Employee Engagement Toolkit


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Highly visual pdf explaining why employee engagement matters, what it means and what an 'engaged' employee looks like. The evidence infographic, how we get there and some key ingredients for success. As well as pointing to further resources. Use as is or pick out the bits you need.

Please use as you see fit - this exists to help you have quality conversations about engagement and that lead to positive action.

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  • I loved the idea of creating your own ted-x event. I also recommend making your own employee engagement app as tool to share knowledge and pushing a lot of content. there are platforms like http://dronamobile.com available to do that bit.
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Employee Engagement Toolkit

  2. 2. ENGAGEMENT: WHAT DOES IT MEAN AND WHAT DOES WHY DOES IT MATTER? AN ENGAGED EMPLOYEE LOOK LIKE? EARS BRAIN The report makes clear that, Listening to feedback and treating people You are able to process a clear, credible and as a business tool, engagement as individuals is consistent message from more rewarding for your organisation and its everyone involved leaders, with no ‘say-do’ is now an imperative. and promotes gap. The values on the engagement and well- wall are reflected in day- being. to-day behaviours. HEART People who enjoy their EYESNew evidence showing the direct Marks and Spencer stores work and take pride in the Employees who seeimpact employee engagement has with improving engagement organisation they work leaders ‘walking the talk’on the bottom line clearly for are prepared to give and showing integrity indemonstrates that it is a must-do, had, on average, delivered more. This results in an what they do and say are £62 millionnot a nice-to-have. upturn in innovation and far more likely to engage creativity, and an overall with the organisation. more salesImproved engagement across the UK improvement in quality.could add as much as £26 billion toour gross domestic product – MOUTH than stores with decliningbringing a significant improvement STOMACH Being able to voice engagement. The well-being of your ideas andin productivity as well as a much-needed boost to the economy. employees significantly feelings makes improves through you feel more valuedWhen David MacLeod and Nita Clarke Sainsbury’s found that colleague higher engagement and empowered engagement contributed up to levels and reducespublished their 2009 Engaging for absenteeism andSuccess report to the UK Government,they identified four themes or 15 per cent sickness rates. FEET of a store’s‘enablers’ for employee engagement. Organisations with highThese are: strong strategic narrative, employee engagement have year-on-year HANDS the potential to reduce staffengaging managers, employee voice People who work for turnover by 87%, whereasand integrity. growth. an engaging manager disengaged employees are and feel supported, four times more likely toThe enablers provided the theory to recognised and leave the organisation.effective engagement and the 2012 valued feel morefollow-up report, The Evidence – engaged with theirbased on research and real world organisation.examples from some of the UK’s top Dorothy Perkins stores with high levels of engagement producedbusinesses – offers hard evidencetogether with case studies andexamples of best practice. 12% higher from Engaged employees are committed to their organisations’ goals and growth values and motivated to contribute to their organisations’ success. arms and An engaged employee experiences a blend of job satisfaction, in sales – the equivalent of organisational commitment, job involvement and feelings of legs to empowerment and well-being. £445,000 heads and David MacLeod says work has gone “from arms and legs to heads and extra revenue. hearts hearts”, and that employers must realise and act on this if they are to engage and get the best from their people.
  3. 3. EMPLOYEE ENGAGEMENTTHE EVIDENCE A high-level task force of some of the UK’s Analysis of the evidence shows that: most recognisable organisations is calling for every leader and manager across the Only around a third of UK employees economy to play their part in tackling the say they are actively engaged at work. UK’s employee engagement deficit. 20 million workers are not delivering their full capability or realising their potential at work. CEOs call on UK to deliver of people said they have more to offer in skills % and talent than they are £26bn GDP growth currently being asked to demonstrate at work. by better engaging 64 employees at work. UK productivity was 20% lower than the rest of the G7 in 2011. STATISTICS AND CASE STUDIES 2.5 12% TWICE NET REVENUE CUSTOMERPROFIT PROFIT GROWTH SATISFACTIONCompanies with Organisations in the top Companies with topengagement scores in the quartile of engagement scores quartile engagementtop quartile had twice the demonstrated revenue growth scores averageannual net profit of those 2.5 times greater than those in 12% higher customerin the bottom quartile. the bottom quartile. advocacy. 18% higher 40% productivity lower 59% INNOVATIONPRODUCTIVITY 59% of engagedOrganisations in the top employees said that theirquartile of employee engagement job brings out their most EMPLOYEE TURNOVERscores had 18% higher productivity creative ideas against 3% Companies with high levels of engagement show turnover ratethan those in the bottom quartile. of those less engaged. 40% lower than companies with low levels of engagement. EFFICIENCY An insurance company found that teams with higher engagement had 35% less down time between calls – equivalent to 35% one ‘free of charge’ employee to every HEALTH & SAFETY eight engaged employees. Organisations with engagement in the bottom quartile average 62% more accidents than those in the top. Full report with references available at: www.engageforsuccess.org/about/why-does-it-matter/
  4. 4. HOW DO WE GET THERE? THE KEY INGREDIENTS FOR SUCCESS.Although there is no ‘one size fits all’ approach for employee Strong strategic narrativeengagement, the four enablers – strong strategic narrative, V isible, empowering leadership provides a strong strategic narrative about the organisation, where it’s come from and where it’s going.engaging managers, employee voice and integrity – have been For example, in January 2010 the Welsh Government launched the ‘Managing foridentified as key ingredients in achieving success. Less’ initiative in response to budgetary pressures. The initiative was cascaded through divisional ranks to teams below, creating a platform for frank andTaken together, each of these can have a powerful open discussions around the core cost-saving message. The result was a 98%effect on driving employee engagement. awareness rate among staff and reductions in spending of more than £20m. Engaging managers Engaging managers focus their people and give them scope, treat them as individuals and coach and stretch them. BAE Systems, recognising the need to create a more engaged workforce, embarked on a series of ‘conversations’ involving different departments and union representatives. By the end, more than £26 million of improvement opportunities were identified and the time taken to build its Typhoon fighter plane was slashed by 25%. Employee voice Employee voice reinforces people as any organisation’s most important asset and is essential for gathering views and feedback and making employees part of the solution. Of course, it is essential that the organisation listens and is seen to act on what people have to say. This was certainly the case for digital, cable and satellite television provider UKTV. Operating in a competitive market, the senior management team introduced a flatter hierarchical structure that placed more emphasis on individual effort and reward. UKTV has since recorded a 6% rise in revenues against the same quarter in 2011, while the overall market is 10% down. Integrity Organisational integrity means that the values people can see on the wall are reflected in the way people, and particularly leaders, behave on a daily basis-i.e. that they ‘walk the talk’. Nowhere was this more evident than in the construction of the London 2012 Olympic Games. Determined to deliver on its promise of the safest Games ever, the Olympic Delivery Authority operated a zero tolerance approach to health and safety on site – even threatening to shut work down if standards were not met. Shutting work down sent out a powerful message that the ODA and its Delivery Partners were serious about preserving the health of its workforce.
  5. 5. FURTHER RESOURCESEngage for Success website and the full report of The Evidence:www.engageforsuccess.org/about/why-does-it-matter/ Free resources to support engagement are also available at: http://headlines.uk.com/resources/