Empower Managers and Teams by Activating Employee Voice

When leaders empower managers and teams, they increase engagement.

UCHealth and Parsons data show that when leaders activate Employee Voice, they increase employee engagement. Leaders do this by empowering managers and teams to define priorities and navigate the path ahead together.

UCHealth and Parsons are increasing engagement by launching an Employee Voice cycle that includes these steps:

  1. Pulse. First, ask teams open-ended questions to pinpoint priorities
  2. Insights Review. Then, managers and teams review pulse results and co-define action
  3. Check-In Pulse. Then, they reinforce alignment and progress

As managers and teams continue this cycle, they build trust and momentum to speak up about what really matters. They define what resources to enlist, what skills to prioritize and how to measure success. In this way, they leverage HR and OD’s expertise to hone these skills, rather than bogging them down in bureaucratic processes. This empowers managers and teams to become models or “pockets of excellence” for the rest of their organization to follow.

Activating Employee Voice empowers managers and teams to engage through dialogue. Managers don’t need to have all of the answers. Instead, they lead by learning together with their teams. Together they choose one step at a time, and practice brings proficiency.

Download this whitepaper to learn how UCHealth and Parsons empower managers and teams, and increase employee engagement measurably.

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Empower Managers and Teams by Activating Employee Voice

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