Better Boss to Increase Employee Engagement: Top Steps to Take

The Power of Employee Engagement: How to Be a Better Boss to Increase Employee Engagement
Employee engagement is the measure of how deeply employees feel connected to their work — and most importantly, to their direct manager. When employees sense that they are genuinely valued, understood, and supported by their boss, colleagues, and the broader organization, they are far more likely to stay, go above and beyond, and contribute discretionary effort that drives real business results. Simply put, effective management directly fuels engagement.

Organizational culture assessment research consistently underscores this link. Employees who report positive, trusting relationships with their managers are over 40% more productive than their disengaged peers. Engagement impacts not only retention but also innovation, collaboration, and overall organizational health. The manager-employee relationship is therefore one of the most powerful levers for shaping both culture and performance outcomes.

What sets highly effective managers apart is their ability to actively listen, provide meaningful feedback, and create opportunities for growth. These behaviors don’t just foster loyalty — they produce measurable improvements in performance. Employees who feel understood and connected are more proactive, take ownership of outcomes, and inspire higher levels of contribution across the team. In contrast, employees who lack this support often disengage, creating a ripple effect that undermines both morale and results.

High-performing managers also model the behaviors they expect, encouraging a culture of accountability, collaboration, and continuous improvement. By investing in the manager-employee relationship, organizations see a direct return:

• stronger retention
• higher productivity
• a culture where employees are motivated to go beyond what’s required

The Kind of Manager Who Truly Engages Employees
Ineffective management may feel ubiquitous, yet cultivating managers who genuinely engage their teams is both achievable and critical. Zenger & Folkman research indicates that only one in ten managers naturally exhibits the traits required to excel in this role. However, experience from our people manager assessment center demonstrates that nearly any manager — whether new or experienced — can improve by deliberately developing four foundational traits. These traits mirror the pillars of strong, lasting human relationships: empathy, consistency, clear communication, and trustworthiness.

For new managers, cultivating the traits to be a better boss to increase employee engagement does more than engage others; it shapes workplace culture, strengthens team performance, and fosters enduring loyalty. Employees who experience this kind of leadership not only stay longer but also invest discretionary effort that elevates the entire organization. Ultimately, the traits that define an engaging manager are the same qualities that build resilient, high performing teams.

Four Traits for the “Human Side” of Management
To more positively engage your employees, focus on four research-backed management practices that will enhance your “human side” of management.

1. Expressing Your Gratitude to Your Employees
   A sincere, timely thank you can profoundly influence an employee’s sense of pride, motivation, and connection to their work. When recognition is authentic and well-deserved, it signals that their contributions truly matter, reinforcing both engagement and commitment to excellence. Gratitude is more than a courtesy — it is a critical driver of loyalty, discretionary effort, and sustained high performance, shaping a culture where employees feel valued and inspired to do their best.
   
   
2. Showing Compassion as a Leader
   When was the last time you truly checked in with an employee — not just about tasks or deadlines, but about how they are doing overall? Take the time to ask what aspects of their role energize them, what challenges they face, and what support would help them succeed.
   
   Leaders who cultivate a culture of trust and respect gain deeper insight into the factors that drive — or impede — performance. With this understanding, they can offer meaningful support, remove obstacles, and demonstrate genuine care. Compassionate leadership does more than boost engagement; it fosters loyalty, strengthens team cohesion, and elevates overall organizational performance. Employees who feel seen and supported are more likely to go beyond their job description, contributing creativity, effort, and commitment that benefit the entire team.
   
   
3. Giving Encouraging Feedback as a Leader
   Effective feedback is one of the most powerful tools a leader can wield. As you observe employees in their daily work, seek opportunities to provide supportive, constructive guidance that helps them grow. To maximize impact, focus on actionable insights, be specific, communicate clearly, and address behaviors and outcomes rather than personality.
   
   Gallup research consistently shows that while more than 75% of employees consider feedback essential to their development, fewer than 30% actually receive it. Exceptional leaders close this gap by regularly communicating where employees stand and offering practical guidance that enables them to perform at their best. When delivered thoughtfully, feedback becomes a catalyst for unlocking potential, boosting engagement, and sustaining long-term performance.
   
   
4. Cultivating Self-Awareness and Balance
   The more you understand — and are honest about — your own triggers, strengths, and limitations, the better equipped you are to navigate challenging relationships and respond thoughtfully rather than reactively. Demonstrating empathy for your team becomes difficult if you are unaware of how you are perceived or stretched thin because your work-life balance is off. Prioritizing your own wellbeing is is essential for effectively supporting the wellbeing of others.
   
   Top leaders actively seek and act on 360-degree feedback, using it to gain fresh perspectives, uncover blind spots, and adjust behaviors. By cultivating self-awareness and maintaining balance, leaders model resilience, set a standard for healthy work practices, and foster a culture where employees feel recognized, supported, and empowered to perform at their best. When leaders take care of themselves, they strengthen the organization’s ability to thrive under pressure.

The Bottom Line
The most effective managers blend empathy, genuine appreciation, active support, and steady composure. By consciously cultivating these qualities, leaders create an environment where employees feel valued, understood, and inspired to contribute at their highest level. The payoff is clear: stronger engagement, greater discretionary effort, and teams that consistently deliver exceptional performance.

To learn more about how to be a better boss to increase employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement