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Re-engaging Employees: Getting Your Team Back on Track

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Learning Objective: Discuss methods for increasing team productivity

Research has shown that there are a lot of reasons why employees leave a company, including burnout, boredom, less recognition, conflicts in the workplace, etc. Employee retention can save a company thousands of dollars and improve company morale. Working with your team on tasks such as brainstorming can show creativity, ranking their attributes can help you complement their strengths, and discussing employee career goals can add a lot of value to the project as it allows the team to flourish and meet company goals. This leads to employee satisfaction and feeling rewarded in their work and, most of all, appreciated. Making work fun and identifying accomplishments cures disengagement in the workplace.

At the end of this seminar, participants will be able to:

a. Identify factors that lead to employee disengagement.
b. Devise methods to engage employees and increase creativity and productivity.
c. Classify employee strengths to complement task assignments and discuss career goals.
d. Share methods for keeping employees engaged and feeling appreciated.

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Re-engaging Employees: Getting Your Team Back on Track

  1. 1. Dermawan Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aenean commodo ligula eget dolor. Aenean massa. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Donec quam felis, ultricies nec, pellentesque eu, pretium quis, sem. Nulla consequat massa quis enim.
  2. 2. (2124) Re-engaging Employees: Getting Your Team Back on Track
  3. 3. Mrs. Regina A. Evans, MBA, PMP, CSM Moderator & Panelist NetApp, Inc. Engineering Program Management Manager, FPVR Helpdesk A mother of two children and has been married to her husband for 27 years. She is a global leader and manager of virtual teams as well as a mentor in her profession. In addition, to working as a manager at NetApp she also actively serves as an executive team leader for the NetApp Network of Blacks in Tech, volunteers her time with NetApp Women in Tech, Chick Tech, Dress for Success, NC Food Bank and other organizations in order to help make an impact in the lives of people in her community. She understands that the keys to getting a team back on track is: 1) understanding people as individuals, 2) understanding company direction and the ability to manage changes and 3) helping the team to focus on the goal: what are we here for and what do we want to achieve.
  4. 4. Ms. Shawn Caggins Panelist AT&T Area Manager, OSP Design Engineering – Metro West ATO Midwest C & E WOA-Michigan, VP Community Outreach Strategize. Re-organize. Re-invent. Shanquetha Caggins said those three skills are key to building confident and successful teams and it is how she has been able to bridge gaps, collaborate, and engage her teams to solve the most rigorous challenges. Affectionately known as Shawn, she is an area manager of Outside Plant Planning & Engineering Design at AT&T, overseeing design operations in Western Michigan.
  5. 5. Ms. Nicole R Denson Panelist JPMorgan Chase & Co. Portfolio Planning & Transformation Lead Consumer Lending Technology Lives in Bear, Delaware with her 3 children. She is the Consumer Lending Portfolio Planning Transformation Lead. In this role, Nicole serves as the primary PoC responsible for infusing best practices emerging from the Firms move to Elevate Agile. Nicole’s proven ability to master partnerships, collaborate, and drive a unified approach to large scale, transformational change is demonstrated through Home Lending’s accelerated adoption of the Agile Portfolio Management transformation. One of Nicole’s favorite quotes that keeps her grounded: “We cannot outperform our level of self-esteem. We cannot draw to ourselves more than we think we’re worth” – Iyanla Vanzant
  6. 6. U.S. Employee Overall Job Satisfaction “According to U.S. Today (September 7, 2018), among the 1,500 employed people surveyed by The Conference Board, 51 percent said they were satisfied with their jobs. The study had respondents rank their job satisfaction based on 23 components. One of the aspects in which the largest percentage expressed satisfaction was social -- 62.4 percent gave a thumbs up to "people at work," and an impressive 57.5 percent were happy with their supervisors. On the logistical and technical fronts, 60.6 percent were satisfied with their commute, 59.6 percent with the degree of interest they found in their work, and 55.9 percent with their jobs' physical environment. The job aspects where the fewest employees expressed satisfaction were workload (36.1 percent), educational/job training programs (32.6 percent), the performance review process (32.5 percent), bonus plan (27 percent), and promotion policy (26.3 percent).”
  7. 7. How do you know when your team is dis-engaged? Recognizing the Warning Signs Layoffs Performance Changes Personality Differences Attrition Conflict among Team Members Absenteeism Corporate Structure Changes Quiet/Disassociated Recession Lack of Diversity Career Immobility
  8. 8. How does dis-engagement impact the work environment?
  9. 9. Food for Thought In 2018, Sylvia Ann Hewlett wrote an article for Inc. entitled: “Why More Black Voices Need to be Heard in Corporate America”. In the article she mentioned that “It’s not just top dog position that eludes black executives, but leadership positions in general. Multicultural professionals-this includes Hispanic and Asian individuals in addition to black individuals- collectively hold only 14% of senior executive and manager positions in corporate America. In their study, “Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership,” black professionals describe having to compromise parts of their authentic selves to conform to executive or leadership presence at their company.
  10. 10. What role does diversity across the business have on engagement? TalentLyft published an article by Kristina Martic, December 19, 2018 that said “While your company’s reputation and workplace inclusion are definitely important goals worth pursuing, workplace diversity has many other immediate and tangible benefits related directly to your company’s bottom line. Thus, workplace diversity is not just a politically correct fad - it is a serious competitive advantage. Companies with more diverse workplace outperform its competitors and achieve greater profits!”
  11. 11. Career Curve x Start of Career: Exciting, Challenging Optimistic Promotion, Feeling valued See/Feel like there are opportunities ahead to grow and develop At the top of your game! Excited about your achievement but uncertain about what to do next/may feel stuck Feeling unappreciated, the path forward is unclear, thinking about doing something different or changing roles and/or companies You either find a way to become re- engaged at your current company OR you start exploring other options (Managers may lose key talent if they have not helped their employees grow) Key talent has left the company because they were dis-engaged too long
  12. 12. Engagement starts with the individual so how do you get yourself back on track?
  13. 13. What are some strategies for re-engaging your team?
  14. 14. Let Us Hear From You: Any Questions?
  15. 15. Thank You for Joining Us Today!

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