Management behaviours closely linked to engagement: Study

11 key competencies include feedback and praise, autonomy and empowerment, guidance
By Amanda Silliker
|Canadian HR Reporter|Last Updated: 04/25/2011

The extent to which managers provide guidance, feedback and autonomy for employees has a significant impact on engagement levels, according to a study from the Chartered Institute of Personnel and Development (CIPD) in the United Kingdom.

“The central role of managers in boosting individual and organizational performance is well-recognized,” said Ben Willmott, senior public policy adviser at CIPD in London. “But managers need more specific, tried-and-tested guidance on what they can do on a day-to-day basis to fulfill this key role well.”

Fifty employees in an emergency call centre at a large global energy provider participated in the research for the study Management Competencies for Enhancing Employee Engagement. Through one-on-one interviews, participants were asked a series of questions surrounding management behaviours and how they affected engagement. From these interviews, 11 key competencies were identified by CIPD.