We’ll look at:• What is employee engagement?• Why bother?• The facts don’t lie• Engagement and the recession• How do you engage your staff?
What is employee engagement?• To attract and hold fast• To become involved; inform, persuade• To help shape outcomes• The act or state of interlocking• Modern, two-way internal communication• “An employee who is engaged in the workplace is someonewilling to go that extra mile, put in more hours, work harderand do what it takes to make the company a success.Someone who has the organisation’s best interests central towhat they do” – Pete Bradon, Head of Research, SundayTimes “Best Companies to Work For” list
Why bother with employeeengagement?Engagement Motivation Performance Productivity Profitability
The facts don’t lie…Firms with the highest percentageof engaged employees had a 3.74%higher operating margin and 2.06%higher net profit margin thanaverage (Towers Perrin – in a surveyof 2,000,000 responses)Engaged employeesare up to 43% moreproductive(HayGroup)Engaged employees are87% less likely to leavethe organization (TowersPerrin)
Continued…Engaged employees canimprove customerloyalty up to 56%higher (CiB)The financial performanceof organisations with fullyengaged employees istypically four times betterthan those with pooremployee attitudes.(Watson Wyatt)Those engaged generate23% more revenue thannon-engagedcounterparts (Hay Group)
What businesses think…“Many people are unmotivated, not because they havea great reason to be, but rather because they have notbeen given a great reason to be motivated & engaged.”“Regarding engagement, yes we need to pay peoplemore – pay them more attention! It’s just not about themoney.”
Engagement and the recession• Survivor’s guilt• More work, less motivation• Rampant rumour mill“Businesses with high employee engagementhave a competitive advantage in their ability toweather the storm”, according to results of thetenth annual Best Employers study
Achieving employee engagement• Your organisation’s culture• Challenges unique to you• Your internal communication channels
The role of organisationalculture• Is your organisation closed or open?• Culture is often best understood as: “the way we dothings around here”• How will your communications be received?
Barriers to employee engagement• Management don’t see the need for it• Management don’t understand it: “It’s just a newsletter”• Lack of resource• Geographical spread; employees are dispersed• Strategy, culture and values aren’t defined• Management team is not aligned• Lack of trust in the management team• Employees are cynical• Poor management communication skills• Variety of media not deployed• You don’t agree …
How to engage your employees• Start at the top; managers need to be signed up• Make sure employees have everything they need to do theirjobs• Clearly communicate whats expected of employees• Get to know your employees• Make sure they are trained and retrained• Constantly ask how you are doing in your employees eyes• Pay attention to company stories and rituals• Reward and recognise employees in ways that are meaningful• Be consistent in the long term
Tactics to deliver engagement throughcommunication• Face-to-face briefings• Email• Internal magazine• Intranet• Employee engagement champions• Pulse groups• Podcasts and video-casts• Consider a employee engagement survey• Ask the management forums• Lunch with the CEO• Voicemail• Text messaging• Keep it varied, keep it simple
3 things to remember:• Employee engagement has a direct link to yourorganisation’s success, especially in the downturn.It’s not merely a “fluffy internal comms action”• Modern, two-way communications should be apriority for your HR and PR teams; managers alsoneed to understand the importance of engagement• Your people are your business; let them know youunderstand that; start at the top; reward andincentivise