Engagement 3.0: Transitioning to Leader-Driven Engagement

Move from reactive engagement initiatives to integrated leadership using McLean & Company’s five Engagement 3.0 insights.

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Your Challenge

  • Most organizations experience very little fluctuation in engagement score year-over-year, seeing only incremental improvement.
  • Out of 31 core HR services, CEOs are least satisfied with engagement efforts.
  • HR is often assessed on engagement survey scores but has little control over the leadership behaviors that drive engagement results.

Our Advice

Critical Insight

  • Engaged employees have performance commitment that is 3 times higher than their neutral and disengaged counterparts.
  • While traditional targets of employee engagement – retention and discretionary effort – are important, progressive companies focus engagement directly on business drivers such as agility, cost, quality, and revenue.
  • Matching the timing of assessments and management cadence will create more relatable links with business ideas and increase manager accountability.
  • Leaders have the single greatest impact on engagement. Successful organizations empower their leaders to integrate effective leadership practices in their daily roles in order to achieve the new engagement paradigm.
  • Employee engagement happens at the individual level. Deploy engagement tools that enable action anywhere from the enterprise-level all the way down to mass-customized solutions for individual employees.

Impact and Result

  • See an improvement in direct business drivers such as agility, cost, quality, and revenue.
  • Generate an environment where the daily actions of leaders engage their teams, creating a positive impact on culture, company potential, empowerment, and rewards & recognition.

Contributors

  • Jason Averbrook, Chief Executive Officer, The Marcus Buckingham Company
  • Martin Birt, HR Consultant and Freelance Contributor, HRAskMe.com and Financial Post
  • Adrian Gostick, Author & CEO, The Culture Works
  • Chris John, Consultant – HR Client Relations, DTE Energy
  • Jacqueline Ledgister-Bethell, Learning & Development Professional, University of the West Indies
  • Josh Allan Dykstra, Co-Founder, The Work Revolution
  • Stephanie Middleton, Organizational Development Specialist, Freelance Consultant
  • Kevin Sheridan, Author, Speaker, Consultant, Kevin Sheridan LLC

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See how all the steps you need to take come together, with tools and advice to help with each task on your list.

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Get to Action

  1. Transition to leader-driven engagement

    Understand and apply McLean & Company’s five Engagement 3.0 insights.

Guided Implementation icon Guided Implementation

This guided implementation is a one call advisory process.

  • Call #1: Schedule a meeting with an analyst to learn more about Engagement 3.0 and how we can help you transition towards leader-driven engagement.

Onsite Workshop

Module 1: Transition to Leader-Driven Engagement

The Purpose

  • Understand the new employee engagement paradigm: leader-driven engagement.

Key Benefits Achieved

  • 3 times higher performance commitment.
  • Increased internal company recommendations.
  • Business-aligned engagement through leadership empowerment.

Activities: Outputs:
1.1 Prepare an engagement transition plan.
  • Create a plan to transition towards leader-driven engagement through discussion with analysts

Workshop Icon Book Your Workshop

Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

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Updated

Search Code: 78902
Published: October 20, 2015
Last Revised: November 21, 2016

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