There are numerous studies on the relationship between managers and employees regarding engagement. It is quite notable that most Google searches focus on employee engagement or on what a manager can do to increase employee engagement.

But what about the managers themselves? How do organizations engage managers, and what happens when they are disengaged?

According to the Gallup Business Journal, 70% of the variance in team engagement across business units is explained by the quality of the manager. In other words, engagement is a management issue, making manager engagement strategies critical to organizational success.

This makes sense. Employees naturally gauge their connection and engagement with an organization through their local relationships and environments. No one has a greater influence on those day-to-day interactions, processes, and operations than the managers working alongside them.

Great leaders show their employees what they need to do to succeed and help the business succeed. Engaging managers are highly motivated, efficient, collaborative, and, most importantly, nurture engaged employees. In fact, 80% of employees with a higher level of trust in their management are more committed to the business. These are some of the key benefits of engaging managers.

Engaged managers understand they represent their company and its values. They are committed to achieving objectives that align with organizational goals. This is why organizations must understand what managers are doing in the workplace—because their actions can either build or break engagement.

Many of the techniques that boost employee engagement also work for managers. Therefore, instead of replacing disengaged managers, organizations should focus on leadership engagement techniques that strengthen relationships and motivation.

Five practical ways to improve manager engagement.

1. Improve Communication and Growth and Development Opportunities

Most managers would never admit they are poor communicators. Communication skills are often taken for granted in leadership roles.

For a manager, being advised to attend communication training can feel uncomfortable. However, communication training is a powerful tool to improve effectiveness. More importantly, managers need continuous growth and development opportunities. Providing these options promotes loyalty, builds motivation, and supports long-term engagement.

2. Practice Empathy With Managers

A critical factor in learning how to engage managers is empathy. Organizations frequently encourage managers to show empathy toward employees, but engagement efforts fall short if leaders do not extend that same understanding to managers.

By showing compassion, seeking feedback, and learning from mistakes, organizations can instill empathy at every level while reinforcing trust and confidence.

3. Foster Engagement Through Collaboration

Collaborative managers are often selected for complex tasks requiring cross-functional teamwork. Therefore, fostering collaboration is one of the most effective manager engagement strategies.

Collaboration and engagement are closely linked. Actively involving managers in collaboration strengthens relationships, ownership, and commitment.

4. Build Transparency

While not all information can be shared, organizations should aim to be as transparent as possible with managers. When data cannot be disclosed, explaining the reason matters.

Sharing targets, objectives, and performance updates helps managers feel informed, trusted, and aligned with organizational priorities—key elements to improve manager engagement.

5. Create a Culture of Recognition

Recognition is a two-way process. When managers delay recognizing their team members, employees are less likely to view them as engaged leaders.

Managers must learn to recognize engaged employees, while organizations should also acknowledge managers for their positive contributions. Recognition reinforces motivation and strengthens engagement on both sides.

Managers are often tasked by senior leadership with improving employee engagement because they have the strongest influence on daily experiences. However, with only 35% of managers currently engaged (according to Gallup), asking disengaged managers to engage others is ineffective.

Instead, organizations should first focus on engaging managers themselves. Investing in manager engagement strategies delivers long-term results, as both managers and their teams become increasingly engaged at work.

Manager Engagement Summary Table

Conclusion: Turning Strategy Into Habit

Incorporating these manager engagement strategies helps organizations build a more resilient and motivated leadership layer. By understanding how to engage managers, companies can enhance manager engagement and unlock the full potential of their teams, thereby reaping the numerous benefits of engaging managers at every level.