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Employee Engagement


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EMPLOYEE ENGAGEMENT - This Training Presentation is what I have to offer Leaders of People - on how they can Engage Their People in what they do. We as Leaders must always be constantly reaching out …

EMPLOYEE ENGAGEMENT - This Training Presentation is what I have to offer Leaders of People - on how they can Engage Their People in what they do. We as Leaders must always be constantly reaching out to our People - to include them in what we do and the efforts that we are striving for. Contained herein is what I have found success at. My hope is that it will give you ideas on what you can to - to Engage Your People.

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  • 2. EMPLOYEE ENGAGEMENT¨  Individual and Organizational Efforts – often and more than likely include the participation of its People.¨  Getting your People to accept and participate in such efforts – can be a challenging endeavor.¨  But such participation is extremely critical to the success of Your efforts.
  • 3. EMPLOYEE ENGAGEMENT ¨  This Training Presentation is directed to anyone in who Leads People in the attainment of a Goal or Responsibilities. ¨  Included herein you will find what actions that I have found success at with Engaging My People…along my way.
  • 4. EMPLOYEE ENGAGEMENT¨  Why is Employee Engagement Important¨  Know Your People¨  Relating Your Efforts to What They Do¨  Communicating Why it is Important¨  Include Your People as a Critical Part¨  Share Your Results¨  Continuous Involvement
  • 5. EMPLOYEE ENGAGEMENT EMPLOYEE ENGAGEMENTDefinition:v  Employee engagement, also called work engagement or worker engagement, is a Business Management Concept.v  An ENGAGED EMPLOYEE is one who is fully involved in, and enthusiastic about his or her work – and thus will act in a way that furthers their Organization’s interest.v Employee_engagement
  • 6. WHY IS EMPLOYEE ENGAGEMENT IMPORTANT¨  EMPLOYEE ENGAGEMENT – is extremely critical to your Individual efforts or your Organizational efforts. ¤  Andhow successful you are at engaging your People – will determine how successful you are at succeeding with your efforts including the time frame it will take you to accomplish.¨  If your People do not feel that they are part of your Efforts or Processes – than how can you expect them to give anything more than an average effort.DOES A LEADER LEAD HIS or HER PEOPLE BY – v  Telling them what to do? v  Or by Working with them to achieve goals?
  • 7. WHY IS EMPLOYEEENGAGEMENT IMPORTANT¨  EXAMPLE – As my Company’s Quality Improvement Chair – I am leading an initiative to introduce Lean Six Sigma (LSS) into my Organization.§  This effort is supported by Senior Management.§  But will result in additional work and time for anyone so wanting to participate in.§  WHAT CHANCE is there for this effort to succeed – if I do not reach out to my People and include them as a critical part of this LSS effort?
  • 8. WHY IS EMPLOYEEENGAGEMENT IMPORTANT ¨  EXAMPLE – You are a Supervisor of a Production Line that is experiencing Poor Quality and Inefficiencies on a regular basis. ¤  Asthe Supervisor – do you think that you can fix the problems yourself? ¤  Orwould it be best to reach out to those performing the work and include their input?
  • 9. WHY IS EMPLOYEE ENGAGEMENT IMPORTANT¨  If your People are not Engaged in Your Individual or Organizational Efforts – ¤  They will either resist what you are trying to implement or change – or be reluctant to be a part of your efforts. ¤  Thetime it will take you to accomplish your efforts – will be delayed and extended due to attempting to get your People on board with your efforts. ¤  More than likely will lead to Your Individual or Organizational efforts falling short of their Goals.
  • 10. KNOW YOUR PEOPLE In order for You or Your Organization to be successful atEngaging Your People – You mustKnow Your People & What Drives Them
  • 11. KNOW YOUR PEOPLEA Leader that is looking to Engage their People mustknow certain aspects of their People including –¨  What MOTIVATES them or gives them SATISFACTION in the Workplace.¨  What provides them SECURITY in the Organization – i.e., Financial Stability, Defined Work Procedures, Ability to be Creative in what they do, or Open Doors.¨  How willing are they to LEARN new things and what are the avenues available to TEACH THEM.
  • 12. KNOW YOUR PEOPLEA Leader must know certain aspects (con’t) –¨  How critical and visible must SENIOR MANGEMENT SUPPORT be of your efforts for your People to notice. ¤  In most cases unless your People see such visible Senior Management Support – they will be reluctant to accept and participate in your efforts.¨  How willing do your People ACCEPT CHANGE. ¤  Dothey tend to be receptive of Change Efforts – or are they the type of People that either fight for status quo or must see results before they jump on board.
