- Organizations are struggling to make the connection between employee engagement and business results, requiring a shift in the purpose, cadence, and focus of engagement practice.
- Current efforts are only shifting engagement incrementally. Aggregate year-over-year engagement score results have become the focus.
- Static engagement measures do not capture fluctuations that should prompt leaders to integrate engagement into day-to-day management practice.
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Our Advice
Critical Insight
- Employee engagement is about how managers lead through engaging leadership behaviors. Leaders who are invested in their people experience improved results.
- Engagement is a reflection of effective management practices. Leaders’ recommitment to their role as people managers will in turn positively impact their role as business leaders.
Impact and Result
- Change engagement from a discrete activity with an annual survey and events to a practice that is much more integrated with the day-to-day tasks of the workplace.
- Empower leaders to understand and own their influence on engagement through effective day-to-day management practices and behaviors.
- Shift organizational thinking about engagement from an HR-owned program to one that is leader-driven through engaging behaviors.
Workshop: Don't Just Engage, Lead
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 delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Dynamic Engagement Measurement and Engagement’s Connection to Business Results
The Purpose
- Understand what engagement means to the organization and the level of readiness to move forward.
- Set goals and metrics and define requirements.
Key Benefits Achieved
- Organizational stance on engagement is defined and identified.
- Goals and metrics are determined.
- Dashboard is created.
Activities
Outputs
Assess readiness level to move to a more dynamic engagement measurement.
- Identification of present engagement measures, what is working, and where to improve.
Define engagement purpose.
- Understand the impact and purpose of engagement within the organization.
Set goals and metrics.
- Determine goal and metric cascade from organizational strategy through to departments and individuals.
Define dashboard requirements.
- Dashboard created and populated with engagement and business goals and metrics.
Module 2: Reinforce the Leader’s Role in the New Engagement Paradigm
The Purpose
- Determine if the organization is ready to move towards integrated leadership empowerment.
Key Benefits Achieved
- Organization is evaluated in relation to integrated leadership empowerment.
- Current practices and competencies are laid out in terms of readiness for integrated leadership empowerment.
Activities
Outputs
Assess integrated leadership empowerment readiness.
- Understand where current practices and competencies fall within integrated leadership empowerment and determine if the organization is ready to move forward.
Module 3: Prepare to Launch
The Purpose
- Determine key factors for the launch presentation.
- Create an action plan for the organization and L&D initiatives that will support the transition to integrated leadership empowerment.
Key Benefits Achieved
- Action plan is completed.
- Responsibilities for who will oversee L&D options are organized.
- Logistics are set and launch presentation is ready.
Activities
Outputs
Develop an action plan.
- Completed Engagement 3.0 Action Plan.
Plan logistics for leader-driven engagement launch presentation.
- Determine the who, what, where, and when of the launch presentation.
Identify L&D resources to support integrated leadership empowerment.
- Decide on L&D options and assign responsibility for overseeing them.