Our guide to employee engagement

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  • 1. Our Guide to Employee Engagement
  • 2. Our Guides Our guides are here to help you understand a topic or to provide support for a particular task you might already be working on. Inside you’ll find lots of information to help you plan and make better decisions. We’re not saying we have all the answers but we believe the stuff inside this guide will help get you started. If you think we’ve missed anything, or you want to join in the debate then please get in touch. Inside you’ll find • What is employee engagement? • Why is it important? • Measuring engagement • Some important things to consider • How we can help
  • 3. What is employee engagement? In a nutshell Employee engagement is about creating happy staff who are passionate about what they do. It’s about creating experiences which reward them for their ambition, loyalty and support. It helps you to keep your employees for longer and reduces the chances of them taking their skills and expertise elsewhere. It’s about • Understanding your employees and finding out what matters to them • Understanding how employees view their relationship with you, their management and the wider business • Understanding how valued and recognised they feel as an employee • Understanding and identifying where the business can improve the employee experience, whether through development opportunities, training or recognition • Speaking to your employees on a regular basis, gauging their degree of engagement and exploring their mood • Identifying ways to improve employees’ involvement in the business
  • 4. Why is employee engagement so important If you get it right the benefits are endless Stay with you for longer. They’ll remain loyal and immune to offers and opportunities elsewhere Work harder. They’ll be more productive as they have a bigger stake in success Recruit for you. They encourage others to apply for jobs. They’ll rave about working with you Speak up more. They’ll be more willing to share their ideas, views and opinions. Your business will be rewarded with continuous fresh thinking Be happier. They’ll take less time off work recovering from a stressful and unenjoyable job. Develop themselves. They’ll want to learn more and push themselves. Your business will benefit from their ambition Be more effective in their jobs. They’ll know what their role is in delivering your business objectives. They will understand the part they have to play Work better together. They’ll understand each others’ pressures and needs. They’ll appreciate that they work only as a ‘team’ Work better with senior management. They will want to help leaders deliver. They will understand how their role fits into the wider picture Value more than just a monthly pay packet. They’ll see reward in recognition and a simple thank you. They’ll understand how valuable they are to your business Employees will…
  • 5. Measuring Employee Engagement
  • 6. The modules of employee engagement The building blocks that make up the employee experience Skills & Training Remuneration & Appreciation Workspace & Culture Reward & Recognition Learning & Development Resources & Support Leadership & Relationships Roles & Remits Career planning Skill development Recognised qualifications Pay Bonus Rewards Incentives Job roles and remits Objectives and targets Reviewing performance Management Cross team working Boss, peer, junior relationships “I know where my career is going – I’m being given help internally to get there” “I get rewarded for good work. I feel valued by the company and it’s nice that they don’t just reward those at the top” “I know what my job entails, how it benefits the business and what part I play in helping it achieve its aims” “I feel part of a strong team. We have leaders who keep us up-to-date and involved in decision making – we all have a voice” Focus areas Employee Outcome Statement
  • 7. Step 1: Define the ideal employee experience Think about an employee’s lifetime journey and the experience focus areas Speak to your employees. Ask them to help you define the ideal employee experience. Gather all your HR best practice work and start identifying the elements that make up a great employee experience. You’ll need to design an experience which is standard across the whole business. Once you’ve done this you can start to think of individual team and role experiences. It’s worth thinking about the employee lifetime journey and how that experience should be designed, managed and enhanced. Start to think of ideas that will match employee expectations and need. Remember to review the focus areas we mentioned on the previous page. They’ll get you thinking about all the various components that make up the experience.
  • 8. Step 2: Baseline your current employee experience and engagement Assess realities and emotions Bring a sample of your employees together to discuss their current experience and how engaged they feel. Ask them open questions so they can feel free to discuss things that might be bothering them. Make sure you lay down some ground rules and encourage participants to speak freely – it might be an idea to bring in someone independent to help run a few sessions. You then want to consider running a wider piece of research that will give you a broader view across the business. Design a survey where employees can rate and score their experience against a set of capabilities. Leave some room for some free text answers – not everyone will have had a chance to speak in a smaller face to face group.
  • 9. Step 3: Analyse the results, start improvement planning and measure progress Make improvements, measure the impact Sit down and go through the results of the employee survey. Identify broad trends and do your best to summarise the data. It will take a while but spend some time going through the verbatim and free text answers people might have left. The scoring will give you a quick idea of engagement and experience but the free text replies will give you some real insight into how your employees are thinking and feeling. Like any research project, follow it up with some improvement planning. Identify where you need to focus your efforts. It might be on certain roles or within certain teams. There might be focus areas where there is underperformance such as learning and development. Start putting those improvements in place and don’t forget to thank your employees for being so honest. Remember to keep them informed of the changes you’re making. They will feel engaged. Improvement 1: Reward & Recognition Pilot Weekly sales executive reward – an evening out paid for. Reward for customer complaint handling and mitigation
  • 10. Some important things to consider
  • 11. Examine emotions Think about how you want to understand employee emotion Worry Apprehension Hope Trust Dismayed Lonely Ambivalent Emotions in business are often hard to quantify, register and act upon. The important thing to remember is how important emotions are in any experience. We spend the majority of our day at work and therefore emotions are an intrinsic part of the experience. We all have ups and downs at work and whether these are directly caused by work or not they’re still important to assess. Don’t avoid getting stuck in with emotion. If you can get to a place where you can influence and encourage positive emotions then your employee experience will improve dramatically. Think about the last stressful period you had at work. What would have helped? What didn’t help during that experience? Use this to start generating ideas.
  • 12. Never, ever reprimand or punish Avoid taking bad survey news as licence to ‘shoot the messenger’ It’s hard taking bad news. It’s even harder when it’s from people who you hoped were happy and content. Don’t fret too much about any bad news that might come out of surveys you might do. Bad news will at least get your business making the changes it needs to make. There’s no use brushing it under the carpet. Under no circumstances should you tell your employees off for being honest. You’ve given them the opportunity to speak up and you should be grateful that they’ve taken the chance to share their views. Thank you for taking part. Thank you for your honesty. We have listened and now we will act. Exciting times ahead for us all.
  • 13. How we can help You’re not alone 1Engagement projects You may want us to lead an engagement project. We have all the necessary skills to help you start and complete an engagement project that will deliver tangible results 2Survey Design You may want us to design a survey that will help assess employee engagement. We have research skills to ensure you’re asking the right questions at the right time and in the right way 3Strategy You might want some advice on how to get the most out of your employees. Whether it’s employee remuneration or reward initiatives we can help get you thinking