  • 13. KNOW YOUR PEOPLEA Leader must know certain aspects (con’t) –¨  What will be the best forum or method to use to solicit the maximum EMPLOYEE PARTICIPATION – and how best to explain to them so that THEY UNDERSTAND.¨  What AVAILABLE TIME will your People have to participate in your efforts.¨  How best and often do you need to COMMUNICATE your efforts your People – to spur and keep their interest.
  • 14. RELATING YOUR EFFORTS TO WHAT THEY DOHow Do Your Efforts Relate – to What YourPeople Do?
  • 15. RELATE YOUR EFFORTS TO WHAT THEY DO¨  Once you know what Matters to Your People – you must then set out to Relate Your Efforts to them and what they do.¨  Such action will include determining how Your Efforts: ¤  Are a part of the daily responsibilities that Your People perform. ¤  How Your Efforts can improve what they do and the results that they attain. ¤  And how Your Efforts pertain to Departmental and Organizational Goals.
  • 16. RELATE YOUR EFFORTS TO WHAT THEY DO¨  WHY EXAMPLE: My prior Plant was incurring a rash of Soft Tissue Injuries – resulting in several of our People being placed on restricted duty. ¤  In response – I formed a Corrective Action Team (CAT) whose Goal was to reduce and prevent such Injuries. ¤  Tobe successful at this effort – I needed to find out what actions our People were performing that were causing these Injuries including looking at everything that they did. ¤  In order to get their support in this effort – I started by providing Education on these Type of Injuries on how they were incurred by the Operations that they performed.
  • 17. RELATE YOUR EFFORTS TO WHAT THEY DOWays that you can Relate Your Efforts to Your People –¨  SPEND TIME WITH YOUR PEOPLE – By going around and discussing how your efforts can/will impact them and how they relate to what they do.¨  SHOW THEM HOW – Visually show via actual demos, on site training, or videos of 3rd party efforts.¨  OUTSIDE EXPERT – Have an external expert come in and discuss with those that are/will be affected by – which can reinforce what you are trying to do.
  • 18. RELATE YOUR EFFORTS TO WHAT THEY DOWays that you can Relate Your Efforts (con’t) –¨  HOLD INFORMATION SESSIONS – If your efforts can be considered a major undertaking (i.e., such as implementing Lean Six Sigma) – ¤  It is highly recommended to hold Info Sessions on what such efforts are about and where Your People can ask Questions regarding.¨  EDUCATE YOUR PEOPLE – By sharing details of what your efforts entail – including what actions will be needed/taken, timeframe to complete, etc.
  • 19. RELATE YOUR EFFORTS TO WHAT THEY DOWays that you can Relate Your Efforts (con’t) –¨  LEARN FROM OTHERS – Includes learning and sharing what other Organizations have done with similar endeavors – ¤  Spendtime to research other Companies that are similar to yours – find out the problems that they faced and what they did to improve their performance and results. ¤  Include what actions that they took to implement such efforts and how successful were their results. ¤  Post such information to a Company Website that your People can view and learn about on their timeframe.
  • 20. COMMUNICATE WHY IT IS IMPORTANTWould YouUndertake Efforts –Without a Cause?
  • 21. COMMUNICATE WHY IT IS IMPORTANT¨  A critical aspect in Engaging Your People – is Communicating to them WHY they should participate in Your Efforts.¨  Such actions should be taken to – ¤  Show why there is a need to change or improve Departmental & Organizational Efforts. ¤  Address shortcomings that may be consistent, negatively impacting financial standings, take too much time to complete, or that have too much variation in their performance. ¤  Show what is available for those that look “Outside Their Box” and their Normal Routines.
  • 22. COMMUNICATE WHY IT IS IMPORTANTCommunicating Why to Your People – is basically anextension of Relating Your Efforts to What They Do –¨  BENCHMARK CURRENT RESULTS – of Departmental or Organizational Responsibilities to other Company’s that perform similar Operations. ¤  Such efforts should compare Organizational Results to other like Organizations including your Competitors.¨  SHARE CASE STUDIES – The internet is a great source to find Examples of similar Actions taken by other Organizations – that include hard results data.
  • 23. COMMUNICATE WHY IT IS IMPORTANTCommunicating Why to Your People (con’t) –¨  QUANTIFY WASTED EFFORT – With most Organizational Processes – one can find Wasted Effort without digging too hard. ¤  Such does not add any Value – delays the Completion of a Process – and adds to the Cost to perform. ¤  AND WASTED COST = JOBS ¤  Take time to analyze the Process that you are looking to improve – and show Your People how much their wasted effort is Costing the Organization.
