Train Managers to Strengthen Employee Relationships to Improve Engagement
Transfer the ownership of employee engagement from HR to team managers.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.When managers are not actively involved in employee engagement, there is:
- Low trust in management, leading to:
- Lower employee engagement and lower productivity
Managers who take responsibility for employee engagement gain:
- Higher employee trust, leading to:
- Increased levels of productivity, organizational commitment, and innovation
- Improved retention leading to improved business results
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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.
Module 1: Make the Case for Strengthening Manager Relationships
The Purpose
- Educate managers on the impact they have on engagement and the relationship between employee trust and engagement.
- Identify reasons why managers fail to positively impact employee engagement.
- Inform managers of their responsibility for employee engagement.
Key Benefits Achieved
- Increased awareness of managers regarding their impact on employee engagement.
- Improved understanding of manager role.
- Creation of plan to increase employee trust and engagement.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Describe relationship between trust and engagement. |
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| 1.2 | Review data on manager’s impact on engagement. |
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Module 2: Prepare for the Training Session by Understanding Key Concepts and Your Role as HR
The Purpose
- Understand key concepts for engagement, such as inform, interact, and involve.
- Use McLean & Company’s advice to get past pain points with managers.
Key Benefits Achieved
- Understand the key principles and activities in the manager training deck.
- Gain advice for dealing with pushback from managers.
- Learn about actions that you can take to adopt the 3 I’s principle and act as a role model.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Practice manager training exercises on informing, interacting with, and involving employees. |
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Module 3: Plan the Training Session and Customize the Materials
The Purpose
- Determine who will participate in the manager training session.
- Become familiar with the content in the training deck and ensure the provided examples are appropriate.
Key Benefits Achieved
- Logistics planned for your own training session.
- Your own case made more powerful by adding your engagement data to the training deck slides.
- Improved delivery of training, making it more effective and engaging for participants.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Consider your audience for delivering the training. |
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| 3.2 | Plan out logistics for the training session—the who, where, and when. |
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Module 4: Track Training Success Metrics and Follow Up
The Purpose
- Determine ways to track the impact the training has on employee engagement.
- Understand how to apply the 3 I’s principle across HR functions.
Key Benefits Achieved
- Measure the value of engagement training.
- Gain immediate feedback on employee engagement with the McLean Leadership Index.
- Determine how HR can support managers in building stronger relationships with employees.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Determine how HR can support management in strengthening employee relationships. |
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