Connections
Emotional connection plays a pivotal role in shaping employee engagement and motivation. A recent Gallup study reports that in 2023, only 23% of employees were engaged, 62% were not engaged and 15% were actively disengaged. The report also revealed that overall employee well-being has declined, with 20% experiencing loneliness.
Gallup’s research indicates that 70% of the variance in team engagement is attributed to the manager. When managers foster good working relationships with their teams, employees are more engaged and motivated to perform.
Managers act as important attachment figures for employees, guiding, directing and caring for those who depend on them. They often occupy the role of “stronger and wiser” caregivers, providing a secure base for employees to feel valued and important.
A responsive manager enhances an employee’s sense of security, which positively impacts their self-esteem, competence, autonomy and well-being. Conversely, a non-responsive manager increases employees’ anxiety, making it difficult for them to engage, collaborate and perform, leading to disengagement and distancing behaviors.
Research supports the impact of a manager’s responsiveness on employee functioning and mental health. Studies with Israeli combat soldiers showed that officers who provided emotional and instrumental support positively influenced their soldiers’ social-emotional functioning and task performance. Soldiers who viewed their officers as secure bases reported better mental health outcomes months later.
These findings have been extended to business organizations, demonstrating that managers’ responsiveness contributes to job satisfaction, organizational commitment and psychological wellbeing.
Experiential training sessions have replicated these findings. When managers learned to be emotionally responsive through the emotional connection process, they created more secure bonds within their teams, reducing employees’ anxious and avoidant behaviors. This process enabled managers to engage with and regulate emotions, fostering a more empowered and positive relationship with their employees.
Bonding science shows that secure connections created by managers provide an environment for the human brain to develop and grow. Understanding this connection helps managers create more secure attachments with their employees, shaping their perspectives and experiences.
Here are three ways to increase emotional responsiveness:
Pay attention to disconnection: Recognize when disconnection occurs with employees.
Pick up on cues: Become adept at noticing cues and the need for support.
Respond with care: Provide caring responses that employees can accept and appreciate.
The effectiveness of this process depends on the manager’s ability to regulate their emotions. Learning to stay engaged with distressing emotions without fear of losing control helps managers navigate through emotions rather than reactively intensifying or suppressing them. This skill enables managers to recover quickly from negative emotions, reengage and restore their emotional balance, thereby connecting better with their employees.
When employees feel secure in their connection with their manager, they have more focused attention and resources to offer to others. In contrast, anxious employees are preoccupied with managing their own distress and miss opportunities to support their colleagues. Secure connections help manage differences and conflict, fostering better relationships with coworkers and ongoing engagement and well-being.
Creating more secure connections with employees is achievable for everyone. Studies show that emotional connection is no longer a mystery. Regulating emotions and connecting with others is fundamental for human survival and thriving. It is the best guide to creating a safe environment where employees and managers can bring their best selves to work.
Lola Gershfeld, Psy.D., is CEO and Organizational Psychologist for EmC Leaders. Email her at lola@emcleaders.com or connect through https://www.linkedin.com/in/lolagershfeld/.
