turn managers into employee engagement champions in 3 steps

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) Q U A N T I F Y I M P R O V E D I A G N O S E 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 Managers into Employee Engagement Champions in 3 Steps Turn

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Page 1: Turn Managers into Employee Engagement Champions in 3 Steps

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 analyticsMake 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 transparentBe open about engagement levels and what they mean for your people. Share results and action plans.

Give employees a voiceInvolve employees in the process of interpreting the results and developing e�ective solutions.

Only 7% of companies rate themselves as “excellent” at measuring and improving employee engagement.(Deloitte 2015)

QUANTIFY

IMPRO

DIAGNOSE

DIAGNOSEHighlight focus areas

Enable drill-down for deeper understanding

Make prioritization easy2

IMPROVEUse data to fuel conversations

Collaborate on action plans

Recognize success3

QUANTIFYGather frequent employee feedback

Provide team-specific data

Give managers on-demand access to data1

Get Started

Support managers in the processInclude engagement metrics in leadership development conversations.

glintinc.com

1. PROSPECTS2. FEEDBACK

3. RECOGNITION

Business & Sales Product Support

1. MANAGER2. TEAM

3. EXCELLENCE

Customer Success

1. EMPOWERMENT2. 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

Simplifying your Lean Lab Transformation · Standard problem solving methodology Managers who lead as Lean Champions ... “The effort is usually a time consuming and highly complex

Champions Universe

Dirk Zeller CEO, Real Estate Champions and Sales Champions