Equip Managers to Improve Engagement Action Planning

Improve employee engagement while increasing management bench strength.

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Melodie Barnett, Managing Partner and Change Communicator, Pivot Communication Inc.
Dr. Kyle Lundby, Ph.D., Principal, Global Aspect Human Capital Advisors
Fadel Matta, Assistant Professor, Terry College of Business, University of Georgia
B. McLaughlin, former Management Consultant
Vince Molinaro, Principal and National Practice Lead – Organizational Solutions, Knightsbridge Human Capital Solutions
Linda Stewart, CEO, Interaction Associates

HR is often assessed on engagement survey scores but has little control over the leadership behaviors that drive engagement results.
Targeting actions at employee happiness or satisfaction will not necessarily improve employee engagement, and only engagement will drive sustainable business results.

Our Advice

Only once leaders comprehend the difference between satisfaction and engagement can they truly appreciate the value that employee engagement can bring to their organization.
Equip managers to improve engagement action planning by helping them:
- Understand what engagement is and why it matters for organizational success.
- Understand the process for engagement survey results, including the manager’s role in communication and action planning.
- Review and interpret their team’s engagement survey results.
- Learn how to take action on engagement results.
- Learn how to become a more engaging manager.

Apply 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 (McLean & Company’s 3i model).
Generate an environment where the daily actions of leaders engage their teams, creating a positive impact on culture, company potential, empowerment, and rewards and recognition.
See an improvement in direct business drivers such as agility, cost, quality, and revenue.