Manager Accountability – The Secret to Employee Engagement

a manager accountability is holding keys perhaps for employee engagement

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.

To learn more, Download The Top 10 Most Powerful Ways to Boost Employee Engagement

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I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

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The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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