that position?

Why did you choose them to work for your company? Setting an expectation will help on determining how your employees will perform as they will consciously or unconsciously pick up on these expectations and will get the job done by following it.

Managers can control how their subordinates work, you can keep this consistency through motivation. When your employees feel like they are not being a productive part of the team, their confidence and motivation on the job may struggle.

Always make them feel important within the group and be vigilant with the causes of mistakes in their performance as if can be caused by something else. However, there is always a limit to mistakes.

There are honest mistakes that you can let pass, but if it always happens and there’s no improvement at all, the employee may be liable. You can relay this by telling them what went wrong and that you expect them to change their ways and let them know what will happen if there’s no progress because when employees are not aware of their wrongs, it can cause a problem in the company.

Never Put Them Down

Sometimes, managers tend to bad mouth their employees for committing a mistake. This is not a good way to lead. Remember, they keep the company running.

Nothing is ever solved with aggression, this will only create a distance between you and the employee. A good manager knows how to communicate their subordinate’s mistake properly.

Never talk behind their back as the other employees will hesitate in trusting you as well. Not only does this affect their trust, but your reputation as well.

It may cause other employees to have the same perspective to the person or they can adapt the aggression and pass it on to their subordinates. This kind of attitude will make you seem weak and unprofessional because they will deem you as someone who cannot use a proper method to lead.

Document and Organize Tasks

A good manager should document highlights, achievements, and problems. You must be able to document everything in order to keep things organized.

Know the key points of what went wrong for your company to be able to pinpoint it and come up with a better solution to the problem. For lesser problems, instructions, tasks shall be distributed properly and one must organize them well.

It is the sole purpose of the manager: to lead.


Remember, your employees have their own significance in the company. Everyone is important and you should be able to make them feel important. Did these employee engagement strategies give you an advantage? Let us know!

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