Employee Engagement at Mars Inc - Dana Al Hafeed, Mars

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Employee Engagement at Mars Inc - Dana Al Hafeed, Mars

  1. 1. Why, what , & How's Dana Al Hafeed
  2. 2. Engagement Percentile analysis of business units across organizations in Gallup’s database *Composite of employee retention, customer metrics, safety, absenteeism, shrinkage, productivity, and profitability Probability of above-average performance 1st 5th 10th 20th 30th 40th 50th 60th 70th 80th 90th 95th 99th 83% 76% 71% 65% 59% 55% 50% 45% 41% 35% 27% 21% 15% 0 10 20 30 40 50 60 70 80 90 100 Increasing Engagement
  3. 3. Associate Retention + 44% Safety + 50% Productivity + 50% Profitability + 33% ENGAGED ASSOCIATES Customer Metrics + 56% Increase in probability of success when engagement is high: +78%Overall Performance Highly engaged business units have a higher probability of success (above-average performance) in comparison to less engaged business units.
  4. 4. Stock Increase Real Profit Increase Sustainabl Growth Engaged Customer
  5. 5. Engaged Employees
  6. 6. GREAT MANAGERS THE RIGHT FIT IDENTIFY STRENGTH Enter Here
  7. 7. ENTER HERE IDENTIFY STRENGTHS THE RIGHT FIT GREAT MANAGERS ENGAGED Emplyees ENGAGED CUSTOMERS SUSTAINABLE GROWTH REAL PROFIT INCREASE STOCK INCREASE Copyright © 1996-2002 The Gallup Organization, Princeton, NJ. All rights reserved. To reliably influence these . . . . . . these must be managed.
  8. 8. 1,000,000 $ Energy Time Invest in flashy stuff
  9. 9. Develop Tools Launch stuff Re - Launch stuff
  10. 10. Make the workplace comfortable Have fun Public recognition Birthday songs , balloons, cakes…etc Photo of the employee of the month Gifts Refurbish the office Promotion , newsletter , …etc
  11. 11. Please answer these questions 1 = Strongly Agree 5 = Strongly Disagree TEST
  12. 12. I know what is expected of me at work. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  13. 13. I have the materials and equipment I need to do my work right. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  14. 14. At work, I have the opportunity to do what I do best every day. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  15. 15. In the last seven days, I have received recognition or praise for doing good work. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  16. 16. My supervisor, or someone at work, seems to care about me as a person. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  17. 17. There is someone at work who encourages my development. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  18. 18. At work, my opinions seem to count. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  19. 19. The mission or purpose of my company makes me feel my job is important. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  20. 20. My fellow employees are committed to doing quality work. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  21. 21. I have a best friend at work. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  22. 22. In the last six months, someone at work has talked to me about my progress. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  23. 23. This last year, I have had opportunities at work to learn and grow. Copyright © 1992-1999 The Gallup Organization, Princeton, NJ. All rights reserved.
  24. 24. What I get? What I give? How I belong? How can we grow? Growth Teamwork Management Support Basic needs 2. I have materials and equipment I need to do my work right 1. I know what is expected of me at work 6. Someone at work encourages my development 5. Supervisor/someone at work cares 4. Recognition last seven days 3. Do what I do best every day 10. I have a best friend at work 9.Co-workers committed to quality 8. Mission/purpose of company 7.At work, my opinions seem to count 12. Opportunities to learn and grow 11. Progress in last six months
  25. 25. GrandMean: 3.58 3.85 4.11 4.40 4.57 4.55 4.22 Percentile: 24th 43rd 63rd 81st 89th 88th 70th FT (C03)+: — 3.27 3.56 4.27 4.30 4.19 3.88 Ratio++: 1.42:1 4.38:1 9.80:1 33.50:1 39.50:1 26.33:1 7.22:1 35 Admin. 2004 2005 2006 2007 2008 2009 2010 Actively Disengaged Engaged Not Engaged/ Not Actively Disengaged +FT (Follow Through) is based on the third question, "My team has effectively followed through on the actions we agreed upon during the Impact Planning session.” Beginning in 2008, targets are set based on the Gallup 80th percentile for FT (C03) and no longer based on the Mars Follow Through Index (FTI) average of three questions. ++ Ratio of Engaged to Actively Disengaged — Data not available Copyright © 2010 Gallup, Inc. All rights reserved.
  26. 26. ENTER HERE IDENTIFY STRENGTHS THE RIGHT FIT GREAT MANAGERS ENGAGED ASSOCIATES ENGAGED CUSTOMERS SUSTAINABLE GROWTH REAL PROFIT INCREASE STOCK INCREASE Copyright © 1996-2002 The Gallup Organization, Princeton, NJ. All rights reserved. To reliably influence these . . . . . . these must be managed.

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