1. the institute for employment studies What actions can line managers and organisations take?

2. Management development Behaviours of senior leaders and line managers have a big impact on engagement Actions at organisational level ● Emphasis on importance of people management ● Training: people management, managing performance, coaching, self-awareness ● Buddying, mentoring, coaching programmes for the line ● Set clear expectations eg behavioural competencies ● 180 or 360 degree feedback ● Provide support for line managers ● Hard line on bullying and harassment ● Senior team needs to role-model behaviours

3. Building staff resilience and confidence A positive psychological state is associated with engagement – and is also good for the individual Actions at organisational level: ● Resilience training for staff ● Mentoring programmes ● Focus on strengths Actions at line manager level: ● Coaching style of management ● Clarity about expectations ● Good quality feedback ● Recognition of good performance at individual and team level ● Manage both the team and the individuals within it ● Try to focus on the positives: team successes and strengths ● Look for opportunities for the team to shine

4. Culture Open, involving, caring culture leads to high levels of trust and engagement Actions at organisation level: ● Act with integrity  Be honest with staff  Explain rationale for decisions ● Be receptive to staff concerns  Don’t punish whistleblowers ● Build on core purpose/mission:  Involve staff in deciding on organisational values ● Demonstrate concern for staff:  Well-being programmes  Take health & safety seriously Actions at line manager level: ● Involve team in decision-making and improvement discussions ● Listen to concerns of staff ● Be honest ● Keep a watchful eye on well-being and work-life balance