16 Top Questions to Measure Manager Engagement Effectiveness

man with survey trying to Measure Manager Engagement Effectiveness

Measure Manager Engagement Effectiveness – You Need to Know What Employees REALLY Think
It may be scary to learn what employees really think about you and your company, but you need to know if you want to truly engage and retain them.

Employees who are dissatisfied with their company or their manager think seriously about giving less discretionary effort and about leaving for greener pastures.  In fact, more employee attrition is due to dissatisfaction with managers than any other reason.  Are you willing to risk losing team members when you still have a chance to find better ways to lead and work together?

Engaging Employees
Based upon over 500,000 annual employee engagement surveys per year, we know that management effectiveness – how well managers perform their jobs and how much respect employees have for their managers – has an extremely strong correlation to employee engagement.  Employees who believe that their managers and supervisors truly care are more likely to be engaged in their work.  And engaged employees are productive employees.

Ask the Right Questions
You need to ask the employee engagement questions – the right questions to see how highly your employees rate your managers.  We know what questions to ask because we know what areas correlate most to higher levels of employee loyalty, discretionary effort and advocacy.  Do not fall into the trap of using questions that do not correlate to increased levels of employee engagement and retention.

The Top 16 Questions that Measure Employees’ Satisfaction with their Managers

About Overall Management

1. Do you regularly receive constructive performance feedback from your manager?

2. Do you understand how your performance is measured?

3. Do you think your manager cares about you as a person?

4. Does your manager care about your development?

About Manager Communication

5. Does management clearly communicate expectations?

6. Does your manager effectively communicate the information you need to understand?

7. Does management explain the reasons behind decisions made?

8. Do managers handle disagreements professionally?

9. Does your manager explain how the organization’s future plans affect you?

About Manager Trust and Respect

10. Does your manager create a trusting and open environment?

11. Does your manager treat everyone on the team fairly?

12. Is your manager responsive to your ideas, requests, and suggestions?

About Manager Business Acumen and Skills

13. Are you confident in the overall effectiveness of your immediate manager?

14. Does your manager have the expertise and ability to help you and your team to succeed?

About Employee Career Development

15. Do you and your manager discuss your career within this organization?

About Work-Life Balance

16. Does your manager recognize the importance of your personal and family life?

The Bottom Line
How leaders and managers work with their teams has an extremely strong impact on employee engagement, performance, and retention.  Since talent accounts for 29% of the difference between high and low performing teams, don’t you think you should keep a finger on the pulse of how good management is at engaging employees at your organization? You need to measure manager engagement effectiveness.

To learn more about how to manage for greater level of employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement

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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

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Workforce Planning Bureau

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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Director of HR

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

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VP of Human Resources

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