Page 337 - How America's Best Places to Work Inspire Extra Effort in Extraordinary Times

324B RE-ENGAGE

Manager- Managers provide Managers fully implement
Driven Actions information at staff initiative requiring that each
meetings about changes. employee has an Individual
Introduce new training Development Plan that
program for career is reviewed and updated
development. annually.

In the preceding example, the use of the matrix created the focus to
consider a wide range of initiatives that may address this common but
important issue.
Here is another example:

Example B: Completed employee engagement
planning matrix

ISSUE: Feedback from our employee engagement survey
indicates the overall quality of frontline supervision is
negatively impacting employee productivity and retention.

: Short-Term Actions Longer-Term Actions
(Climate)
(Culture)
Establish a dual career path
Identify managers who are
Enterprise-
Directed
not effective, and lay out a
for employees who don’t
Actions
six-month performance plan;
capable of managing.
reassign, coach/train, or want to manage or aren’t
terminate as appropriate.
Announce supervisor Change compensation
development initiative. system to support dual
Identify criteria for career paths.
successful supervisors.
Manager- Solicit feedback from Implement and sustain
Driven Actions employees about managers’ manager mentoring
effectiveness. program.
Start conducting more Follow up with 360-degree
productive staff meetings. feedback and developmental
coaching.