Engagement 1John is a top contributor at his company. He’s very skilled at what he does, yet, despite his best efforts, his ideas often get stifled when he shares them with his manager. Though John feels motivated to produce good work, he is very quickly disconnecting and disengaging from his work – largely in part because of the relationship with his direct line manager.   

 

Harnessing Middle Managers for Engagement and Retention Success

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John is a top contributor at his company. He’s very skilled at what he does, yet, despite his best efforts, his ideas often get stifled when he shares them with his manager. Though John feels motivated to produce good work, he is very quickly disconnecting and disengaging from his work – largely in part because of the relationship with his direct line manager.

According to Deb LaMere, vice president of human resources strategy and engagement at Ceridian, “Opportunity is a huge part of employee engagement. If employees don’t have a place to go or feel like their contributions are getting recognized, they will gradually begin to check-out. Direct managers in particular hold significant influence when it comes to engaging employees. In order to be successful in engaging their employees, it is important for managers to understand what engagement means and have the right tools and resources in their toolbox.”

Here are a few do’s, don’ts and expert advice to better harness and coach your middle managers for engagement and retention success.

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For more information:

  • Learn about Ceridian LifeWorks - our EAP, Work-Life and Wellness solution
  • Read tips for managing employees across the generations
  • Learn 4 guidelines for rewarding and recognizing employees