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Empower Managers to Take Ownership of Employee Engagement

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

Managers often fail to take steps to improve the manager relationships driver for the following reasons:

  1. They don’t understand the impact they can have on engagement.
  2. They don’t understand the value of an engaged workforce.
  3. They don’t feel that they are responsible for engagement.
  4. They don’t know what steps they can personally take to improve engagement levels.

Executive Summary

Critical Insight

  • 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 4.15% increase in an employee’s intent to stay (N=113,245; 2017).
  • To improve the manager relationships driver, managers cannot abdicate the responsibility of strengthening relationships with employees to HR – they must take the ownership role.

Impact & Result

  • When an organization focuses on strengthening manager relationships with employees, HR should act as a facilitator and empower managers to own their impact.
  • 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 McLean & Company’s 3i model).
  • Use this deck to prepare to train managers on how to apply the 3i model and improve the score on this engagement driver.

Research & Tools

3. Track training success metrics and follow up

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

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.