Managers often underestimate the impact of their everyday actions on team morale and performance. It’s not the big meetings or annual reviews that leave a lasting impression—it’s the small, daily interactions that shape whether employees feel valued, engaged, or deflated.
I learned this lesson firsthand early in my management career. During a leadership retreat at Disneyland, I was seated next to two VPs at dinner. We were chatting, but one of them got up mid-conversation, returned, and said to the other, “Hey, let’s go. I’ve got better seats.” I felt invisible—not even worth a polite goodbye.
Later in another role, I had regular one-on-one meetings with my boss. Every single time, he was glued to his phone, barely paying attention. Did he mean to make me feel insignificant? Probably not. But did I leave every meeting feeling demotivated? Absolutely.
These experiences taught me a vital truth: as managers, we are constantly sending messages about how much we value our team, whether we realize it or not. Small gestures can uplift or diminish your employees, and this directly impacts their performance, engagement, and loyalty.
Effective Managers Drive Performance and Retention
Research underscores the importance of effective management. According to a recent Gartner study, employees who report to strong managers experience significant benefits:
- 15.4x more likely to be high performers
- 3.2x more likely to have a strong intent to stay
- 12.5% higher physical and mental well-being
The evidence is clear: effective management directly correlates to increased productivity and retention. But how do you make sure you’re making your team feel valued?
5 Ways to Make Your Team Feel Valued
If you want to boost engagement, start by making your team feel valued through these five actionable strategies:
1. Be Present: Put Down Your Phone
Nothing signals disinterest like constantly checking your phone during meetings. If you can’t give your full attention, don’t bother. Your team deserves your presence—be there, listen, and engage.
2. Ask Meaningful Questions
Move beyond surface-level questions like, “How’s it going?” Instead, ask, “What’s the best thing that happened this week?” and then really listen to the answer. Genuine curiosity builds trust and strengthens your relationships with your team.
3. Recognize and Acknowledge Good Work
Catch people doing something great and acknowledge it immediately. Be specific: “Your client presentation was spot-on, especially when you addressed the budget concerns.” Recognition is a powerful motivator, especially when it’s timely and specific.
4. Show You Care Beyond Work
Taking the time to remember personal details makes a big difference. If a team member’s child had a recital or their spouse started a new job, follow up and ask how it went. These small moments show you care about them as individuals, not just employees.
5. Avoid Favoritism
Favoritism erodes trust. Even unintentional preferential treatment can create divisions within your team. Treat every team member equally, and acknowledge their unique contributions. Harvard Business Review highlights that fair and balanced treatment is key to maintaining trust and engagement in the workplace.
The Lasting Impact of Intentional Leadership
Leadership isn’t about being perfect. It’s about being intentional with every interaction. Your team may forget what you said, but they will always remember how you made them feel. By being present, asking meaningful questions, and recognizing great work, you create an environment where your team feels valued—and where they can thrive.
Have you experienced a manager who made you feel valued or invisible? Share your story in the comments. Let’s learn from each other’s experiences.
Incorporating these simple but effective strategies can help you foster a workplace culture where employees feel respected, motivated, and engaged, driving both personal and organizational success.