As the job market evolves, employees are holding their employers to new standards of engagement. As marketplaces recover from the recession, workers have more employment options. Gone are the days where they had to hold onto whatever job they had to survive; now workers are always on the lookout for better opportunities, better perks, and better cultures. That’s why smart employers are seeking to gain a deeper understanding of their employees' needs, interests, and motivations. They then use this information to craft engagement programs to improve workplace culture, with the ultimate goal of boosting engagement. One of the first ways organizations can shape culture and foster engagement is by evaluating their management structures and the types of employees they select to become managers. According to the Gallup State of the American Manager study, only 10 percent of workers possess the talent and skills to be great managers. “It’s just not effective for companies to promote all of their top-performing employees to managers,” says Susan Hunt Stevens, co-founder and CEO of WeSpire, a platform for engagement programs. “They need to approach promotions to managerial positions as though an employee is taking on a completely new role.” Employees should first express interest in becoming a manager, and then be trained on the relevant skills and competencies with regular check-ins.