Equip Managers to Improve Engagement Action Planning

• 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.