  • 24. COMMUNICATE WHY IT IS IMPORTANTCommunicating Why to Your People (con’t) –¨  SHARE THE DETAILS INVOLVED – To be successful at engaging Your People – sometimes all it takes is to share the details that are involved. ¤  Ifyour effort is more than a quick fix – and one that will take planning, time, and commitment – you need to share the details involved with those that will be impacted by. ¤  Along with your sharing your details – include what You expect your major actions to – do, produce, improve, etc. ¤  Make sure to give fair estimates on the additional time that it will require of them to be a part of such efforts.
  • 25. COMMUNICATE WHY IT IS IMPORTANTCommunicating Why to Your People (con’t) –¨  WHAT’S IN IT FOR THEM – Your People will need to know that if they jump on board with your efforts – how will they Individually benefit from them. ¤  This can include providing them additional Education – to being part of an effort to improve what their People do.¨  STAYING CURRENT WITH TODAY – Means that we as Individuals and Organizations must stay current with technology and other means in our Workplace. ¤  Our times are constantly changing and it does not take long to fall behind what is current today.
  • 26. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTSGetting Your People to Engage in Your Efforts – Means that they become an Extension of You
  • 27. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS¨  MY EXAMPLE: At my prior Plant I served as the Safety Manager – and had the responsibilities of keeping My People Safe in the Jobs they performed. ¤  To be successful with this Responsibility – I felt that it was critical to My Safety Efforts – that all of my People needed to be actively involved in Plant Safety. ¤  In my efforts I would often talk about having “Safety Eyes” – which watched for unsafe actions and conditions. ¤  In addition to my own – I wanted my People to have “Safety Eyes” as well = Having 300 Pairs of “Safety Eyes” was better than just 1pair.
  • 28. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS¨  Getting your People to be a part of Your Efforts can be a challenging endeavor.¨  Factors that you should consider here include what has been addressed above – ¤  What is important to your People? ¤  Would there be time made available to them? ¤  What roles could they serve in your Efforts? ¤  Would their efforts matter?
  • 29. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTSThere are various ways to include your People as partof Your Efforts –¨  PLANNING PROCESS – Include your People as part of your Planning Process – solicit their Ideas and Recommendations and include them as part of your efforts if so worthy.¨  CREATE ROLES of RESPONSIBILITY – To progress your efforts you will need People to advance certain Responsibilities – Use your People to fill these Roles.¨  USE VOLUNTEERS – Find People who would be willing to try out something new – and have them report to you Their Findings and Results.
  • 30. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTSThere are various ways to include your People (con’t) –¨  SOUNDING BOARDS – Use a Work Group Leader to discuss elements of your efforts and your expectations. ¤  Then ask them for their Feedback & Suggestions.¨  SUBJECT MATTER EXPERTS – Make use of SME’s that can add extra know-how and experience to your efforts – which can promote buy-in.¨  FOLLOW THROUGH – As questions, concerns, and issues come up – make sure that you address them on a timely basis.
  • 31. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS ¨  PEOPLE ARE IMPORTANT – Make sure that you conduct your efforts with Your People in mind. ¨  THEIR NEEDS & ACTIONS – Include them as part of your efforts – Your People will notice and take interest. ¨  EMPLOYEE RECOGNITION – Take time to recognize your People that partake in your efforts.
  • 32. INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTSThere are various ways to include your People (con’t) –¨  FORM TEAMS or COMMITTEES – If your effort is a large undertaking – consider forming a Team that will help lead and see your efforts through.¨  PROVIDE THEM ADVANCED TRAINING – To get your People on board – you may need to provide them Advanced Training on your efforts.¨  STAY ACTIVE WITH YOUR EFFORTS – Make sure that you stay active with your efforts – do not tire lest your People will fall out of interest.
  • 33. SHARE YOUR RESULTS If You are someonelooking in –wouldn’t you want to know HOW YOUARE DOING?
  • 34. SHARE YOUR RESULTS¨  If you are someone that is leading a New or Change Effort – I feel strongly that you must SHARE YOUR RESULTS with your People. ¤  Thisincludes with both the People that are directly impacted or affected by your Efforts ¤  As well as the Senior Staff of your Organization¨  To be successful here, you must know – ¤  What and How to Share ¤  How Frequent to Communicate your Results ¤  Where to Share Your Results for maximum exposure
  • 35. SHARE YOUR RESULTSReasons why you need to SHARE YOUR RESULTS –¨  Get and sustain Senior Management Support¨  Benchmark against other like endeavors¨  Being able to Continuously Improve¨  Requesting Operating or Capital Funding¨  To Stay Ahead of your Competition¨  Keep People Interested & Involved in Your Efforts
  • 36. SHARE YOUR RESULTSYou should use various ways to Share Your Results inorder to maximize your exposure –¨  COMPANY WEBSITE – Post Information and Results of your efforts to the Company Website – which allows your folks to view them at their leisure.¨  HOLD CELEBRATIONS – If you attain significant milestones (i.e., attaining Green Belt Certification) – hold an event to celebrate and talk about.¨  KEY PERFORMANCE INDICATORS – If your effort has merit – establish and post KPI’s and keep them updated on a timely basis.
