Find out how to engage your leadership team when it comes to designing and implementing your employee engagement program
The leadership team in any organisation can be a tricky group to get on board – but if you succeed you’ll have high level sponsorship for your employee engagement program, helping to make it a success.
Here’s our quick guide to winning over the executive team.
Why they’ll care
Many execs are interested to hear the genuine feedback of their employees, but more than that they’re usually driven by a desire to increase productivity and for the company to be seen as an employer of choice, helping to attract the best talent in future.
How to use them
In some organisations, the exec team may want to input into the engagement survey itself or at the very least sign off on the final questions set. One thing that’s common to all exec teams though is that they’ll want to see a debrief of the results.
What they’ll want to see
Of course, they’ll want to see good scores and more than likely, they’ll have a particular interest in the results around leadership. And if they’re bought in to the potential of your employee engagement program, they’ll be looking to see a clear set of actions to take based on the results.
An engaged leadership team should support you in driving the program through from getting responses to committing to driving change off the back of the results
What keeps them up at night
The leadership team will worry about low scores, particularly in organisations who are forced to publish their annual results.They may also worry about negative conversations spreading around the company once the results are released.
How to manage the executive team
Get buy-in early on – at the very latest, they should be involved in the survey design. Try to interview them first to understand what they most want to know so you can factor that in to your question set.
Understand your executive’s objectives & targets – your survey should map to their aims. For example, if the company and exec place a big focus on innovation, make sure you’re asking questions of employees to see whether they have the freedom to come up with their own ideas.
Allay their fears – make sure they understand the results are not a reflection on them and stress the importance of getting accurate feedback from employees. This is a good time to explain best practice and examples from other organisations.
For sceptical executives, position the strong ROI research that exists around employee engagement and its links to financial performance and lowered attrition.