Staff engagement

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This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.

Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.

Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.

Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.

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Staff engagement

  1. 1. Staff Engagementwww.participationcymru.org.uk
  2. 2. Today we are going to cover…..• Who are you?• What is staff engagement?• Why do it?• What makes a healthy organisation?• How to engage with staff?
  3. 3. What is staff engagement?David McLeod & Nina Clarke ‘Engaging forSuccess’Some views:‘HR is fundamental but HR strategies alone won’t deliver’‘Staff engagement is when the business values the staffand the staff values the business’‘Engagement matters because people matter – they areyour only competitive edge. It is people and notmachines that will make the difference’.
  4. 4. Definitions“Engagement is about creating opportunitiesfor staff to connect with their colleagues,managers and wider organisation. It is alsoabout creating an environment where staff aremotivated to want to connect with their workand really care about doing a good job…It is aconcept that places flexibility, change andcontinuous improvement at the heart of what itmeans to be a member of staff and anemployer in a twenty-first century workplace.”(Professor Katie Truss)
  5. 5. Definitions“A positive attitude held by the staff towards theorganisation and its values. An engaged staff isaware of the business context, and works withcolleagues to improve performance within thejob for the benefit of the organisation. Theorganisation must work to develop and nurtureengagement, which requires a two-wayrelationship between staff and employer.”(Institute of Employment Studies)
  6. 6. Definitions“You sort of smell it, don’t you, thatengagement of people as people.What goes on in meetings, howpeople talk to each other. You getthe sense of energy, engagement,commitment, belief in what theorganisation stands for,” is howLord Currie, former Chair of theOffice of Communications (Ofcom)
  7. 7. Your definitionAsk muchmore thanyou tell Engagement is your choice and responsibility I disagree, but Do it, own it, I will support improve it you Shut your mouth, open your ears
  8. 8. Six wordsExercise:Using 6 words write yourdefinition of what staffengagement means to you
  9. 9. Why do it?Engaged staff are:•More productive•Less prone to absenteeism•Better with customers, service users•Less likely to leave•Responsible for improved quality of service
  10. 10. BenefitsResearch shows that engaged staffare:•12% more productive•12% more profitable•27% less prone to absenteeism•12% better at engaging withcustomers, service users
  11. 11. Benefits• 51% less likely to be a source of theft• 62% less likely to be involved in job accidents• 51% less likely to leave (low turnover organisations)• 31% less likely to leave (high turnover organisations)(Gallup research in Human Sigma)
  12. 12. Disengaged Staff• Undermine the effectiveness of new policiesand initiatives (actively or passively)• Will react negatively to financial pressures(consent and evade)• Will leave as soon as they can• Will not act as advocates• May even join outside protests
  13. 13. Effective Engagement“The Civil Service faces unprecedented challengestackling complex policy issues every day. In order tomeet these challenges we must harness the talents ofall our staff to the full. Our staff engagementprogramme enables us to do this by understanding andimproving civil servants’ experience of work, helping toensure that they have access to the opportunities theyneed to achieve success in their roles. This, in turn,supports our drive to deliver improved publicservices and better outcomes for citizens.”Sir Gus O’Donnell, Cabinet Secretary and Head of the Home Civil Service.
  14. 14. Effective Engagement Effective engagement IS effectiveengagement whoever you are engaging with
  15. 15. The National Principles for Public Engagement• Organisations that want to effectively engage with the public and their service users need to engage effectively with staff• Your staff are your greatest asset in public engagement• The Principles for Public Engagement can be applied to staff engagement
  16. 16. Effective Staff EngagementKey enablers:2.Strategic narrative3.Enabling managers4.Staff Voice5.Integrity
  17. 17. 3. Staff VoiceThere is an informed staff voice throughout theorganisation, for reinforcing and challenging views;between functions & externally; staff are seen aspart of the solution – not the problem.
  18. 18. 4. Integrity The Values on the wall arereflected in day to day behaviours
  19. 19. Your organisationWhat shape are you in?
  20. 20. Engaging questionsIn pairs discuss these questions and beprepared to feedback some of your thoughts•When it comes to your organisation whatare the stories that come to staff’s minds?•How are voices of members of staff heard inyour organisation?•What one new thing could you choose to docontinuously that would foster better staffengagement?
  21. 21. A healthy organisation1. Clear purpose (the BIG idea) that all staff can relate to2. Atmosphere of confidence where people are interested in each other3. Staff who respect each other and work well together4. Staff ‘go the extra mile’5. Opportunities for personal growth6. Personally driven staff
  22. 22. Engaging LeadersCEO’s: Chief Engagement OfficersLook at the attributes of an effectiveengaging leader and ask yourselves thequestion on a score of 1 (Low) – 10 (high)how effective am I as a leader or manager
  23. 23. Tools and Techniques• Engagement is a process and NOT an event• It needs to be part of everyone’s job• There are tools to enable engagement to happen but remember ‘No one ever got a pig fat by weighing it!’
  24. 24. Tools and TechniquesWays to gauge engagement….•Satisfaction surveys•Forums•Focus groups•Annual conference•Regular meetings•Updates•Exit surveys•Temperature check surveys•Suggestion schemes•Union partnership agreements
  25. 25. 3 key elements
  26. 26. 3 key elementsAn attitude: An employee feeling a sense ofpride and loyalty in the place they workA behaviour: be a great advocate of theirorganisation to clients / service users, or go theextra mile to finish a piece of workAn outcome: lower accident rates, higherproductivity, fewer conflicts, more innovation,lower numbers leaving and reduced sicknessrates
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