Managing people means holding one of the most consequential roles in any organization, with real responsibilities that affect your team’s performance. As a manager, you sit at the intersection of organizational goals and day-to-day execution. How you lead has a direct impact on whether your team thrives or stalls.
If you are looking for a rigorous Master of Business Administration (MBA) degree that develops the practical skills today’s managers need, St. Thomas University (STU) offers an online MBA – General program tailored for working professionals. The 100% online program can be completed in as few as 12 months, accelerating your path to a successful career in management.
Why Managers Hold the Key to Employee Engagement
According to Gallup, 70% of team engagement is attributable to the manager. Additionally, U.S. employee engagement hit an 11-year low in 2024, with the majority of workers feeling disconnected from their organizations.
When engagement drops, productivity and morale follow. If you notice a dip in your team’s output, the cause is often closer to home than it appears.
Take Responsibility for the Slump: Yours and Your Team’s
As a manager, you hold the key to both your team’s and your own success. A team’s motivation and engagement are often a reflection of your own, so modeling positive behavior and monitoring your own performance are crucial. Ask yourself these questions to assess your motivation, engagement and productivity:
- Do you need to adjust how clearly, routinely and consistently you communicate with your team?
- Are you actively listening to and responding to employee feedback?
- Are you encouraging employee creativity, participation and growth?
- Would more leadership training help you improve your performance?
- Do you need more education to gain the skills to succeed as a leader?
It does not take major adjustments to solve a morale problem. The tips below outline the specific behaviors that research points to as most impactful.
Communicate Consistently, Routinely and Randomly
Reliable and meaningful communication ranks among a manager’s most important responsibilities. Gallup research shows that while 50% of managers believe they give feedback to their direct reports every week, only 20% of individual contributors agree — a gap that points directly to opportunities for improvement. To share and receive information with and from team members, consider these formats:
- Daily standup. Gather your employees at the same time every day, in person or via video call, and have everyone share recent accomplishments, goals for today and roadblocks they face. Keep it under 15 minutes.
- Scheduled email. Send a short summary of the coming week’s goals or a review of last week’s accomplishments. Deliver it promptly at the same time each week.
- Routine one-on-ones. Give everyone 15-30 minutes a week for an individual coaching session. Effective one-on-ones create space for feedback, development and trust-building that group settings cannot replicate.
- Catch-up calls. Randomly call team members who may need a little extra encouragement, or just to say hello.
When you talk with team members, pay attention. Be an active listener. Make eye contact. Show that you hear what they say by offering an occasional acknowledgement. When the time is right, repeat back what you heard. This lets your team member know you are listening, which conveys respect.
Recognize and Reward Like a Coach
Along with consistent communication, recognizing and rewarding employees is one of the most impactful things a manager can do. Gallup data also shows a similar gap in recognition: Many managers believe they acknowledge good work regularly, while far fewer employees agree. Closing that gap is crucial for improving team morale.
Today’s workforce increasingly expects managers to operate less like bosses and more like coaches, providing ongoing feedback, identifying individual strengths, and creating conditions where each team member can grow and succeed. As a coach would, you can praise employees during your daily standups, in a scheduled email, at a meeting or at special events.
If your team is in a slump, getting everyone engaged and productive is your top priority. The good news is that you can make a meaningful difference with small, consistent changes. Take a coach’s approach as you communicate, listen, recognize and reward.
Learn more about St. Thomas University’s online MBA – General program.
