Train Managers to Take Ownership of Employee Relationships to Improve Engagement

Transfer the ownership of employee engagement from HR to team managers.

Unlock

This content requires an active subscription.

Access this content by logging in with your McLean & Company membership or contacting one of our representatives for assistance.

Speak With A Representative Sign In
or Call: 1-877-281-0480 (US) or 1-877-281-0480 (CAN)

Your Challenge

  • The responsibility of employee engagement has been on the shoulders of HR and the executive team for years, but managers, not HR or executives, should be primarily responsible for employee engagement.
  • Managers often fail to take steps to improve this driver due to the following reasons:
    • They don’t understand the impact they can have on engagement.
    • They don’t understand the value of an engaged workforce.
    • They don’t feel that they are responsible for engagement.
    • They don’t know what steps they can personally take to improve engagement levels.


Our Advice

Critical Insight

  1. Managers have a large impact on employee engagement and retention. According to McLean & Company’s engagement data, every 10% increase in the category “my manager inspires me to improve” resulted in a 3.6% increase in an employee’s intent to stay.
  2. In order to improve the manager relationship driver, managers cannot abdicate the responsibility of strengthening relationships with employees to HR – they must take the ownership role.

Impact and Result

  • When an organization focuses on strengthening manager relationships with employees, managers should be the owner and HR should be the facilitator.
  • McLean & Company recommends starting with the three most important actions to improve employee trust and therefore engagement: Inform employees of the why behind decisions, interact with them on a personal level, and involve them in decisions that affect them, (also known as the “3 I’s”.)
  • Use this deck to prepare to train managers on how to apply the 3 I’s principle and improve the score on this engagement driver.

Contributors

Interviews:

  • Linda Stewart, CEO, Interaction Associates.
  • Melodie Barnett, Managing Partner and Change Communicator, Pivot Communication Inc.
  • Dr. Kyle Lundby, Ph.D., Principal, Global Aspect Human Capital Advisors.
  • Vince Molinaro, Principal and National Practice Lead – Organizational Solutions, Knightsbridge Human Capital Solutions.
Case Studies:
  • Confidential, Agricultural Research
  • Confidential, Transportation
  • Confidential, Business to Business Services

Want to Participate in Our Research?

  • Analyst Interviews: Share your best practices, opinions, tools or templates with your peers.
  • Webinars: Interactive session to keep us focused on topics you want to tackle.
  • Upcoming Workshops: Accelerate your project with an onsite, expert analyst to facilitate a workshop for you. Contact us for more details.

Become a Participant


Get the Complete Storyboard

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

Download Now

Get to Action

  1. Make the case

    Educate managers on the impact they have on engagement.

  2. Prepare for the training session by understanding key concepts and HR's role

    Learn the 3 I’s of engagement and understand HR as a role model for engagement.

  3. Plan the training session and customize the materials

    Determine the logistics of the training session—the who, what, and where.

  4. Track training success metrics and follow up

    Determine ways to track the impact the training has on employee engagement.

Guided Implementation icon Guided Implementation

This guided implementation is a three call advisory process.

    Guided Implementation #1 - Prepare for the training session by understanding key concepts and HR’s role

  • Call #1: Gain advice on the 3 I’s and how they can be applied by both HR and managers.

  • Guided Implementation #2 - Plan the training session and customize the materials

  • Call #1: Gain advice on setting the logistics for the training and modifying the deck with your own engagement data.

  • Guided Implementation #3 - Track training success metrics and follow up

  • Call #1: Discuss how to track the impact the training has on employee engagement.

Onsite Workshop

Module 1: Make the Case for Strengthening Manager Relationships

The Purpose

  • Educate managers on the impact they have on engagement and the relationship between employee trust and engagement.
  • Identify reasons why managers fail to positively impact employee engagement.
  • Inform managers of their responsibility for employee engagement.

Key Benefits Achieved

  • Increased awareness of managers regarding their impact on employee engagement.
  • Improved understanding of manager role.
  • Creation of plan to increase employee trust and engagement.

Activities: Outputs:
1.1 Describe relationship between trust and engagement.
  • Gain an understanding of the 3 I’s of building trust.
1.2 Review data on manager’s impact on engagement.
  • Address key objections managers might have.

Module 2: Prepare for the Training Session by Understanding Key Concepts and Your Role as HR

The Purpose

  • Understand key concepts for engagement, such as inform, interact, and involve.
  • Use McLean & Company’s advice to get past pain points with managers.

Key Benefits Achieved

  • Understand the key principles and activities in the manager training deck.
  • Advice for dealing with pushback from managers.
  • Actions that you, as HR, can put in place to adopt the 3 I’s principle and act as a role model.

Activities: Outputs:
2.1 Practice manager training exercises on informing, interacting with, and involving employees.
  • Become familiar with and prepared to take managers through key training exercises.

Module 3: Plan the Training Session and Customize the Materials

The Purpose

  • Determine who will participate in the manager training session.
  • Become familiar with the content in the training deck and ensure the provided examples are appropriate.

Key Benefits Achieved

  • Logistics planned for your own training session.
  • Your own case made more powerful by adding your own engagement data to the training deck slides.
  • Improved delivery of training, making it more impacting and engaging for participants.

Activities: Outputs:
3.1 Consider your audience for delivering the training.
  • Ensure that your training sessions include the appropriate participants.
3.2 Plan out logistics for the training session—the who, where, and when.
  • Deliver a smooth and successful training session.

Module 4: Track Training Success Metrics and Follow Up

The Purpose

  • Determine ways to track the impact the training has on employee engagement.
  • Understand how to apply the 3 I’s principle across HR functions. 

Key Benefits Achieved

  • Measured the value of engagement training.
  • Got immediate feedback on employee engagement with the McLean Leadership Index.
  • Determined how HR can support managers in building stronger relationships with employees.

Activities: Outputs:
4.1 Determine how HR can support management in strengthening employee relationships.
  • Create a culture of trust throughout the organization.

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.

Book Now

Hide Details

Search Code: 78376
Published: August 24, 2015
Last Revised: August 24, 2015

GET HELP Contact Us
×
VL Methodology