You can’t pour from an empty cup. Your own well-being as a leader has a direct and immediate ripple effect on your team. If you’re stressed, burnt out, and constantly rushing, that anxiety becomes the team's background noise. It’s nearly impossible to foster a positive, supportive environment if you aren’t in a good place yourself. Taking care of your own mental and emotional health isn't selfish; it's a leadership prerequisite. So, how can managers improve employee engagement? It starts by showing up as a calm, centered, and positive force. This guide will explore the practical steps you can take, beginning with yourself, to build the trust and psychological safety your team needs to thrive.
Let's get one thing straight: employee engagement isn't about making sure everyone on your team is happy all the time. While happiness is great, engagement goes much deeper. Think of it as the emotional and intellectual commitment an employee has to their work, their team, and the company's mission. Engaged employees are genuinely involved in and enthusiastic about what they do. They don't just show up for a paycheck; they show up to make a difference. This distinction is critical because a satisfied employee might do their job well, but an engaged employee will look for ways to do it better. They bring a level of passion and ownership that can completely transform a team's performance.
On any given team, you'll likely find a mix of three types of employees. First, you have your engaged team members. These are your all-stars. They are passionate, innovative, and take real ownership of their work. They’re the ones who bring new ideas to the table and inspire others. Then, you have the not engaged employees. These individuals are essentially on autopilot. They do what’s asked of them, but there’s no fire or extra effort. Finally, there are the actively disengaged employees. According to Gallup's research, these are the folks who are vocally unhappy and can spread their negativity, undermining the positive work of others.
So, why should you care so much about engagement? Because it directly impacts your team’s success and your own. Teams with high engagement see real, measurable results: higher productivity, increased profits, and fewer sick days. They also make fewer mistakes and have fewer accidents. Beyond the numbers, engaged employees are more satisfied with their jobs, which creates a positive and supportive work environment for everyone. When you focus on engagement, you build loyalty. This not only helps you keep your best people but also makes it easier to attract amazing new talent to your team.
Let's start with a powerful truth: as a manager, you are the single most important factor in your team's engagement. It might sound like a lot of pressure, but research shows that managers account for a massive 70% of the variance in how engaged their team members are. I want you to see this not as a burden, but as your biggest opportunity. More than any company-wide program or executive town hall, your daily actions and interactions shape your team’s experience at work. You’re the one who makes the company’s mission and values feel real.
When your team is engaged, they don’t just show up to collect a paycheck. They are psychologically committed to their work, invested in the team’s success, and more likely to go the extra mile. They are more innovative, productive, and loyal. Disengaged teams, on the other hand, are just going through the motions. Your leadership is the switch that determines which path your team takes. By focusing on a few key behaviors, you can directly improve employee engagement and build a team that people are excited to be a part of. It all starts with how you see your role.
Think about your day-to-day. Are you spending most of your time overseeing tasks, checking deadlines, and organizing logistics? That’s managing. It’s essential, but it’s only half the job. Leading is different. Leading is about inspiring your team, connecting their work to a bigger vision, and motivating them to bring their best selves to the table. An effective leader doesn't just direct traffic; they create an environment where people feel energized and purposeful.
This is the core difference that drives engagement. A manager makes sure the work gets done. A leader makes people want to do the work. If you feel stuck in management mode, don't worry. Leadership isn't an innate trait you either have or you don't; it's a set of skills you can build. With a tool like the Bunch AI coach, you can get daily, personalized guidance to help you transition from just managing tasks to truly leading people.
It’s easy to think of employee engagement as an HR responsibility. They’re the ones who send out the annual survey and present the company-wide results, right? While HR plays a crucial role in providing tools and frameworks, they can’t create engagement on their own. You are the one on the ground, turning those broad initiatives into a daily reality for your team. You’re the one having the one-on-ones, giving feedback, and deciding who works on what.
