Manager Accountability – The Key to Employee Engagement
Why should you care about manager accountability? And how does it apply to employee engagement strategies?
First, Employee Engagement Matters
The corporate world is finally convinced…employee engagement is simply good for business. Engaged employees are more likely to:
And workplaces that can boast high employee engagement numbers adapt quicker, innovate more frequently and grow faster.
Manager Accountability – How to Crack the Employee Engagement Code
Too many companies have not yet cracked the code on how to improve employee engagement and maintain employee advocacy, discretionary effort and retention at high enough levels. They have missed the obvious…to create manager accountability by:
1. Increasing Commitment
Ensure everyone fully understands and supports the all-company goal of improved employee engagement. The workforce needs to appreciate why it matters to the business and why it matters to them. And when your leadership team demonstrates their commitment, manager accountability will follow.
2. Defining Success Metrics
Make sure managers know it is part of their own performance measurement and that they are the key to engagement success. Once they understand they will be held accountable for their team’s engagement, they will be motivated to make the effort to monitor and encourage improvement. After all, it is their job to supervise and coach their team.
An employee engagement survey and follow-up action items will simply be a part of the general management process.
3. Creating Simplicity and Focus
Design the process so that it is simple to implement. Many managers worry that the coaching for engagement will take up too much time. It doesn’t need to. Their regular performance conversations can include a quick check-in on how the team thinks they are doing with engagement and what suggestions they have for improvement.
4. Providing Support
Provide managers with the right management training, engagement tools and resources to help them succeed. Send them reminders about the impact of engagement upon performance and helpful tips on how to boost the commitment of their employees to the tasks at hand. Support their efforts with training and job aids on best practices.
The better managers are at raising the level of performance of their team, the better their business results.
The Bottom Line
Create manager accountability to create engaged employees. Your managers are the ones with the most direct contact with employees. Leverage their connections to your workforce by making managers accountable for achieving team goals through improved engagement.
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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