The relationship between a manager and their team is the single most powerful driver of employee engagement. The Manager engagement driver represents the quality of the relationship between employees and their managers. The well-known saying “People don’t quit jobs, they quit managers” is a reflection of how central this driver is to engagement.

In this unit, you’ll discover how your actions as a manager can make the difference between a team that’s energized and committed, and one that’s disengaged or looking for the exit. We’ll focus on three essentials: trust and respect, performance feedback, and support and recognition.

Trust is built through consistency, transparency, and fairness. When you keep your promises—such as "I'll get back to you by Friday with an update"—and follow through, you show your team that they can rely on you. Respect is demonstrated by listening actively, valuing input, and treating everyone with dignity. For example, instead of saying "That's not important", try "I appreciate your perspective—let's explore that idea further." These small shifts in language and behavior create a safe environment where people feel valued and are willing to contribute their best.

Regular, clear, and constructive feedback is essential for growth. Feedback should be timely and specific, highlighting both strengths and areas for improvement. Rather than a generic "Good job", say "Your analysis in the report was thorough and helped the team make a faster decision."

When discussing areas to improve, frame it as a partnership: "I noticed the project deadline was missed—let’s talk about what got in the way and how I can support you next time."

• Jessica: Hey Ryan, I wanted to talk about the client report. I noticed you put in extra hours to get the data analysis just right—your attention to detail really helped us make a strong impression.
• Ryan: Thanks, Jessica. I was worried I might have missed something since the deadline was tight.
• Jessica: I appreciate your honesty. I did see the report came in a few hours late, but I’d like to understand what got in the way and how I can help next time.
• Ryan: Honestly, I struggled with some of the new data tools. I didn’t want to slow the team down by asking for help.
• Jessica: I’m glad you shared that. Next time, please reach out sooner—I’m here to support you, and we can tackle those challenges together. And again, your commitment to quality really stood out.

In this exchange, Jessica demonstrates trust by inviting open conversation, gives specific feedback on both strengths and areas for improvement, and offers support for future challenges. Notice how she avoids blame and instead frames the discussion as a partnership.

Support goes hand-in-hand with feedback. Checking in with questions like "How are you managing your workload this week?" shows you care about your team’s well-being.

Recognition, even in small doses, can be powerful. A simple thank you delivered in a way that matches the individual’s preferences—reinforces positive behaviors and builds loyalty. The table below provides multiple approaches to recognition along with examples.

By mastering these skills, you’ll foster a team culture where people feel safe, respected, and motivated to excel. Up next, you’ll have the chance to practice these concepts in a role-play scenario designed to help you bring trust, feedback, and support to life in your daily management.