Engagement needs to be a priority for every single leader, not just a department. When you see it as a core part of your job, you stop waiting for a program to fix things and start taking ownership. You are the conduit for the company culture. Your team experiences the workplace through you, making your commitment the most critical piece of the puzzle.
You can’t pour from an empty cup. Your own well-being has a direct and immediate ripple effect on your team. If you’re stressed, burnt out, and constantly rushing, that anxiety becomes the team's background noise. It’s nearly impossible to foster a positive, supportive environment if you aren’t in a good place yourself. Taking care of your own mental and emotional health isn't selfish; it's a leadership prerequisite.
When you show up as a calm, centered, and positive force, you set a powerful example. It also builds trust. When your team sees that you care about their well-being, they feel safer and more valued as individuals, not just as employees. This personal connection is a cornerstone of genuine engagement, creating a space where people feel they can be open, take risks, and do their best work.
If you think employee engagement comes from office perks like free snacks or a foosball table, it’s time for a rethink. While those things are nice, they don’t create lasting commitment. True engagement isn’t about surface-level benefits; it’s about how people feel about their work, their team, and their leaders every single day. It’s the difference between an employee who just shows up and one who shows up ready to contribute, innovate, and take ownership.
The good news is that the real drivers of engagement are completely within your control as a manager. It’s not some mysterious formula that only HR knows. It comes down to a handful of core human needs: feeling connected to a purpose, having the freedom to do your best work, seeing a path for growth, feeling valued, and being able to communicate openly. By focusing on these key areas, you can create an environment where your team doesn't just work, but thrives. And you don't have to do it alone; an AI leadership coach can give you daily, personalized tips to build these habits.
No one wants to feel like a cog in a machine. Your team members are most motivated when they understand how their daily tasks contribute to the bigger picture. Doing work that feels meaningful is a powerful driver of engagement. It’s your job to draw that line for them, connecting their individual contributions to the team’s goals and the company’s overall mission. Don’t assume they see the connection on their own.
Regularly talk about the "why" behind projects. When you assign a task, explain how it helps a customer or moves a key company metric forward. By consistently reinforcing the purpose behind the work, you help your team see that their effort matters. This transforms their job from a simple to-do list into a meaningful contribution they can feel proud of.
The best way to show your team you trust them is to give them space. Micromanaging signals a lack of confidence and crushes motivation. When you give your team autonomy, you empower them to take true ownership of their work. According to research from Gallup, engaged employees act like "owners" of their roles, and that sense of ownership comes from having the freedom to make decisions and solve problems.
Set clear goals and define what success looks like, but then step back and let your team figure out the best way to get there. This doesn't mean being hands-off; it means being a supportive resource rather than a taskmaster. When people have control over their work, they become more invested, responsible, and innovative.
Ambitious people don’t want to stand still. If your team members can’t see a future for themselves at the company, they’ll start looking for one elsewhere. Opportunities for personal and professional development are critical for engagement. As a manager, you play a huge role in helping your team learn and grow. This shows them you’re invested in their success, not just their output.
Make career conversations a regular part of your one-on-ones. Ask about their long-term goals and help them identify skills they want to build. Then, actively look for opportunities to help them get there, whether it’s through a new project, a training course, or mentorship. Investing in your team’s development is an investment in their engagement and loyalty.
Feeling seen and valued is a fundamental human need. If your team members are putting in great effort, they need to know you notice and appreciate it. Regular recognition is one of the most effective and simple ways to improve engagement. It’s not about grand, expensive gestures; it’s about consistent, authentic, and personal acknowledgment of a job well done.
Make it a habit to thank people for their specific contributions. Instead of a generic "good job," try, "Thank you for catching that error in the report; your attention to detail saved us a lot of trouble." Whether you do it publicly in a team meeting or privately in a message, timely and specific praise reinforces positive behaviors and makes your team members feel genuinely appreciated for their hard work.
