When managers aren’t coached on best engagement and employee development practices, this results in employees feeling overwhelmed and undervalued. When Team Members aren’t inspired or motivated, they are less engaged. How do you identify quiet quitters and how can you become a better manager in order to combat this issue?
The Employee experience is dependent on the strength of the Manager-Employee relationship. According to Gallup, Managers are responsible for at least 70% of the variance in their employees’ engagement.
A positive manager-employee relationship can increase productivity and engagement in the workplace. Two-way communication is vital in this step. Don’t assume what is best for your Team Members. Instead, foster an open workplace where your team feels heard and valued.
Conducting regular conversations will establish a sense of trust and rapport among your team. When they feel heard, they feel valued, which will have a direct effect on their work and pursuits.
In addition, when you foster effective two-way communication as a manager, you will be able to establish and discuss your own expectations with Team Members without feeling abrasive. A manager-employee relationship should be mutually beneficial in order to see the best results.
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
