How to Be an Engaging Manager

Every member of an organisation has a role to play. We're very aware of our responsibilities. We know who is in charge of us, and we are all working toward a shared goal. Every single one of our members is unique. And when someone feels lost, unmotivated, or detached, it impacts the rest of the company.

The sum is greater than its part. However, when one unit's mojo isn't working, it causes a chain reaction. This may not be obvious right away, but it can create a gap that can make the difference between success and failure.

 

Employee engagement is not an easy task

Every member of an organisation has a role to play. We're very aware of our responsibilities. We know who is in charge of us, and we are all working toward a shared goal. Every single one of our members is unique. And when someone feels lost, unmotivated, or detached, it impacts the rest of the company.

The sum is greater than its part. However, when one unit's mojo isn't working, it causes a chain reaction. This may not be obvious right away, but it can create a gap that can make the difference between success and failure.

People management specialists have long advocated for employee morale and engagement. Employee happiness has been linked to corporate success in empirical studies. As a result, managers at all levels of the organisation must do whatever it takes to keep each employee engaged, connected, and motivated.

Theoretically, it appears to be so simple. However, the reality in the workplace isn't often so straightforward. Happy workers don't necessarily mean that goals have been met.

Employee engagement is a challenging duty for any manager. It's unusual to hear a coworker praise their boss for being accessible, approachable, and collaborative. Most of us will come into supervisors who don't mesh well with our personalities or work habits. Despite this, we eventually adapt. We thrive and keep going. We figure out how to motivate ourselves to stay engaged. 

Humans are adaptable and versatile when it comes to their surroundings. However, despite humans' inherent ability to persevere, there is one thing that most individuals believe is a dealbreaker. 

 

Validation is a common factor that causes us to reconsider our situation.

Your manager isn't doing their best to keep you engaged if they don't make you feel validated every day.

Validation, along with a sense of belonging, is a human need at the end of the day. It can cause you to wither away in boredom and eventually leave your job if it is not provided. So, how can you ensure that you are valued at work?

 

What does a manager's validation look like?

Validation can take many different shapes. It could be a simple chat message inquiring how things are going with your project and what assistance you require. It might just be a brief "thank you" for all of your efforts thus far. It may be expressed as an acknowledgement that, while the task is not yet complete, you have made progress. Validation might be the small things your boss performs daily to remind you of your job, your success, and where you're going. This kind of affirmation helps you to stay motivated.

Validation can take the form of constructive criticism as well. You'll be able to see what needs to be improved or altered. It doesn't have to be praise or a reward, but knowing that you're valued as part of a team daily is reassuring. 

 

What can you do at work to feel validated?

If you're looking for more affirmation at work, start by requesting regular feedback from your superior. This doesn't have to be a formal performance evaluation; it can simply be a quick check-in to gather some feedback. Ensure that you've revised your work according to any constructive criticism that you've received.

Make your accomplishments known after that. Overcommunicate with your superior about your development and achievements. They may be forgetting or overlooking what you are doing. Allow them to comment on your work and congratulate you on your performance.

 

What happens if an employee doesn't feel valued at work?

A company might have a great work culture and offer a competitive salary, but an employee can always resign as they do not feel they belong there. 

They didn't feel validated, and their manager didn't take the time to recognise their contributions, which caused a gap. It was always one task after another, without acknowledging the employee's accomplishments for how they could climb up the organisation's corporate ladder. Long story short, the gap caused the employer to find another job. 

 

It is a human yearning to be accepted and validated as a member of something larger. If you don't make an effort to make your employees feel valued daily, it could lead to bigger problems in the future.