Annual performance reviews are not enough to keep your team engaged. People need regular feedback to know where they stand and how they can improve. More importantly, they need to feel safe enough to share their own ideas and concerns with you. Creating an environment of psychological safety where open, two-way communication is the norm is essential for a healthy and engaged team.
Turn feedback into an ongoing conversation, not a once-a-year event. Use your one-on-ones to both give and ask for feedback. Ask questions like, "What’s one thing I could do to better support you?" or "What roadblocks are you facing right now?" When you listen and act on what you hear, you build trust and show your team that their voice matters. You can even get instant guidance on tough conversations from an AI coach like Bunchee.
Improving employee engagement isn't about planning a single, perfect offsite or introducing a new perk. It’s about the small, consistent actions you take every single day. Think of it as a series of small deposits into your team’s trust and motivation bank. As a manager, you have the most direct impact on your team's daily experience at work. By focusing on a few key habits, you can create an environment where people feel seen, valued, and connected to their work. These daily practices are what separate a manager who simply oversees tasks from a leader who inspires genuine commitment. The following steps are practical things you can start doing this week to make a real difference.
One-on-one meetings are your single most powerful tool for building connection. Treat this time as sacred; it’s a dedicated space for your team members to share what’s on their minds without the pressure of a group setting. Go beyond project updates and ask meaningful questions about their career goals, what’s blocking them, and what they need from you to succeed. This isn’t a status report for you; it’s a support session for them. Making these conversations a consistent, reliable part of your routine shows your team that you are genuinely invested in their growth and well-being. You can even use the Bunch app to get daily tips on how to make these conversations more impactful.
People can’t hit a target they can’t see. One of the most common sources of disengagement is confusion about what’s expected. Your team needs to understand not just what they need to do, but why it matters. Take the time to connect their individual tasks to the team’s larger objectives and the company's mission. When employees see how their work contributes to the bigger picture, it creates a powerful sense of purpose. As Gallup’s research shows, clarity is crucial for helping employees feel confident and effective in their roles. Make sure goals are clearly defined, mutually understood, and revisited regularly.
You hired smart, capable people, so don't make decisions in a vacuum. When you involve your team in the decision-making process, you’re not just getting more ideas; you’re building a sense of ownership. When a challenge arises that affects the whole team, bring it to them. Ask for their input, listen to their perspectives, and discuss potential solutions together. You still hold the final say as the leader, but giving your team a voice shows that you trust their judgment and value their expertise. This practice helps people feel more invested in the outcomes because they had a hand in shaping them. Understanding different work styles and profiles can also help you draw out the best ideas from everyone.
Great ideas can come from anywhere, but only if people feel safe enough to share them. Psychological safety is the foundation of high-performing, engaged teams. It’s the shared belief that it’s safe to ask questions, admit mistakes, or propose a wild idea without fear of being shut down or embarrassed. As a leader, you can model this by being vulnerable yourself. Admit when you don’t have the answer and treat failures as learning opportunities, not reasons for blame. When your team sees you do it, they’ll feel more comfortable doing it too. This creates a collaborative spirit where people feel supported by their peers and are more willing to work together to solve tough problems.
Burnout is the enemy of engagement. You can talk about work-life balance all you want, but your team will follow your actions, not your words. If you’re sending emails at 10 p.m., you’re sending a message that they should be too. Model healthy boundaries by logging off at a reasonable hour, taking your vacation time, and encouraging your team to do the same. Celebrate when someone takes a well-deserved break to recharge. Protecting your team’s time and energy isn’t about being soft; it’s about ensuring their long-term sustainability and performance. A well-rested team is a more creative, motivated, and engaged team. Investing in your own leadership skills is a great way to learn how to manage this effectively, and Bunch offers accessible plans to help you grow.
