16 Top Questions 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 measure manager engagement effectiveness 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, employee attrition is often due to dissatisfaction with managers.

Are you willing to risk losing key 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

Overall Management Questions Correlated to Employee Engagement

• Do you regularly receive constructive performance feedback from your manager?
• Do you understand how your performance is measured?
• Do you think your manager cares about you as a person?
• Does your manager care about your professional development?

Manager Communication Questions Correlated to Employee Engagement

• Does management clearly communicate expectations?
• Does your manager effectively communicate the information you need to understand?
• Does management explain the reasons behind decisions made?
• Do managers handle disagreements professionally?
• Does your manager explain how the organization’s future plans affect you?

Manager Trust and Respect Questions Correlated to Employee Engagement

• Does your manager create a trusting, transparent, and open environment?
• Does your manager treat everyone on the team fairly?
• Is your manager responsive to your ideas, requests, and suggestions?

Manager Business Acumen and Skill Questions Correlated to Employee Engagement

• Are you confident in the overall effectiveness of your immediate manager?
• Does your manager have the expertise and ability to help you and your team to succeed?

Employee Career Development and Work-Life Balance Questions Correlated to Employee Engagement

• Do you and your manager discuss your career within this organization?
• 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 levels of employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement