Empowering Middle Managers is Central to Employee Engagement

Research from Hay Group shows that an employees’ immediate manager shapes 70 percent of their experience of work. That’s big. A manager’s leadership style has more meaning to employees than company benefits, peer relationship, project work, and even CXOs. So, if middle-managers are best positioned to create the conditions for employee engagement, how can leadership motivate them to maximize their abilities? Consequently, how would results improve?