Feeling seen and appreciated for your hard work is a universal human need, and it’s one of the most powerful drivers of engagement at work. But a quick "good job" tacked onto the end of an email doesn't always cut it. An effective recognition strategy is thoughtful, consistent, and tailored to your team. It’s not about grand, expensive gestures that happen once a year; it’s about weaving appreciation into the very fabric of your team’s culture. When you get recognition right, you’re not just making one person feel good. You’re signaling to the entire team what success looks like and reinforcing the behaviors you want to see more of.
The key is to have a few different approaches in your toolkit, because what motivates one person might make another one cringe. It’s about knowing your people and understanding when a public shout-out is perfect and when a quiet, personal thank you will mean the world. Research shows that even small, everyday acknowledgments can have a huge impact on motivation and progress. By celebrating these small wins, you create a positive feedback loop that keeps your team moving forward. This isn't just a nice-to-have; it's a fundamental part of creating a high-performing, engaged team.
Deciding whether to give praise publicly or privately is a crucial leadership choice. Public recognition, like a shout-out in a team meeting or a company-wide Slack channel, can be incredibly powerful. It amplifies the person's achievement, makes them feel valued by their peers, and clearly demonstrates what excellence looks like to the rest of the team. It’s a great way to celebrate big wins and collaborative efforts.
However, not everyone loves being in the spotlight. For some, a private, personal thank you is far more meaningful. A sincere, specific message or a quick one-on-one conversation shows you’re paying attention to their individual contribution. This approach is perfect for acknowledging effort or recognizing someone who prefers to stay out of the limelight. Understanding your team's different personality profiles will help you tailor your praise perfectly.
While financial bonuses have their place, they aren't the only way to show appreciation. Often, the most meaningful rewards are the ones that show you’ve been paying attention to what your team members truly value. Think beyond cash and consider rewards that support their growth, well-being, or personal interests. This could be an extra day of paid time off after a tough project, a budget for a professional development course they’ve been eyeing, or a gift card to their favorite local restaurant.
The goal is to make the reward feel personal, not transactional. When you give a team member a book on a topic they’re passionate about or a subscription to a tool that makes their job easier, you’re sending a clear message: "I see you, I listen to you, and I’m invested in your success."
If you only recognize people during performance reviews, you’re missing out on a huge opportunity. To build a truly engaged team, appreciation needs to be a consistent, daily practice. Small, frequent acknowledgments are what create a culture where people feel valued all the time, not just when they hit a major milestone. This consistency builds psychological safety and reinforces positive behaviors in real time.
You can build this habit by starting your team meetings with a round of "shout-outs" or creating a dedicated channel in your team chat for celebrating wins. The key is to make it a regular part of your routine. An AI leadership coach can provide daily reminders and tips to help you build this muscle, turning recognition from a rare event into a natural part of how you lead every single day.
The way you communicate with your team sets the tone for everything. It’s not just about relaying information; it’s about building trust, fostering psychological safety, and making sure every person feels seen and heard. When your communication style is open and consistent, it creates an environment where engagement can flourish. Think of it less as a series of announcements and more as an ongoing conversation. Developing this skill is a daily practice, and it’s one of the most powerful tools you have for connecting with your team on a human level.
Your words, and how you deliver them, can either build bridges or walls. A thoughtful communication style shows your team that you see them as partners in the work, not just as people who execute tasks. It invites them to bring their whole selves to work, including their ideas, concerns, and ambitions. This approach moves beyond simple management updates and into true leadership, where you guide and empower your team by keeping them in the loop and valuing their perspective. When people understand the context behind decisions and feel safe enough to voice their opinions, they become more invested in the outcomes. This is how you shift a team from passively receiving direction to actively driving results.
Being transparent doesn't mean you have to share every single detail of every executive decision. It means being open and honest about the things that affect your team. When you explain the "why" behind a new project or a shift in priorities, you replace uncertainty with context. This honesty is the foundation of trust. When your team trusts you, they’re more likely to feel secure, ask questions, and invest themselves fully in their work. A great first step is to understand how different people on your team prefer to receive information, which can vary based on their working style and personality type.
