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Why employee engagement matters
 

Why employee engagement matters

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HR Professional Dan Hardaker hosts December 2014's Learning Hour or 'Simple Ways to make your Employee Engagement Ordinary'

HR Professional Dan Hardaker hosts December 2014's Learning Hour or 'Simple Ways to make your Employee Engagement Ordinary'

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    Why employee engagement matters Why employee engagement matters Presentation Transcript

    • Why engagement matters. Dan Hardaker Head of HR Strategy Genesis Housing Association
    • It doesn’t. “There’s no point your staff being engaged in making cookies unless you’re a bakery”
    • Engagement + Involvement + Direction.
    • Engagement.
    • Providing great service Engagement. Pitfall 1: what does it mean? I take pride in the work I do I put customers at the heart of everything I do 47,000,000 definitions – not about I would recommend Genesis as a good place to work awards! Pride & Advocacy ENGAGED AT GENESIS I am proud to work for Genesis I am committed to playing my part in helping Genesis become a Leading Property Based Service Provider I feel motivated to go the extra mile for Genesis Driving success at Genesis
    • Engagement Rational Commitment Discretionary Effort Performance Emotional Commitment Intent to stay Intent to Stay Engagement Levers CLC Model of Engagement
    • Engagement. Engaging For Success. “This is about how we create the conditions in which employees offer more of their capability and potential.” –David Macleod http://www.engageforsuccess.o rg/
    • Engagement. Pitfall 2: It’s no good on its own.
    • Engagement. High Engagement Hostages 15% Apostles 36% Is turnover really such a bad thing? Fence-sitters 28% Disconnected 19% Mercenaries 2% High Low Loyalty
    • Engagement. High Content ambivalent 6% I believe there are opportunities for me to develop my career at Genesis Satisfied ambitious 44% People Strategy Fence-sitters 12% Indifferent 12% Frustrated ambitious 27% High Low I would like to progress my career at Genesis
    • Poll
    • Involvement.
    • Involvement.  Engagement champions.  Action planning toolkit.  Competition & peer pressure.  Across HR – embedded into employee lifecycle from induction.  Culture change, not just a one-off.
    • Direction.
    • Direction. I support Genesis' Corporate Strategy and objectives Loose cannons 6% Fully aligned 63% Fence-sitters 16% Disconnected 7% Cynics 8% High Low I have a good understanding of Genesis' Corporate Strategy and objectives
    • Don’t get caught up in surveys and awards.
    • Involve your people. They already know the answers.
    • Do something visible.
    • So, why does it matter?
    • @danhardaker dan@danhardaker.com LinkedIn: Dan Hardaker