- 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
- B. McLaughlin, former Management Consultant
- Fadel Matta, Assistant Professor, Terry College of Business, University of Georgia
Managers often fail to take steps to improve the manager relationships driver for 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.
- 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 and 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.
This guided implementation is a three call advisory process.
Guided Implementation #1 - Understand key concepts and HR’s role
Call #1 - Gain advice on the 3i’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.
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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 roadmap in place to complete your project successfully.
Module 1: Prepare to Implement Manager Training
- Use McLean & Company’s advice to get past pain points with managers.
- Become familiar with the content in the training deck and ensure the provided examples are appropriate.
Key Benefits Achieved
- Logistics planned for your training session.
- Your case made more powerful by adding your own engagement data to the training deck slides.
- Improved delivery of training, making it more impactful and engaging for participants.
Establish high-level training objectives.
- High-level objectives outlined
Set benchmark metrics and take baseline measurements.
- Benchmarks and baselines set to make the case for manager-driven engagement
Review content and customize training material.
- Become familiar with and prepared to take managers through key training exercises
Plan out training material.
- Deliver a smooth and successful training session
Module 2: Follow Up After Training
- Determine ways to track the impact the training has on employee engagement.
- Understand how to apply the 3i’s principle across HR functions.
Key Benefits Achieved
- Measured the value of engagement training.
- Received immediate feedback on employee engagement with the McLean Employee Experience Monitor.
- Determined how HR can support managers in building stronger relationships with employees.
Prepare to follow up on managerial behavioral change and impact on the business.
- A plan to follow up on training and ensure success