Velas inc 100714
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A presentation highlighting Velas Consulting services.
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Velas inc 100714
- 1. Employee Engagement Luis Velasquez Silicon Valley, CA luis@velasconsulting.com 908 967 1606
- 3. 1- Executive Coaching • Stakeholder Driven • Action Oriented • Future Focus • Behavior/Perception targeted • Influential • Transformational Our Guarantee: • We don’t get paid if there is no progress!! Coaching is unlocking a person’s Potential to maximize their growth. --John Whitmore
- 4. Start Smart • Contracting for Coaching • Selecting Behavior(s) to Develop • Enrolling Stakeholders Implementing Suggestions • Action Planning Stakeholder Suggestions • Building Momentum • Reinforcing the Stakeholder- Centered Coaching Process Sustaining Success • Measuring Results (Mini- Survey Process) • After Action Assessments • Planning the Transition PHASES OF A STAKEHOLDER-CENTERED COACHING ASSIGNMENT
- 5. Change Timeline Start Smart Implement Suggestions Sustaining Success Behavior Change Perception Change Behavior and Perception Changed!!
- 6. A DEVELOPMENT TOOL 2- Employee Engagement
- 8. Benefits of Engagement!! • 18% greater productivity • 12% higher customer satisfaction • 62% fewer accidents • 52% lower inventory shrinkage • 51% less voluntary turnover • 27% less absenteeism • 12% higher profit • 28% greater earnings per share
- 9. VELAS Employee Engagement Survey • We provide an employee engagement survey (in partnership with Louis Allen Worldwide) • We will deliver a Clear root cause impact analysis, what drives engagement in your company? • Human Capital Metric reports will make all managers own the employee engagement process. • Will deliver the classical employee engagement report based on scores and predetermined demographics (age, tenure, gender, level etc.)
- 10. Root Cause Analysis, what others won’t offer you and you should demand!! Impact Score High High High High Low Low Low Low Impact Score Compensation Management Policies Immediate Manager: Task Career W-L Balance Job Clarity Friendship Job Challenge (focus on orange root causes where scores are low in the organization) (no need to focus on green root causes) (focus on blue root causes if important for non- engagement reasons) (give high priority focus on red root causes throughout the organization)
- 11. Human Capital Metric Report What you should get from any Survey Company Each Manager should: • Compare his organization against the Norms • Compare his organization against the whole company • See the engagement score for each group reporting to him • See the engagement of his direct reports Global Norms Direct Reports Each Direct Report EE score The Company Manager X
- 12. Employee Engagement Training • The manager holds the key to unlock engagement within his / her organization • The offered workshop / coaching will unlock the manager’s direct reports potential through engagement.
- 13. Role of the First-line Manager on Engagement • “The relationship that an individual has with his/her manager is the strongest influencer of his/her engagement”. Buckingham and Coffman (1999) • “The employee-manager relationship is, in fact, the most powerful driver of the employee’s engagement” The Corporate Leadership Council (2001) • “views about their relationship with their company were largely the same as their views about their relationship with their immediate manager” Tross and Egerman (2004)
- 14. Employee Engagement Training for Managers VELAS Consulting has developed a 6 module program. Engaging from within!! Each module is designed to train managers to engage and bring the best of his/her direct reports. Active Listening The Power of Feedback A pat in the back Managing Expectations Delegating Setting Smart Goals
- 15. Contact us to learn More Luis Velasquez MBA, PhD. luis@velasconsulting.com (650) 352-3974