Are You Waving These 6 Manager Green Flags?
Being a good manager isn’t about grand gestures or dramatic declarations — it’s about consistent, intentional behaviours.
Here’s why it matters: managers account for around 70% of the variance in employee engagement. And engagement drives results. Gallup’s latest meta-analysis (2020, covering 456 studies and 2.7 million employees) found that highly engaged teams deliver 23% higher profitability, 18% higher productivity, 43% lower turnover, and 81% lower absenteeism compared to low-engagement teams.
This post explores six Manager Green Flags, inspired by Glint’s People Success Elements, which capture the habits that drive engagement. Each is grounded in peer-reviewed research and translated into practical behaviours managers can put into action.
If you're practising these consistently, you’re well on your way to creating a highly engaged team.
1. Protecting Wellbeing
The best managers recognise that performance depends on people being well — physically, mentally, and emotionally. They don’t wait for burnout to appear; they shape conditions for sustainable high performance.
What the research shows
Psychological wellbeing predicts job performance (r = .35) (Wright & Cropanzano, 2000)
What this looks like
You ask your team how they’re doing — not just what they’re doing.
You proactively balance workloads and spot early signs of burnout.
You role model healthy boundaries, making it safe for others to do the same.
2. Leading with Purpose
Purpose gives people a reason to engage — not just comply. When managers connect daily tasks to broader organisational goals or values, people feel invested and motivated.
What the research shows
Purpose-driven leadership is linked to stronger commitment and motivation (Sparks & Schenk, 2001)
What this looks like
You explain the “why” behind team goals and projects.
You show individuals how their role contributes to the bigger picture.
You celebrate the real-world impact of the team’s work — not just the output.
3. Enabling Empowerment
Empowerment isn’t about giving people more tasks — it’s about giving them control over how they achieve them. Empowered teams move faster, take ownership, and grow stronger.
What the research shows
Empowerment correlates strongly with job performance (ρ = .62) and satisfaction (ρ = .57) (Seibert et al., 2011)
What this looks like
You trust your team to make decisions and stand behind them.
You reduce unnecessary approvals and bureaucracy.
You coach instead of micromanaging — offering guidance without taking over.
4. Inspiring Growth
Growth is a key driver of engagement. People want to feel they’re developing — not standing still. Great managers create opportunities to learn, stretch, and advance.
What the research shows
Employees who feel they’re growing are 3x more likely to be engaged (Gallup, 2016)
Frequent, high-quality feedback improves engagement by 34% and performance by 21% (Pulakos et al., 2022)
What this looks like
You hold regular career conversations, not just annual reviews.
You give timely, constructive feedback that builds confidence.
You assign stretch projects that align with individual aspirations.
5. Creating Clarity
Ambiguity fuels stress and misalignment. Great managers create clarity — setting expectations, defining ownership, and keeping priorities sharp.
What the research shows
Goal clarity improves job performance (r = .41) (Locke & Latham, 2002)
What this looks like
You define what success looks like at team and project level.
You clarify roles and decision-making authority.
You revisit and re-communicate priorities when things shift.
6. Fostering Connection
Strong relationships at work are buffers against stress and catalysts for collaboration. Managers who build genuine connection help teams feel safer, stronger, and more unified.
What the research shows
Psychological safety predicts team learning (r = .45) and performance (r = .35) (Edmondson, 1999)
What this looks like
You make space for open dialogue — beyond status updates.
You bring diverse perspectives into decisions.
You foster rituals and moments that strengthen team bonds.
What’s next?
Want to know which Green Flag habits you’re already acing — and which ones you’re still chasing?
Take the quiz: What’s Your Strongest Green Flag as a Manager?