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Equip Managers to Improve Engagement Action Planning

Improve employee engagement while increasing management bench strength.

  • 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

Critical Insight

  • 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.

Impact and Result

  • 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.

Equip Managers to Improve Engagement Action Planning

1. Equip managers to improve engagement action planning

Improve employee engagement while increasing management bench strength.


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.

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

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  • Call #1 - Discuss the training material and how to customize it with organization-specific processes.

Contributors

  • 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