Posted by on April 22, 2017

Support is a vital driver of employee engagement

Getting support drives engagement. Employees feel safe in a workplace that has supportive leaders and managers and trusting relationships. Workplaces of trust and predictability are engaging.

support drives engagement


Employees who perceive higher organizational support and other benefits for working at an organization are more likely to reciprocate with higher levels of engagement. Employees tend to give to the organization based on what they perceive they receive in return—a personal return on investment.

Examples of ways support drives engagement

Support drives engagement. So what can a company do to provide a supportive workplace?

support drives engagement

There are a variety of types of support an organization can offer its employees that will drive engagement. Examples of support include the following:

  • equipment, tools and other resources to do the job (Mauno, Kinnunen, & Ruokolainen, 2006)
  • programs and policies designed to help employees at work and to protect their physical and psychological health and safety (Law, Dollard, Tuckey, & Dormann, 2011)
  • financial support for interventions to help employees
  • giving employees the right work that is a fit with their strengths, interests, abilities
  • giving employees control over their work
  • emotional support, understanding, concern, caring, encouragement, and coaching by one’s manager and co-workers
  • showing that managers value employees’ work and contributions
  • knowledge, information, and training support so employees can do their jobs well

Perceived organizational support can buffer the negative impact of high demanding and stressful work and enhance work engagement (Zacher & Winter, 2011).

Are you a supportive manager?

If you are a manager or supervisor, are you providing your employees the support that they need? Of course, employees must ask for the support that they need. But managers must ask the right questions so they know how they can support their employees. One of the key roles of a manager or supervisor is to help each employee flourish. Are you supportive to others at work?

Are you getting the support you need?

Examples of questions an employee should consider in evaluating caring and support:

  • Does my manager/supervisor genuinely know and care about me?
  • Is my manager/supervisor supportive?
  • Do I get the tools and resources I need to do good work?
  • Do leaders and managers appreciate my contributions?
  • Is my team supportive and cohesive?
  • Do I have friends at work?
Posted in: Drivers, Research