Want Better Engagement? You Gotta Reward Managers For Their Efforts

Managers are indispensable players in any reward and recognition strategy.

In fact, a 2012 study by Dale Carnegie Training showed that an employee’s relationship with their direct supervisor is one of the top, if not the No. 1 driver of employee engagement.

However, while several organizations have a reward and recognition program in place to recognize the achievements of employees, too few have specific initiatives in place to reward managers for their efforts.

Keys to success

WorldatWork conducted a year-long engagement survey examining this practice, and came to the same conclusion. They made the following suggestions to improve manager engagement within an organization:

  1. Develop performance metrics that encourage managers or supervisors to encourage engagement among their employees. Information is power, so track engagement within your organization and create actionable tasks for managers that can be benchmarked and reviewed. A general rule of thumb is to make sure each employee receives timely recognition for a specific positive behavior at least once every seven days.
  2. Reward supervisors and managers for developing employee engagement among their peers. Modern reward and recognition platforms support multiple initiatives, so there’s no excuse to not have a special recognition initiative for managers. Formally recognizing managers or supervisors sends a strong message that giving proper credit and recognition is not a task reserved for a select few, but something the organization values from the top down.
  3. Strategically define employee engagement and include it as a goal in the strategic plan. We already know that employees and managers will put much more faith in a reward and recognition program if it is supported from the highest levels of management, so this should be a no-brainer. Companies that are serious about engagement take time to identify areas for improvement, track relevant metrics, and create a diverse collection of initiatives that touches every level of the organization.

Turning the tide

As the saying goes, “a rising tide lifts all boats.” In the same way, a successful recognition program should build a culture of recognition that includes everyone in your workforce, elevating the entire organization.

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Effectively engaging employees takes skill and hard work, and rewarding those who are normally called upon to do most of the engaging is a sure way to boost everyone’s spirits.

This was originally published on the Michael C. Fina blog.

Cord Himelstein has helped HALO Recognition become one of the leading providers of employee rewards, recognition and incentive solutions. Since 2007, he has been responsible for leading the company’s strategic marketing initiatives and communications efforts. Cord works closely with customers to help them develop measurable workforce recognition strategies and create memorable experiences for their employees.

Cord is also a recognized thought leader in the human resources community, and is a regular contributor to the company's corporate blog, where his articles have enjoyed national exposure through major HR publications including SHRM, Workspan, TLNT, Smartbrief, and Entrepreneur. Prior to joining HALO Recognition, Cord worked in the entertainment industry for more than 15 years, where he held senior positions with Elektra Entertainment and EMI Music Group.

LinkedIn: https://www.linkedin.com/in/cord-himelstein-970b375

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1 Comment on “Want Better Engagement? You Gotta Reward Managers For Their Efforts

  1. This is spot on!!! However these suggestions need to be balanced with the reality that many managers are not skilled enough to do this, do not have much time due to pressures of delivery and do not have the right information to do this. I think this is the primary challenge for CEOs and managers alike. How do you bridge those gaps.

    We have been doing a load of work in this area over the last 18 months or so and have made some great headway working with teams and managers. We now have a tool that managers can use quickly and easily to enable them to get a deeper understanding of the individuals on their team and what they need to succeed, be motivated and engaged. It also allows this to be measured.

    We provide all the information a manager needs based on the behavioural psychology of the team to start the sorts of conversations this post advocates… would love to have feedback on it from anyone in the talent management space… http://www.performancereviewpro.com.

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