Upleveling Managers | Level Up Leadership

Help your team to unlock their potential

Make recognitions meaningful and consistent

Don’t wait for the monthly or annual awards. Instead, recognize on the spot and celebrate wins - big or small, publically.

Did you know recognition motivates employees to work harder when their manager shows appreciation?

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Tie your people’s achievements to core company values

Set your desired company values or create one from scratch, and tag them to your recognitions. Put your core values into action and motivate the rest of your employees to do the same.

Did you know 93% of employees fail to relate their work to company goals?

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Check-in regularly with Pulse Surveys

Encourage a growth mindset by encouraging feedback via Pulse Surveys. Efficiently manage open and completed surveys and track insights over time. Analyze, repose, provide solutions, and let your employees know their voices are heard.

Did you know that consistent feedback can increase employee performance by 30%?

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Drive your teams
towards the target.
Nip issues in the bud.

Track progress on your team’s Goals & OKRs with transparency. Identify what’s on track with insights and reporting via our Team Overview dashboard.

Resources for up-leveling managers

A Manager’s Guide to Giving Proper Employee Performance Reviews

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A Manager’s Guide to Improve Communication Skills at Work

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Communicate Your Performance Management Process to Employees

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What our customers are saying

EngageWith has transformed the way we reward and recognize people inside my company. It has helped us connect better as a team and celebrate wins together. Overall: Ease of use - 9/10, customer support - 10/10, and impact on our team engagement - immeasurable.

Nikhil Kumar

Co-Founder, SETU

When an employee says - ‘Hey, I got this coffee mug using my EngageWith points’ - it certainly creates a ripple effect by motivating others to give their best. This not only gets the best out of people, but also builds a great culture of recognition in the process.

Himanshi Khandelwal

Head of People,
CodeMyMobile

EngageWith is our one-stop solution to build the culture we always dreamt of at Cowrywise. And most importantly, it creates an instant impact - something no other app was able to achieve.

Razaq Ahmed

CEO, COWRYWISE

EngageWith is a smack of all-things people inside Outplay. A must-have app for companies trying to build their DREAM culture.

Bhavya Arora

People and Culture,
Outplay

Up-leveling Managers - FAQ

Who is responsible for up-leveling managers?

The responsibility for up-leveling managers can vary depending on the organization's structure, but typically, the human resources department, senior management, and individual managers themselves all play a role in the process.

How can organizations measure the success of up-leveling managers?

Organizations can measure the success of up-leveling managers by tracking changes in employee satisfaction and engagement, monitoring improvements in leadership skills, and feedback from employees and managers themselves can provide insight into the impact of up-leveling programs.

What are some best practices for up-leveling managers?

To up-level managers, focus on leadership skills development, provide regular feedback, emphasize continuous learning, foster positive work culture, and celebrate successes. By following these best practices, organizations can ensure that their up-leveling programs are effective and deliver measurable results.

Who is responsible for the up-leveling of managers in an organization?

The responsibility for up-leveling managers in an organization rests with the organization as a whole, with the HR department playing a key role and line managers and executives potentially involved.

What role does feedback play in the up-leveling of managers?

Feedback plays a crucial role in the up-leveling of managers. It provides insight into areas for improvement, helps track progress, and reinforces good practices. Feedback can come from employees, supervisors, peers, and other stakeholders and should be ongoing, constructive, and used to guide growth and development.

Don’t be a task manager.
Become a people manager!

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Trusted by Top Brands

Help your team to unlock their potential

Make recognitions meaningful and consistent