Communication should never be a one-way street. Your team has valuable insights, ideas, and concerns, but they won't share them if you don't create the space for it. Go beyond status updates and make room for genuine dialogue. You can do this by holding meetings without a rigid agenda, where the only goal is open discussion. In your one-on-ones, ask open-ended questions like, "What's something we could be doing better?" or "What's on your mind this week?" Then, the most important part: listen more than you talk. This shows your team that their voice truly matters.
Asking for feedback and then letting it disappear into a void is a fast way to erode trust. If you want your team to stay engaged, you have to show them that their input leads to real change. This creates a positive feedback loop. When you receive a suggestion, acknowledge it. Then, either act on it or provide a clear explanation for why you can't at this time. Closing the loop demonstrates respect and proves that speaking up is worthwhile. An AI coach like Bunch can give you daily tips on how to structure these conversations and turn valuable feedback into concrete action steps.
Even with the best intentions, you’re going to hit some roadblocks on the path to a more engaged team. These challenges are completely normal, and nearly every manager faces them at some point. The key isn’t to avoid them entirely (that’s impossible) but to know how to respond when they pop up. Maybe you feel like you’re on an island, without support from your own boss. Or perhaps your team has seen it all before and meets your efforts with a healthy dose of skepticism.
It’s easy to get discouraged when your plans don’t immediately pan out. But seeing these hurdles as opportunities to build trust and show your commitment can make all the difference. Let’s walk through a few of the most common engagement challenges and what you can do to work through them, starting with what you can control: your own actions and your relationship with your team.
It’s incredibly frustrating when you’re trying to make a positive change for your team, but you don’t have buy-in from senior leadership. Without that support, it can feel like your efforts are doomed from the start, lacking the resources or visibility to succeed. If leaders don't see engagement as a core business priority, it's tough to get traction.
Instead of trying to boil the ocean, focus on creating a pocket of excellence within your own team. You don’t need a budget or executive approval to improve your one-on-ones, give more meaningful recognition, or clarify goals. Start small and document your progress. Track metrics like team performance, missed deadlines, or even just qualitative feedback. Once you have data showing your efforts are working, you can make a stronger business case to your boss, framed in the language of results.
If your company has a history of "flavor of the month" initiatives, your team has every right to be skeptical. They’ve seen programs come and go, and they’ve learned to keep their heads down and wait for the next trend to pass. Announcing a big, new "employee engagement plan" might be met with more eye-rolls than enthusiasm.
The only way to overcome this cynicism is through consistency. Forget grand announcements and focus on small, steady actions. Show, don't just tell. When you hold regular one-on-ones and actually listen, protect your team’s work-life balance, and advocate for them, you slowly build the psychological safety needed for genuine engagement. Trust isn't built overnight; it's the result of countless small, reliable actions that prove you’re committed for the long haul. Your consistency is the best antidote to their cynicism.
Asking for feedback and then doing nothing with it is one of the fastest ways to destroy trust. It sends a clear message that you were just checking a box and don't actually value your team's input. In fact, it’s often worse than not asking for their opinion at all. True engagement requires closing the loop.
Create a simple habit: ask, acknowledge, and act. Ask for feedback regularly, whether in team meetings or quick pulse surveys. Then, acknowledge what you heard by summarizing the key themes for the team. Finally, and most importantly, act on it. Even a small change shows you’re listening. If you can’t implement a suggestion, be transparent and explain why. This simple loop reinforces that their voice matters and builds the momentum you need for lasting change. An AI leadership coach can provide daily reminders and tips to help you stay consistent with this follow-through.
Let's get straight to it: yes, company culture has a massive impact on employee engagement. It’s easy to think of "culture" as a fluffy concept decided in a boardroom, but it’s actually the operating system for your team's daily life. It’s the collection of shared beliefs, behaviors, and unspoken rules that dictate how work gets done. Research consistently shows a crucial link between a healthy culture and how invested employees are in their jobs. A positive environment doesn't just make people happier; it makes them want to contribute more.