  • 37. SHARE YOUR RESULTSYou should use various ways to Share (con’t) –¨  EMPLOYEE INFO BOARDS – Make use of Information Boards where your People gather to read various updates on Company Matters. ¤  But make sure that you tailor your Postings to provide the needed info in quick manner.¨  DAILY BRIEFINGS – If your organization makes use of Workgroup / Departmental Communications – make sure to use this avenue when appropriate.¨  INFO FLYERS – Posting teaser type information in Common Areas – could spur your People to want more.
  • 38. SHARE YOUR RESULTS¨  COMPANY NEWS – If your organization makes use of a Company Newspaper – write an Article on what you have accomplished.¨  READER BOARDS – When used are in common areas – make sure your message is too!
  • 39. SHARE YOUR RESULTSOther Considerations when Sharing Your Results –¨  HOW OFTEN – In order for your People to want to frequently read, you have to keep your Results and Information – up-to-date. ¤  Postings that are old and outdated – will not spur your People to come back to read more.¨  WHAT TO SHARE – If you want your People to be a part of your efforts – you must show Results that affect them or that show improvements gained. ¤  Sharing “Case Study” type info with results attained can answer – What, Why, When, Where, and How.
  • 40. SHARE YOUR RESULTS ¨  ENLIST HELP – When sharing your Results – don’t do it alone – use others to help spread the word. ¨  BE A VOICE – As the Driver of your efforts – you must be a constant cheerleader. ¤  Seize all opportunities to communicate your Results.
  • 41. CONTINUOUS INVOLVEMENT A SuccessfulManager – is one that is always looking tokeep His / Her People ENGAGED
  • 42. CONTINUOUS INVOLVEMENT EMPLOYEE ENGAGEMENT to me – is a never ending task for a Supervisor, Manager, or Department Head.¨  If you can keep Your People Engaged in what you do – the potential that you can achieve as a Work Group could be endless.¨  But doing so will not be as easy – it will take hard work on your part and will most often require you to look outside your means.
  • 43. CONTINUOUS INVOLVEMENTThe following are essential skills that are needed forContinuous Involvement –   Leaders should never be happy with Status Quo. §  Doing so will allow you and your People to be passed by those wanting more.   Never Ending Learning – should be the personal characteristic of anyone looking to better themselves. §  How else do you keep up with our constantly changing times before it leaves you behind.
  • 44. CONTINUOUS INVOLVEMENTThe following are essential skills needed for CI (con’t) –   Embrace Change and expect Your People too! §  Be willing to accept Change – lest you be changed.   As mentioned above – Look Outside Your Box. §  We all must find it in ourselves to look outside our norm, our everyday routine, the things that we find comfort with. Don’t take today for granted.   Don’t go it Alone – It is much easier to get there with many hands on deck…beating to the same drum…and going in the same direction.
  • 45. CONTINUOUS INVOLVEMENTThe following are essential skills needed for CI (con’t) –   Continuous Involvement always looks for something new – something not tried before. §  You must be continually looking to reshape what you and your People do – in order to be prepared for tomorrow.   Learning from Others provides you the ability to not spend as much initial effort – since someone else has already done the leg work. §  There are so many sources available – Internet, Social Portals, Networking – learn to use them all.
  • 46. CONTINUOUS INVOLVEMENT   Always asking your People – “What If”. §  Often and frequently ask your People for their Thoughts and Recommendations. §  Include what they have to offer – since more than likely they are the ones involved with the every day details.
  • 47. CONTINUOUS INVOLVEMENTThe following are essential skills needed for CI (con’t) –   Learn from Your Mistakes and don’t be afraid to admit and show it. §  Not everything that you try or do will work. §  You must be able to identify when it doesn’t – then recalibrate and try something new.   Make sure that the Goal of your effort is sound. §  Special efforts at your workplace should be intended for the advance of your Organization or your People.
  • 48. EMPLOYEE ENGAGEMENT¨  This sums up what I have to offer on Employee Engagement.¨  I hope that you may have found something worthwhile for you to use in your efforts to Engage Your People.
  • 49. EMPLOYEE ENGAGEMENT ¨  My Thanks to those who took the awesome Lighting Strike Pictures that I found off the web. ¨  All credit goes to them whom took them. ¨  Their inclusion is to give you something to look at and wonder.
  • 50. EMPLOYEE ENGAGEMENT¨  If you care to send me Your Comments – I welcome them.¨  Please e-mail me at¨  Good Luck in your endeavors to Engage Your People…They are so critical in what you do.