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2020 Employee Engagement Statistics For Those In A Manager’s Role

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If you are in a manager’s role, 2020 brought a lot of new ideas and obstacles on the table.

Expectations are at an all-time high for the managers who have to be at the top of their game. People in the manager’s role know how overwhelming it all can be.

Effective managers have to be good at human skills, conceptual skills. Also, they are good at getting the hang of the new technologies available. On top of that, they have to keep up-to-date on the latest employee engagement trends!

Manager’s Role in Employee Engagement

It may all seem daunting, isn’t it?

All this piled up expectations has resulted in stress among the managers. Eventually, it will result in extreme burnout and dwindling productivity.

The manager’s role in keeping the team happy, motivated, and engaged is immense. When a manager can’t function properly, the team grinds to a halt. In many ways, a manager is a link between employee engagement and senior management.

A managerial role demands a lot from its occupants. Every manager represents:

  • An efficient resource allocator.
  • Have good human resources skills.
  • Fulfill the informational role. It means being an effective spokesperson.
  • Also, should be able to handle interpersonal roles. It means being someone who can be trusted to lead.
  • A functional manager should have sufficient technical skills.
  • Transmits information in a clear and concise way.

This article is for those in the manager’s role to make things easier in the employee engagement front.

Thus, a manager’s role is hard, as established. Having a list of the most important employee engagement statistics will definitely help.

Here are the top employee engagement statistics in 2020, so that managing 2020 becomes a little easier.

Top 5 Statistics Of 2020 To Redefine The Manager’s Role

Here are the top 5 employee engagement statistics of 2020 that changed our expectations from a manager’s role.

(Source: Unsplash)

1. 29% of employees citing their benefits package as a top reason to look for a new job.

A survey conducted by SHRM revealed something interesting. About 29% of employees are more likely to look for a new job if the benefits package is not up to their satisfaction.

Companies that used employee benefits as a strategic tool for retention showed twice as likely to have an engaged workforce. It also brings about better company performance as compared to companies without any employee benefits.

This illustrates how powerful benefits are. Benefits can save a company a substantial amount of cost in the long haul and also engage employees.

How To Fix This As Someone In The Manager’s Role:

  • Devise a strategic and attractive employee benefits program.
  • Provide a benefits statement that highlights the monetary value of each benefit.
  • Show employees how their benefits compare with competitors in the same region.
  • Flexible employee benefits choices. Offer a point-based rewarding system.
  • Share progress of expanding employee benefits over time with employees.

2. Only 14% of employees strongly agree that the performance reviews they receive inspire them to improve.

Fewer than three in 10 employees believe their performance reviews are accurate.

For the ones in the manager’s role, it might seem to be a mighty task. However, the best managers recognize an employee’s potential. They also show how can an employee improve their future work performance.

A performance review should be elemental in discussing the employee’s strengths as well as weaknesses.

Focusing on the employee’s strengths helps the employee to stay motivated. Whereas the negative feedback gives a basis on where to improve and push their best performance forward.

How To Fix This As Someone In The Manager’s Role:

  • To begin with, review an employee’s performance at least once every six months. Reassess an employee’s performance, goals, and priorities.
  • Again, ensure that the expectations from the employee are fair. Consider the time and resources made available to the employee.
  • Meanwhile, focus on the three most important aspects of a performance review. Namely, individual achievement, team collaboration, and customer value.
  • Also prioritize developmental needs just as much as immediate performance metrics and goals. It might be special projects, skills training or mentoring experiences.

3. 69% of millennials show loyalty to a diverse and flexible work culture.

According to a study by Deloitte, millennials place diversity as a basis for loyalty.

Attracting and retaining millennials begins with financial rewards and workplace culture. It is further enhanced when businesses and their senior management teams are diverse. Also, millennials are more attracted to workplaces which offer higher degrees of flexibility.

Those who are less than satisfied with their pay and work flexibility, are increasingly attracted to the gig economy.

How To Fix This As Someone In The Manager’s Role:

  • In view of more millennials taking the helm of leadership positions, things are changing. We’re bound to see a bigger push for diversity and inclusion programs and incentives.
  • Particularly, building a more flexible work culture. Some options are offering work from home options or flexible work timings.

4. 79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.

A global study revealed that “lack of appreciation” is the main reason for employees’ to quit.

The element that shows up time and again in every great workplace is a manager’s ability to recognize employees’ talents and contributions in a purposeful manner.

So it must be purpose-based recognition. Recognition done wrong will NOT offer the same immediate returns as purposed-based recognition.

Recognition must be timely. It must be specific. And it must be frequent.

Study results show that when recognition is considered effective, managers:

  1. Have lower turnover rates.
  2. Also, achieved enhanced business results.
  3. And are seen as much stronger in what we call the Basic Four areas of leadership. They are:Goal-setting, Communication, Trust and Accountability.

How To Fix This As Someone In The Manager’s Role:

  • One factor when it comes to initiating a recognition program in a company is the consistency. A keynote speaker can introduce the concept, use effective terminology, and explain the dos and don’ts.
  • Lest it sounds easy to start recognizing employees. But it isn’t so. The companies who are reaping the biggest results are those who train their managers.
  • Also create monthly meetings where managers, from different departments, can share stories about recognition. Mainly about what worked with their teams and what might not work.
  • Frequently ask others in your profession what they do to recognize their employees. One piece of advice may not work inside every team or company, but it may inspire ideas.

5. 89% of employers think employees leave for money. Meanwhile, only 12% actually do leave for money.

Leigh Branham, author of The 7 Hidden Reasons Employees Leave revealed that 89% of bosses believe employees quit because they want more money.

That’s what anyone in the manager’s role would like to believe, isn’t it? Thinking that money makes the world go round actually stops us from taking responsibility.

The reason why the best people are leaving your workplace is not what you think. Only about 12% of employees actually leave an organization for more money.

Employees don’t just come to work for a paycheck. We spend so much time in the office that it’s important to feel excited about coming to work. Dreading your work day isn’t worth the money.

How To Fix This As Someone In The Manager’s Role:

  • To begin with, focus on building a work culture which values equality and strong teamwork. An employee spends most of his/her time with their teams.
  • Recognition-based programs. It will take a little of your effort but build a strong appreciation culture.
  • Next, build an ideal communication culture. Be the manager they respect, not fear. Encourage peer to peer reviews as well as an effective feedback culture.
  • Also, encourage work-life balance. Too much of work will build resentment and stress among your employees.
  • Meanwhile, don’t forget to bring some fun to the team.

In Conclusion

Finally, remember that keeping your employees engaged should be your prime agenda. Stay up-to-date on various employee engagement trends and statistics. It will make everyone in the manager’s role to effectively fulfill their job and get ready for 2020.

This article is written by Barasha Medhi is a content marketer at Vantage Circle.She is always on the lookout for interesting tidbits about the current HR and employee engagement space. For any related queries, contact