As a manager, you are the most important culture-setter for your team. You might not control the entire organization's values, but you absolutely define the micro-culture your team experiences every single day. You're on the front lines, translating company-wide ideas into real-world interactions. The way you communicate, handle conflict, and recognize effort creates the atmosphere where your team will either thrive or just survive. Thinking about culture isn't an extra task on your to-do list; it's fundamental to creating a team that is engaged, motivated, and resilient. It’s the foundation upon which all your other engagement efforts are built.
This is where the abstract idea of culture becomes real. It’s in the small moments: the way a team member feels comfortable asking a "silly" question, the genuine celebration when someone hits a goal, or the collective sigh of relief when a tough project is done. A positive culture, one that prioritizes employee well-being, makes people feel safe and valued. This feeling directly translates into higher loyalty and makes it easier to keep your best people around. It’s what makes someone choose to stay and grow with you, even when other opportunities pop up. Your team's daily experience is the sum of these cultural moments.
You hold more power here than you think. You don't need a new title or a bigger budget to influence your team's culture; you just need to be intentional. Your role as a manager puts you in the perfect position to model the behaviors you want to see. It starts with the simple things: being kind, showing you care about your team members as people, and being understanding when life happens. When you consistently act with empathy and integrity, you build the trust that is essential for a positive workplace. This isn't about being a pushover; it's about being a human leader who creates an environment where people feel psychologically safe and respected.
Engagement is impossible if people feel like they don't belong. As a manager, one of your most important jobs is to create an inclusive space where every single person on your team feels seen, heard, and valued. This goes beyond just hiring a diverse team; it's about actively fostering a sense of community. You can do this by encouraging teamwork, celebrating different viewpoints, and making sure everyone has a chance to contribute. Some leaders even encourage friendship to strengthen team bonds. When people feel they can bring their whole selves to work without judgment, their engagement and commitment naturally follow.
You’ve started having more meaningful one-on-ones and recognizing your team’s wins. That’s fantastic. But how do you know if your efforts are actually moving the needle? Measuring engagement isn't about getting a perfect score; it's about understanding what's working and where you can offer more support. It helps you shift from guessing what your team needs to knowing. By combining a few simple methods, you can get a clear picture of your team’s experience and make sure your leadership strategies are having the impact you want.
Surveys give you a powerful look into your team's collective experience, showing you whether people are truly invested or just going through the motions. Instead of waiting for an annual company-wide survey, you can use short, frequent "pulse checks" to get a regular read on morale. Keep them simple with just a few questions focused on clarity, workload, and connection to the team's goals. According to Gallup's research, this regular data provides valuable insight into employee sentiment. The key is to track responses over time. This helps you spot trends and see how your new engagement strategies are landing with the team.
While surveys give you the "what," your one-on-one meetings give you the "why." These conversations are your best tool for gauging engagement in real time and addressing individual needs as they come up. This is where you can move beyond data points and connect on a human level. Ask open-ended questions like, "What part of your work has felt most energizing lately?" or "Are there any roadblocks getting in your way?" These questions invite honest reflection and can reveal issues a survey might miss. An AI leadership coach can help you prepare for these conversations so you always know the right questions to ask.
Collecting feedback is only the first step. The most important part is what you do next. If you ask for opinions but never act on them, you can actually damage trust more than if you never asked at all. As managers on Reddit have shared, acting on feedback quickly is crucial. When your team sees their input lead to real change, it reinforces that their voices matter. Acknowledge what you’ve heard, communicate what you plan to do (even if the answer is "no" for now), and then follow through. This simple act of closing the loop builds incredible trust and creates a culture where people feel safe and valued enough to stay engaged.
Knowing what drives engagement is one thing; putting it into practice is another. The good news is that you don’t need a massive budget or a company-wide initiative to start making a difference. You can begin creating a more engaged team today by focusing on a few high-impact areas. These strategies turn theory into tangible actions that show your team you’re invested in their success and well-being.
