Engagement 3.0: Transitioning to Leader-Driven Engagement

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.

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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.

Engagement 3.0: Transitioning to Leader-Driven Engagement Research & Tools

1. Transition to leader-driven engagement

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

Workshop: Engagement 3.0: Transitioning to Leader-Driven Engagement

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: 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

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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