How Do I Engage My Team as a New Manager?
- Nicola Charlwood
- 4 days ago
- 4 min read
If you’ve recently started building your team or stepped into people management for the first time, you’re not alone and you’re certainly not expected to have everything figured out straight away.
Many small business owners and new managers tell me the same thing:
“I want to create a great place to work, I’m just not always sure how to do that yet.”
The good news? Engagement isn’t about being perfect. It’s about clarity, consistency, and genuine care for your people.
Why Engagement Matters More Than Ever
Recent research from Gallup shows that global employee engagement dipped slightly in 2024, from 23% to 21%.
Rather than being a cause for concern, this highlights an important opportunity for SMEs: people are craving clarity, connection, and supportive leadership, especially during periods of growth and change.
Interestingly, engagement levels dropped most among managers — particularly younger managers and female managers. This shows that many people stepping into leadership roles are doing so while juggling change, growth, and new responsibilities. And that’s completely understandable.
The Reality Facing Growing Teams
Over the past few years, small businesses have been navigating:
building teams for the first time
evolving customer expectations
flexible and remote working
tighter budgets
new technology and AI tools
changing employee expectations
For business owners, this often means suddenly becoming a people manager — without formal training or HR support.
The key isn’t knowing everything; it’s creating structure and clarity as your team grows.
Engagement Starts With Vision and Mission
One of the most effective, and simplest, ways to engage your team is by being clear about:
why your business exists
where it’s heading
what really matters along the way
A clear Vision and Mission gives your team direction, especially when things feel busy or uncertain. It helps people to:
understand priorities
feel part of something bigger
stay motivated during change
make confident day-to-day decisions
For new managers, Vision and Mission act as a steady guide — helping you lead with confidence even while you’re still learning.
How New Managers can Set Clear Expectations for Their Team
Setting clear expectations is one of the simplest ways to boost engagement and confidence — and it doesn’t have to be complicated. Here’s how to do it in a practical, people-first way:
1. Be clear about what success looks like
Don’t assume your team automatically knows what “good” work looks like. Break down each role into practical responsibilities and outcomes. For example, instead of saying “do your best on reports”, try “submit weekly reports by Friday, including your recommendations for next steps.”Being specific removes uncertainty, gives people confidence, and makes it easier to recognise and celebrate excellent work.
2. Link expectations to your values
Your values aren’t just words on a wall — they’re the principles that guide how your team works. Use them to explain why certain behaviours or outcomes matter.
For example, if collaboration is a value, highlight the importance of teamwork and sharing knowledge across the business. When decisions and expectations are rooted in values, they feel fair, consistent, and principled rather than personal.
3. Talk little and often
Regular check-ins are more effective than occasional long meetings. Keep communication short, simple, and consistent. Ask open questions like: “How are you feeling about this project?” or “Is there anything stopping you from achieving your goals?” Sharing updates on business direction, wins, and small changes helps your team feel informed, included, and confident in their work.
4. Create space for questions
Questions are a sign of engagement, not weakness. Encourage your team to ask anything, big or small, and respond openly and patiently.
This builds trust, reinforces clarity, and helps everyone feel included in decisions. When questions are welcomed, teams collaborate better, solve problems faster, and feel more connected to the business.
Engagement Grows Through Inclusion
Teams are more engaged when they feel involved.
That’s why I support small businesses through inclusive Vision and Mission workshops, helping owners and teams shape direction together.
When people understand where the business is going, and how they contribute, motivation grows naturally.
A Positive Takeaway
The 2024 Gallup findings don’t mean workplaces are failing.
They show that people want:
supportive leadership
clear direction
meaningful work
a sense of belonging
For SMEs and new managers, this is a huge opportunity. By putting people first, setting clear expectations, and leading with purpose, you can build a strong, engaged team, even without years of management experience.
You don’t need to be a “perfect” manager. You just need to be clear, caring, and consistent. And that’s exactly how great workplace cultures begin.
If you’d like HR coaching and support as a new manager, help to facilitate Vision and Mission workshops, or create a people framework aligned with your business goals, please get in touch.
Let’s explore how we can build a positive, people-first workplace together. 💚
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