A Chief People Officer’s perspective on maximizing employee potential



The manager-employee relationship is an incredibly important one. It has been said that the way managers interact with their employees can be the difference between a great company, and one that struggles.

We connected with Limeade‘s Chief People Officer, Liz Carver to chat about the manager-employee relationship in the video above. Liz shared some impactful takeaways for managers, leaders, and employees. Be sure to take a look before or after taking in the rest of this blog. 

To be a great manager, you need to care. Care about your organization, your employees, and yourself! Here are five ways to maximize your employee’s potential by improving your relationship with them:

1) Stay connected

Managers need to have consistent 1-on-1s with their employees to maintain good relationships because it allows them to check in on their employee’s progress, well-being and address any concerns or issues that may have arisen. Regular check-ins also allow managers to provide feedback, guidance, and support to their employees, which can help to improve their performance and overall job satisfaction.

Additionally, this consistent communication can help to build trust and open communication between the manager and employee, which can lead to a more positive, productive, and fun working relationship.

2) Enable employees to build resilience

When employees are empowered to be positive and resilient, they are more likely to be engaged in their work and committed to achieving their goals. This can ultimately lead to higher performance and engagement at work. 

3) Provide feedback and opportunities for growth

Giving employees specific feedback and growth opportunities for them to succeed is essential because it allows them to identify areas of improvement and work on specific skills. Specific feedback also helps employees to understand what they are doing well and what they need to improve upon in order to reach their goals and grow within the organization.

By providing growth opportunities, such as training or mentoring programs, managers can help employees to develop new skills and advance in their careers. This in turn can lead to increased job satisfaction and motivation, which can also have a positive impact on performance and productivity. Investing in an employee can also demonstrate that the company values their professional development and them as a person.

4) Don’t be afraid to delegate

Managers need to delegate for good employee-manager relationships because it allows them to trust their employees to take on work without mirco-management which can lead to increased employees feeling more autonomous and valued. Delegating can help to develop employees’ skills and abilities which can boost their output and engagement with their work. 

Delegating responsibilities can also help to build trust and open communication between the manager and employee, which can lead to a more positive and productive working relationship. It can also help managers to manage their own workload, enabling them to focus on more strategic tasks and avoid burnout.

5) Create space

When employees have positive relationships with their managers and colleagues, they are more likely to be committed to achieving their goals and reaching their highest potential. Additionally, incorporating fun and getting to know your employees better can help to reduce stress and make work a lot more enjoyable. Having a positive team culture can lead to higher retention rates and more employee loyalty. Having that balance of work and play can be a key differentiator in an employee performing at their best or being disengaged and going through the motions.


If you want your people to be engaged, maximizing their potential and boosting your business’s bottom line, you need to make sure that you are focusing on the aspects of employee experience that truly impact them. Remember to communicate with employees both individually and as a team. Hold regular meetings to discuss issues, inform employees of the company’s goals and where they fit into those goals, and provide recognition for those who are excelling so employees know they are seen and valued. Ask them how they’re doing, and really mean it like if you were asking a friend or family member.  

With stronger employee-manager relationships with an emphasis on the tips outlined above, you can rest assured that your people will put their very best foot forward.






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