It’s no secret that employee engagement is important. Organizations spend a lot of time figuring out how to increase employee engagement and may wonder why employee engagement is falling.

Gallup has been tracking employee engagement for over a decade, and in that time, they’ve found that companies with highly engaged employees see a higher profit margin, less turnover, and are generally more successful.

So what happens when employee engagement starts to drop?

Unfortunately, we’re seeing exactly that right now in the United States. According to a recent article published by Gallup, employee engagement has been on the decline for the past two years, and it doesn’t look like it’s going to improve anytime soon.

There are a lot of reasons for this decline. The Covid-related work place changes have fundamentally changed the way people think of work, which has led to uncertainty in the workplace. The looming recession has left many people feeling uncertain about their jobs. The rise of social media has also made it easier for employees to compare themselves to others, and to feel like they’re not being appreciated enough.

But whatever the reasons may be, the fact remains that employee engagement is important, and we should all be concerned about these recent trends.

So why is employee engagement important? There are actually a lot of reasons. Here are just a few:

1. Engaged employees are more productive.

2. They’re less likely to leave their jobs.

3. They’re more likely to be innovative and creative.

4. They’re more likely to be satisfied with their jobs.

5. They’re less likely to engage in counterproductive behaviors like absenteeism and tardiness.

All of these things add up to one thing: a more successful organization. So how can you encourage employee engagement in your own workplace? Here are a few tips:

1. Make sure employees feel appreciated. This doesn’t mean just giving them bonuses or raises; it means taking the time to thank them for their work, recognizing their accomplishments, and letting them know that their contributions are valued.

2. Give employees opportunities for growth and development. Help them learn new skills and advance their careers.

3. Encourage communication and collaboration between employees. This will help them get to know each other better and build stronger relationships within the company.

4. Promote work-life balance. Let employees know that it’s okay to take time off for vacation or personal reasons, and try to create a work environment that is stress-free and comfortable.”

What is the common thread here? The managers in your organization have the greatest impact on each of these areas. If managers are not doing their managerial work, especially in tough times, this may be why employee engagement is falling.

Managerial leadership is the most important driver of employee engagement. Managers are the single most important person in an employees work life. Their job is to set objectives, provide resources and support, motivate employees, and resolve problems. So managers need to be capable and to do their managerial leadership work properly.

If you’re a manager, take a step back and assess your own performance. Ask yourself whether you’re doing everything you can to lead your team effectively. if not, make some changes. your employees will thank you for it – and so will your bottom line.

If you are the head of the organization, what can you do to ensure that managers throughout your organization are doing their managerial leadership work?