Ask any manager, and he or she will tell you: “I’m way too busy!” Managers typically carry a full load of responsibilities to ensure that their team performs at its best and delivers on business objectives. Many managers also double as individual contributors, business strategists, product evangelists, or other roles outside the scope of management duties. Managers feel stretched thin—for good reason.

As we discussed in our previous blog post, managers play a critical role in employee engagement. Although they are on the front lines of people management, many managers fail to take effective action to address engagement issues on their team. Many are simply too busy juggling competing priorities. Others assume it’s HR’s responsibility to address such issues. Most managers don’t understand how to improve engagement and which specific actions will make a difference.

For 54% of managers, employee engagement is “very important,” yet a third of them spend less than 5% of their time on engagement activities. And the number one reason for not taking action? “I don’t have the time.”*

As a result, HR teams spend an inordinate amount of time and energy just educating and encouraging managers to take action. This significantly reduces the time HR can spend on leadership development and other high-impact programs, resulting in less-prepared managers and reduced organizational effectiveness.

Empowering Managers Take Action

The Glint platform supports both HR teams and managers with a wealth of data and predictive analytics on employee engagement across the organization. Glint uses artificial intelligence (AI) to synthesize engagement data in real-time and provide valuable insights that would normally take hours of manual analysis. Predictors of engagement outcomes like employee performance, potential attrition, satisfaction, and performance are all valuable tools that help organizations fine-tune their engagement strategies and create stronger, high-performance teams.

Now Glint is taking predictive analytics one step further. We are excited to expand our platform to include prescriptive analytics—tools that prescribe specific actions to improve engagement. Glint Action Planning, a new addition to our platform, is the industry’s most advanced action planning system designed specifically for managers. It uses Glint’s AI-for-HR™ technology to surface predictive insights related to a particular team and create tailored recommendations for the team’s manager. It then leads them along the path to improving engagement through these focus areas.

Fewer than 25% of managers have received a framework for improving employee engagement on their teams.*

Glint Action Planning removes the roadblocks that prevent managers from taking action. The system provides an easy-to-follow framework that guides managers through the process. Glint helps managers focus on the right issues and build action plans in just a few clicks. Built-in content is available to enhance their understanding of engagement, and the interaction model leverages behavioral science to help managers stay on track and monitor their progress.

Freeing HR to Make a Greater Impact

For HR teams, Glint Action Planning means that managers are more self-directed with engagement planning. HR business partners no longer need to hand-hold managers through every step or continuously remind managers to take action. Glint Action Planning provides advanced reporting for HR teams, giving them insight into focus areas and progress by manager, department, or other demographics.

Most importantly, Glint Action Planning frees HR teams to devote more time and energy to the programs and activities that benefit most from their domain expertise, including coaching managers to become strong leaders.

To learn more about how Glint Action Planning breaks down the barriers that keep managers from taking action, join our upcoming Action Planning webinar on Thursday, June 2 at 10AM PT/1PM ET. If you’re ready to see the new system in action, request a demo today!

*Based on a Glint survey of more than 250 US managers with 3 or more direct reports.