Improving employee engagement through accountability across the board.
Business unit leaders balance two sides for moving the needle within the organization—ensuring the company-wide strategy is implemented within their team and that their specific team needs are met. The dual responsibility of business unit leaders requires a tailored approach for educating and supporting these leaders, after your annual engagement survey.
At WSA, we recommend that each business unit leader participates in the executive dialogue with senior leaders, from a WSA consultant, and that they receive a dialogue of their individual team results. This helps leaders learn what’s important, and determine priorities and actions to be taken for their specific business unit, region, or division within the organization. No matter your leadership level there are four pillars to follow post-engagement survey: understand, share, act, and commit.
As a business unit leader, you must understand the company-wide results and strategy but also the results specific to your team. This basis coupled with the key drivers, determined by your senior leadership team, are the foundation for moving forward with your team.
Through the WSA executive dialogue, you’ll be able to answer the above, enabling you to successfully drive and create accountability within your business unit, region, or division.
Clearly and transparently communicating the results, next steps, and expected actions to your team is essential to set your team up for successful action planning.
Your front line leaders create the focus of their action planning and review process based on the communication and priorities set by you. Transparency and clarity in this communication is essential to ensure the strategy from the senior leaders is cascaded correctly and appropriate action follows.
As business unit leaders, your primary action is to provide support to your frontline leaders and your team. Once you’ve analyzed and shared the items of interest from the survey, your front line leaders meet with the team and determine suggested action plans.
Your responsibility is to provide feedback, resources, and help to your team, ensuring the suggested action plans are achievable and effectively contribute to improving the employee experience. Business unit leaders should make sure the suggested action plans:
Everyone in your business is expected to take action in the one or two areas set by senior leadership—and it’s your responsibility to make sure this happens. Working closely with your team to translate survey results into tangible action plans and keeping your team accountable for the success of those action plans sets your team—and the organization—up for success in improving the employee experience.
Creating accountability to increase employee engagement goes beyond surveying and action planning once a year. While annual surveys provide critical data and insights, gathering real-time assessments of employee satisfaction on a more frequent, focused basis enables your organization to make small but impactful changes in between annual surveys.
Explore Pulse Surveys Explore Employee Lifecycle SurveysMotivating leaders at each leadership level ensures your employee engagement strategy is consistent throughout the organization. Each level of leadership impacts the workforce differently and each level has a role to play from senior leaders who must prioritize areas for action to business unit leaders who create accountability with their frontline leaders. By fostering a culture of emphasis on employee engagement within your leadership team, you’ll improve organizational performance and ensure positive change is the outcome.
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