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 people AND good for business. Engaged employees are more likely to stay on the job, be more productive, have a customer-centric attitude, and contribute more to the bottom line. And workplaces that can boast high employee engagement levels 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. Leading companies are able to improve employee advocacy, increase discretionary effort, and retain the top talent required to execute their strategies. Lagging companies have missed the obvious – to create manager accountability to improve overall engagement by:
After all, it is their job to supervise and coach their team. An employee engagement survey and follow-up action items should simply be a part of the general management process.
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.
Support their efforts with training and job aids on engagement best practices. The better managers are at raising the level of engagement, 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 about what managers can do to improve team engagement, Download The Top 10 Most Powerful Ways to Boost Employee Engagement
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