Employee engagement isn’t just an HR problem. Managers have enormous influence over whether people find purpose in their work and feel valued by the organization.
If your employees seem to be simply going through the motions, it’s tempting to blame a lack of motivation or changing attitudes about work.
But there may be a more important question to ask:
What kind of leadership are they experiencing every day?
Gallup’s July 2026 research reports that managers account for 70% of the variance in team engagement. That’s a remarkable amount of influence, and it should get every manager’s attention.
The same research points to some troubling gaps. Only 31% of U.S. employees strongly agree that someone at work encourages their development, while just 32% say they’ve had opportunities to learn and grow.
Recognition is another concern. Only 29% report receiving recent recognition or praise.
Those numbers suggest that employee disengagement isn’t simply an employee problem. In many cases, it’s a leadership problem.
People Need to See Meaning in Their Work
One of the biggest causes of disengagement I see is a lack of purpose and meaning.
When employees can’t connect what they do every day to something that matters, work quickly becomes a list of tasks. They show up and do what’s required, but they’re not truly engaged.
Good managers help people make that connection. That starts by actually getting to know them.
What are they interested in? What do they want their career and life to look like?
When managers understand their employees better, they can connect everyday responsibilities to larger goals and help people see how their work fits into something meaningful.
Employees Need to Know They Matter
People also disengage when they don’t feel supported or valued by their manager.
Recognition doesn’t have to mean awards or elaborate employee programs. Sometimes it’s simply noticing someone’s contribution and saying, “You handled that really well. Thank you.”
Employees need to know their work matters. Just as importantly, they need to know that they matter.
Managers who take time to encourage employees and listen to them create a very different workplace experience from managers who primarily focus on deadlines and results.
Help People See a Future
Don’t just manage employees for the job they have today. Help prepare them for what could come next.
Talk with employees about where they want to go. Then look for ways to help them develop the skills and experience they’ll need to get there.
That might include a new responsibility or preparation for a future promotion.
Helping someone prepare for their next opportunity may actually make them more engaged in their current one.
Employee engagement is heavily influenced by managers who know their people and intentionally help them grow.
If you lead people, ask yourself:
Do my employees know that I care about who they are and where they’re going?
Your answer may tell you more about employee engagement than your next survey ever will.
Until next time, make today GREAT!
P.S. If you want to become a more intentional leader who develops people and builds stronger teams, click HERE to schedule a complimentary strategy session where we’ll talk about your goals, challenges, and how the Magnetic Leadership System may be your next best step to increasing employee engagement and results.