One of the most powerful ways to foster engagement is to help your team see the connection between their daily tasks and the company's mission. When people understand how their work contributes to the bigger picture, they feel a stronger sense of purpose. Companies with engaged employees often excel at this. Make it a habit to discuss company objectives in your one-on-ones. Ask your team members how they see their role fitting in and work together to set individual goals that clearly support the team's and the company's direction. This simple act of connecting the dots can transform their perspective.
People want to grow, and they’re more likely to stick around if they feel you’re invested in their professional journey. Offering opportunities for your team to develop their skills is a clear signal that you value them beyond their current output. This doesn't always require a huge training budget. You can encourage peer-to-peer mentoring, share interesting articles or podcasts, or help them create a personal development plan. When you champion your team's growth, you’re not just improving their capabilities; you’re building loyalty and showing them they have a future with the company.
As a manager, you don't have to figure all of this out on your own. Modern employee engagement tools can provide the structure and support you need to build better habits. Using an AI coach like Bunch gives you access to daily, personalized leadership tips that help you turn everyday challenges into growth opportunities. Instead of guessing what to do, you can get instant guidance on everything from giving better feedback to running more effective meetings. This kind of consistent, bite-sized support makes it easier to stay on track and build a truly engaged and motivated team.
I'm already swamped with my own tasks. How can I realistically fit these engagement strategies into my packed schedule? I completely get that. The key is to integrate these actions into things you already do, not add more to your plate. Think of it as upgrading your existing habits. For example, your one-on-ones aren't just another meeting; they are your prime opportunity for connection. Instead of only reviewing tasks, dedicate five minutes to ask about career goals or roadblocks. Recognition doesn't require a formal program; it can be a quick, specific thank you message at the end of the day. It’s about improving the quality of your interactions, not adding more of them.
You said engagement isn't just about happiness. Can an employee be happy but not engaged? Absolutely. A happy employee might enjoy their coworkers and the office perks, but they could still be going through the motions with their actual work. They're satisfied, which is great, but not necessarily invested. An engaged employee, however, feels a real connection to their work and the company's mission. They are motivated to solve problems and bring new ideas to the table. While engaged employees are often happy, the crucial difference is that deep sense of purpose and commitment to their role.
This is a lot of information. What's the single most important thing I can do to start improving engagement this week? If you can only do one thing, focus on making your one-on-one meetings more meaningful. This is your dedicated time to build trust and show you care about your team members as individuals. Go into your next one-on-one with the goal of listening more than you talk. Ask a question like, "What's one thing I could do to better support you?" or "What part of your work are you most excited about right now?" This single change can begin to shift the dynamic between you and your team member almost immediately.
Do these same principles apply if my team is fully remote or hybrid? Yes, and they're arguably even more important. When you're not sharing a physical space, you have to be much more intentional about creating connection and providing clarity. You can't rely on casual office chats to keep a pulse on things. This means being disciplined about your one-on-ones, creating virtual spaces for non-work chat to build community, and being extra clear when communicating goals in writing. The core needs for purpose, growth, and recognition are universal; you just have to be more deliberate about how you meet them.
What if I try these things and my team's engagement doesn't seem to improve? First, give it time. Trust and engagement are not built overnight, especially if your team is used to a different style of leadership. Consistency is your best friend here. Second, check in with your team directly. Ask them what's working and what isn't. Maybe public praise makes someone uncomfortable, or the goals you thought were clear are still confusing. Use your one-on-ones to get that direct feedback and adjust your approach. It's a process of learning what works for your specific group of people.
Rick McCartney, DNP, is the innovative CEO of Bunch.ai, an AI-driven leadership coach. With a commitment to leveraging technology for global impact, Rick integrates clinical insights with strategic thinking to empower leaders in enhancing their organizations and teams.
