Operational excellence
4 min read

Why Employee Engagement Starts with Managers—And How to Improve It

Published on
February 13, 2020

Employee Engagement Begins With Your Managers

The concept of employee engagement was first introduced by William A. Kahn in 1990. Since then, Gallup—recognizing its strategic importance—has incorporated it into its regular surveys, creating one of the world’s richest datasets on what drives engagement at work.

Did you know “employee engagement” was searched over 400,000 times on Google in 2018?

That’s no accident.

Why Is Everyone Talking About Engagement?

Because research consistently shows that engaged employees drive performance.

According to the Harvard Business Review, companies with highly engaged teams are 12% more profitable than the average. Departments with high engagement outperform their disengaged counterparts by 21%.

The message is clear: engagement isn’t just a feel-good concept—it’s a strategic growth lever.

The Manager’s Role in Driving Engagement

From hiring to offboarding, employees are continuously navigating company goals, strategy, and culture. That entire journey—the employee experience—is shaped by countless interactions.

Who shapes those experiences the most?
Your managers.

Managers are not just operational leaders; they are cultural ambassadors, value carriers, and the most immediate influencers of employee engagement.

Want satisfied customers?
Start with satisfied employees.
Want satisfied employees?
Start with empowered managers.

Great Employee Experience Requires Great Manager Experience

To improve employee engagement, HR and leadership must invest in the manager experience first.

If your managers are overwhelmed, undertrained, or disconnected from leadership, they cannot be effective engagement catalysts.

That’s why HR’s role is not only to support employees but to simplify and elevate the day-to-day reality of managers—so they, in turn, can support their teams.

Ask Yourself:

  • Are your managers invited to trainings on leadership, emotional intelligence, or feedback when they step into the role?
  • Do you have systems in place to teach them the behaviors and skills they need to lead effectively?
  • Are your managers equipped to create a culture of motivation, autonomy, and recognition?


If the answer is unclear or negative, it may be time to rethink your manager support strategy.

Let’s Build Stronger Managers—and More Engaged Teams

At Bee’z Consulting, we specialize in transforming leadership practices and enhancing the employee and manager experience in medium and large organizations.

We offer:

  • Leadership Development Programs
  • Tailored Employee Experience Design
  • Strategic HR Advisory for Culture & Engagement

Contacter Bee'z Consulting

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