• It can be challenging for bosses to strengthen employee engagement, especially while working remotely during the pandemic. 
  • Before reaching out to entry-level employees, start with their managers to ensure they’re being proactive about keeping their team connected and motivated.
  • Encourage managers to adopt a ‘coach’ mindset, and lead their colleagues with authenticity and positivity instead of criticism.
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Successful employee engagement does not just happen. It is a conscious strategy that demands a significant investment in energy, time, and resources. In a competitive market, an engaged workforce is an organization’s most significant advantage. Return on investment in engagement strategies can generate financial uplift and create economic opportunities for employers. On the flip side, poor engagement contributes to low morale, turnover, poor customer service, and impacts the company bottom line.

Amid the coronavirus outbreak, people engagement has hit a new high. Gallup reported that in May 2020 the percentage of “engaged” workers reached 38%, the highest since tracking this metric. “Not engaged” staff represented 49% of people who put in the time but lacked energy and passion to their work, and 13% were “actively disengaged” through their horrible work experiences and permeating their unhappiness throughout the workplace.

COVID-19 has disrupted people’s lives, from provoking fears about health and finances to large populations working from home. How organizations respond to the crisis impacts engagement. Some factors are outside an organization’s control, and there are many that leaders can influence to ensure their people feel heard, respected, and cared for. Here is how to get started.

Engage the manager first

For all the tools and resources that organizations equip managers to foster employee engagement, workplaces need to engage managers first. Gallup’s State of the American Manager report expressed how a manager influences an employee’s level of engagement