How Managers Can Help Level Up Your Talent Engagement Strategy
[SUMMARY]:
In this transcript, the speaker discusses the importance of leveraging line managers to drive talent strategies forward in busy HR organizations. The first line of defense when it comes to finding and retaining top talent sits at the manager level. Employee sentiment shows that employees trust their immediate managers more than senior leadership, and line managers have a significant impact on employee engagement and team performance. By leveraging line managers to implement employee engagement initiatives, HR leaders can free up bandwidth and attract and retain top talent, leading to an increase in market capitalization. For every one point of improvement in employee engagement, there is almost a $50,000 per employee increase in market capitalization. Overall, HR leaders must tap into the support of line managers to drive talent strategies forward and create a positive impact on their organization.
Timestamp
0:00:00
Introduction to the importance of managers in talent strategy
0:00:38
The challenges HR teams face and the lack of support from managers
0:01:16
Importance of line managers in solving talent retention and attraction issues
0:02:51
Line managers' impact on employee engagement and performance
0:04:18
The benefits of leveraging managers to drive employee engagement
0:04:54
The financial impact of improving employee engagement
0:05:42
Conclusion and invitation for feedback
Transcript
Why are managers critical to your talent engagement strategy_
Dr. Jim: [:Those tasks are compounded by some of the lack of support that exists within your organization. In accelerating growth or scale up organizations, is that everybody is wearing so many hats, and oftentimes on the business side, your managers are not supporting to the extent that they can in helping drive some of these initiatives forwards.
Two of the biggest issues that you're dealing with as a leader of a busy HR team is finding top talent and then retaining the talent that you have.
% difference [:When it comes to the ability to navigate through. Change and disruption. Employees trust their line manager a lot more than they do senior managers. That data continues to show up in some other areas as well.
When you look at the level of engagement from a team to team basis, almost 70% of that impact. Is attributed to the involvement of the manager across their team.
When you look at the biggest factors that are driving employee engagement, that also sits at the line manager level, line managers have such a massive impact on your ability to not only keep the talent that you have, but also attract talent through some downstream impact of high employee engagement.
. It's unfortunate that many [:So the question becomes, what's in it for me as an HR leader or part of an HR team? If I can get my managers on board. This is something that executives need to be aware of for every one point of improvement in employee engagement.
If you want to increase the [:If you're part of a busy HR team, if you're the leader of a busy HR organization and you're looking at one of the most critical ways that you can create impact free up bandwidth for yourself, and also execute at a much better level when it comes to attracting top talent and retaining top talent, you have to leverage your managers.
We'll have more discussions to follow. Let me know what you think and happy to have a deeper discussion if you have questions.
