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Turn Managers into Employee Engagement Champions in 3 Steps


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Employee engagement is critical to organizational success. And yet, for most organizations, engagement and retention remains one of the top challenges. Why? Because employee engagement is challenging - and it's different for every team. By arming your managers with the tools they need to influence engagement, your organization will be better prepared to build stronger teams that thrive.

Published in: Leadership & Management
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Turn Managers into Employee Engagement Champions in 3 Steps

  1. 1. Employee Engagement is Critical. And it’s Challenging to Get Right. Each Team Has its Own Engagement DNA According to a 2013 Bain & Co. study, in the most successful employee engagement programs, managers—not HR—lead the charge. It’s Time for HR to Hand Over the Keys. 3 Steps to Manager-Led Employee Engagement Invest in people analytics Make sure you have resources that are well-informed about the data needed to drive true employee engagement. A one-size-fits-all engagement strategy won’t work. Managers must take ownership for their teams' engagement levels or risk losing top talent. Choose a strong technology partner Partner with a technology provider with sophisticated analytics and a user experience that drives manager adoption. Be transparent Be open about engagement levels and what they mean for your people. Share results and action plans. Give employees a voice Involve employees in the process of interpreting the results and developing effective solutions. Only 7% of companies rate themselves as “excellent” at measuring and improving employee engagement. (Deloitte 2015) QUANTIFY IMPROVE DIAG N OSE DIAGNOSE Highlight focus areas Enable drill-down for deeper understanding Make prioritization easy 2 IMPROVE Use data to fuel conversations Collaborate on action plans Recognize success 3 QUANTIFY Gather frequent employee feedback Provide team-specific data Give managers on-demand access to data 1 Get Started Support managers in the process Include engagement metrics in leadership development conversations. 1. PROSPECTS 2. FEEDBACK 3. RECOGNITION Business & Sales Product Support 1. MANAGER 2. TEAM 3. EXCELLENCE Customer Success 1. EMPOWERMENT 2. TEAM 3. LEADERSHIP EXIT > Employees who indicate low engagement levels are 12x more likely to leave their company in the next year than those with high engagement scores. (Glint client data) 87% of organizations cite culture, engagement, and retention as one of their top challenges. (Deloitte 2015) TOP DRIVERS OF ENGAGEMENT CAN VARY GREATLY BY TEAM Glint data from 3 teams at a single organization. Give them the data Help them understand Encourage action Managersinto Employee Engagement Champions in 3 Steps Turn