Project Management

5 Ways Great Managers Maintain Team Engagement

Software like Microsoft’s Workplace Analytics take seemingly trivial pieces of work data and extrapolate big conclusions from them. What trends in this data might be uncovered regarding management and employee engagement? In an article for Harvard Business Review, Ryan Fuller and Nina Shikaloff identify five behaviors of great managers found:

  1. Lead by example when it comes to working hours
  2. Ensure even allocation of work
  3. Maintain large internal networks across their company
  4. Appreciate the value of one-on-one meetings
  5. Maintain their own work engagement

We Got Engaged

When managers work longer hours, their employees are more likely to work upward of 19 percent more hours themselves. This is not necessarily a good thing in and of itself, except that employees of such managers tend to also exhibit slightly higher levels of engagement. If nothing else, this shows that people are willing to work harder for a boss who is working at least as hard him or herself. But that being said, the work still needs to be spread evenly among a team. Team members who receive a disproportionately high amount of the workload will disengage.

About the value of networks, Fuller and Shikaloff say this:

…we found that employees who report to a manager with a relatively large internal network — in the top quartile of all managers, more specifically — have engagement scores up to 5% higher.  Additionally, these employees had networks up to 85% larger than those of their colleagues reporting to managers with smaller networks.

We also found that managers with small networks can have a significantly negative impact on their teams.  Employees who had networks 110% or more larger than their manager are 50% more likely to be disengaged and twice as likely to view leadership unfavorably.

Unsurprisingly, the more one-on-one attention a manager gives to an employee, the more likely that employee is to remain engaged. In the data examined, no drop-off point was found where too much individual attention hurts engagement, though it could exist. And lastly, yes, great managers keep engaged themselves. Nobody wants to work for somebody who does not care about the job in the first place.

You can view the original article here:

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