17 Simple Strategies Managers Can Use To Boost Employee Engagement
- Matei Dumitru
- Apr 3
- 5 min read
Employee engagement starts at the team level, and managers play a direct role in shaping workplace culture and motivation. Small but meaningful actions on the part of each team’s manager—such as recognizing contributions, actively listening and communicating frequently and clearly—can significantly bolster employee morale and productivity across the company.
Here, 17 members of Forbes Coaches Council share simple yet effective strategies for boosting employee engagement, which is integral to their overall job satisfaction. These strategies not only help strengthen individual performance, but also bolster overall organizational success and employee retention.
1. Listen Actively With Deep Curiosity
Ask your team, “What’s working? What’s not? How can I support you?” When people feel heard, they feel valued. Engaged employees bring energy, creativity and commitment, which ripple out to create better results and strong performance. The simple truth is, trust within a team builds a thriving organization. Start with listening; it’s the fastest path to trust and engagement. - Andrea Wanerstrand, A3 Culture Lab
2. Recognize Efforts As Contributions, Not Obligations
Managers can boost engagement by consistently reinforcing the team’s vision and connecting individual contributions to a greater purpose. When employees see their work as meaningful and impactful, it fosters pride, unity and motivation. Recognizing efforts as contributions rather than obligations improves morale, strengthens teamwork and drives overall organizational success. - Dr. Aman Alzubier, dramanalzubier.com
3. Leverage Intrinsic Motivators
To boost team engagement, managers can leverage intrinsic motivators like those outlined by Daniel Pink—autonomy (freedom), mastery (expertise) and purpose (making a difference). By aligning work opportunities with these core motivators and cultivating a culture where team members actively support each other’s aspirations, managers can build a high-performing team that delivers excellence. - Gabriella Goddard, Brainsparker Ltd
4. Hold ‘Create Huddles’
Engage in regular “create huddles” and ask questions: “What did you work on last week? What would you like to work on now? Would you like to change anything? What are you aware of? What action can we choose? What’s next?” Don’t tell or command; ask questions. - Simone Milasas, Access Consciousness
5. Communicate Frequently And Clearly
Managers can communicate clearly and frequently to keep employees informed and invite them to share their input to allow their voices to be heard. Employees who are clear on their purpose and how they contribute are more engaged. Employee engagement drives performance. - Karen Tracy, Dr. Karen A Tracy, LLC
6. Focus On Building Genuine Connections
Starting team meetings with a word that reflects where each person is emotionally, mentally or spiritually will foster genuine connection. When leaders take the time to know their people beyond their roles, trust deepens and teams excel. And a connected team takes the organization to new levels of success. - Lisa Marie Platske, Upside Thinking, Inc.
7. Articulate The Impact Employees Have On The Team
Draw clear connections between what people do and say and the impact they have on the team. By articulating these connections, managers help employees feel seen, appreciated and powerful. This approach reinforces that employees have the company’s support to be agents of change and helps them believe in their own potential to make a difference. - Andrea Wenburg, Voice of Influence
8. Promote Problem-Solving
By encouraging employees to identify opportunities for improvement, you can engage everyone to collaborate to solve the problem together—making the change easier to manage and creating momentum for more business improvement. Tip: Identify the process in which the problem occurs, and then walk through the process together to observe and identify opportunities to improve. - Karlo Tanjuakio, GLSS
9. Discuss The Improvements Employees Want
Establish regular team meetings focused on improvements that most team members want to experience for a meaningful purpose. Start with improving communication so it’s safe to speak up. Next meeting, pick a topic—like “improving handoffs.” After that, you can provide a menu of topics and ask the team to decide. Acknowledge the team for their participation, ideas and the actions they’ve taken. Share team results publicly. - Mark Samuel, IMPAQ Corporation
10. Ensure Each Team Member Has A Voice
Give everyone a voice. It’s simple but makes a huge impact. Don’t just look to your leaders to create initiatives and lead projects, but let ideas, leadership and growth come from internal champions at all levels. This allows for people to follow their passions and gain exposure and recognition, boosting engagement and even helping you identify potential future leaders and new skill sets on the team. - Susan Bortone, Noble Talent Group
11. Rotate ‘Team Champions’ To Host Improvement Sessions
One thing to consider is designating a rotating “team champion” each quarter to host a brief, creative brainstorming session for improvement ideas, then team up to implement at least one of these ideas. This shared ownership boosts engagement, fosters camaraderie and directly fuels organizational performance, as employees see their collective input shaping real results. - Kerri Sutey, Sutey Coaching & Consulting LLC
12. Hold Short Meetings To Understand Employees’ Needs
Managers can boost employee engagement by having short (15-minute) meetings to understand each team member’s needs, goals and challenges. This builds trust, shows employees they’re valued and aligns their efforts with team objectives. Engaged employees are more productive and motivated, driving better results and contributing to the organization’s overall success. - Jesper Bergstrøm, Jesper Bergstrøm APS
13. Support Direct Reports’ Growth And Development
I have found that the most significant indicator of team engagement is when individual contributors feel their immediate supervisors support their growth and development. Organizations that foster this as a part of their culture and managerial expectations consistently showcase higher engagement, productivity and retention. - Ed Brzychcy, Lead from the Front
14. Show Up And Be Present
Show up for your team—really show up. Take time to listen, ask questions and actually care about what they’re saying. When people feel seen and valued, they naturally engage more. And here’s the thing: Engaged teams don’t just perform better, they set the tone for the whole organization. It’s contagious. - Veronica Angela, CONQUER EDGE, LLC
15. Offer Public Recognition Often
Managers can boost employee engagement by regularly and publicly acknowledging individual contributions, whether big or small. This simple practice fosters a positive team culture, boosts motivation and enhances a sense of belonging. Ultimately, it drives better organizational performance, higher productivity and improved collaboration across teams. - Maryam Daryabegi, Innovation Bazar
16. Host Informal Gatherings To Foster Open Dialogue
Managers can boost engagement by hosting regular team lunches or dinners or informal gatherings to foster open dialogue. This builds trust, strengthens connections and addresses concerns. By creating a space for understanding and shared purpose, managers enhance morale, motivate teams and drive higher performance across the organization. - Dr. Adil Dalal, Pinnacle Process Solutions, Intl., LLC
17. Ask What Team Members Need To Flourish
One simple thing managers can do is ask, 'How can I help you succeed?' Managers must see their people, not just their work. Ask them what they need to flourish—not to meet a deadline, but as whole individuals. When people feel truly valued and supported in their growth, they pour that energy back into their work, and the entire organization grows stronger, more connected and more human. - Ashley B. Stewart, The Corvian Group
