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Turn Managers into Employee Engagement Champions in 3 Steps

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Employee engagement is critical to organizational success. And yet, for most organizations, engagement and retention remains one of the top challenges. Why? Because employee engagement is challenging - and it's different for every team. By arming your managers with the tools they need to influence engagement, your organization will be better prepared to build stronger teams that thrive.

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Turn Managers into Employee Engagement Champions in 3 Steps

  1. 1. Employee Engagement is Critical. And it’s Challenging to Get Right. Each Team Has its Own Engagement DNA According to a 2013 Bain & Co. study, in the most successful employee engagement programs, managers—not HR—lead the charge. It’s Time for HR to Hand Over the Keys. 3 Steps to Manager-Led Employee Engagement Invest in people analytics Make sure you have resources that are well-informed about the data needed to drive true employee engagement. A one-size-fits-all engagement strategy won’t work. Managers must take ownership for their teams' engagement levels or risk losing top talent. Choose a strong technology partner Partner with a technology provider with sophisticated analytics and a user experience that drives manager adoption. Be transparent Be open about engagement levels and what they mean for your people. Share results and action plans. Give employees a voice Involve employees in the process of interpreting the results and developing effective solutions. Only 7% of companies rate themselves as “excellent” at measuring and improving employee engagement. (Deloitte 2015) QUANTIFY IMPROVE DIAG N OSE DIAGNOSE Highlight focus areas Enable drill-down for deeper understanding Make prioritization easy 2 IMPROVE Use data to fuel conversations Collaborate on action plans Recognize success 3 QUANTIFY Gather frequent employee feedback Provide team-specific data Give managers on-demand access to data 1 Get Started Support managers in the process Include engagement metrics in leadership development conversations. glintinc.com 1. PROSPECTS 2. FEEDBACK 3. RECOGNITION Business & Sales Product Support 1. MANAGER 2. TEAM 3. EXCELLENCE Customer Success 1. EMPOWERMENT 2. TEAM 3. LEADERSHIP EXIT > Employees who indicate low engagement levels are 12x more likely to leave their company in the next year than those with high engagement scores. (Glint client data) 87% of organizations cite culture, engagement, and retention as one of their top challenges. (Deloitte 2015) TOP DRIVERS OF ENGAGEMENT CAN VARY GREATLY BY TEAM Glint data from 3 teams at a single organization. Give them the data Help them understand Encourage action Managersinto Employee Engagement Champions in 3 Steps Turn

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