Employee engagement is defined as the extent to which employees feel personally involved in the success of a business. Developing an engagement strategy can provide benefits like increased productivity, customer loyalty, and employee retention. The document outlines steps to build an engagement strategy, including defining engagement goals, determining engagement drivers, measuring engagement, and sustaining engagement over time through regular communication. Motivating factors like meaningful work, autonomy, and appreciation from managers are discussed. Developing strategic alignment, strong leadership, employee voice, and integrity are presented as key enablers for engagement.

1. Developing Your Employee
Engagement Strategy For Business
Success

2. Session Outline
•
•
•
•
Introducing employee engagement
The business case
How do you do it?
Building an engagement strategy
– Define engagement
– Clarify your goals
– Qualify your outcomes
– Determine drivers and plan
– Measure
– Sustaining engagement
– Communicating the programme

3. What is employee engagement?

4. What is Employee Engagement?
• It can be seen as a combination of commitment to
the organisation & its values plus a willingness to
help out colleagues – organisational citizenship
• It goes beyond job satisfaction & is not simply
motivation
• Engagement is something that the employee has
to offer and cannot be ‘required’ as as part of the
employment contract. Simply put, it is…
The extent to which people feel personally
involved in the success of a business…

5. What is employee engagement?
CHANGE
Employee engagement is a process by
which people become personally involved
in the success of a business
Org’n
values
Employee
values
BUSINESS
OUTCOME

6. “Employee engagement is the
difference that makes the
difference – and could make all of
the difference”
MacLeod review

7. Transactional to transformational
Transactional engagement
Act on feedback from survey
Set of activities and targets
Reactive engagement
Is an add on, separate activity
Not integral to business
Set of transactions
Transformational engagement
A way of doing business
Employees integral
Pro-active
Insight regularly sought,
harnessed and acted on
Integrated

8. The Business Case
Why is employee engagement
important?

9. The business case
There are proven benefits to both the
business and the employee
Happy Customers
Happy Employees
Less Absenteeism
Employee Loyalty
Customer Loyalty
Greater Productivity
Ability to attract
high quality staff
Ability to win new
customers
Sears employee customer profit chain
5 pt. Increase in
employee attitude
1.3 increase in
customer
satisfaction
0.5 increase in
revenue growth

11. Get ready for Glassdoor
• Starbucks Barista in Falls Church, VA: (Past Employee 2009)“Good First Job
• Pros - Fun environment, cool people, get to meet and talk
with a lot of regular customers, never bore
• Cons - tiring, at times stressful, not paid enough for work
that they do
• Advice to Senior Management Need to pay employees more
Company rating 3.4 / 5
based on 788 ratings

12. Building your strategy roadmap
• What is your definition of employee
engagement?
• Why are you focusing on it?
• For what purpose?
• So what are your goals and
outcomes?

13. How do you build engagement?

14. The surprising truth about what motivates
us – Dan Pink
http://youtu.be/u6XAPnuFjJc

15. Engage For Success – the enablers of
engagement
• Strategic narrative – a clear, compelling narrative of
where the organisation is going and why
• Line Management – employees know what is expected of
them, feel appreciated, are given autonomy and receive
training
• Employee Voice – the employee voice is offered and
heard up and down the organisation, people feel their voice
counts
• Integrity– most organisations espouse values, all have
behavioural norms. Any gap results in is distrust and trust
is at the heart of employee engagement

16. The engagement elements
CHANGE
LEAD
INVOLVE
SUSTAIN
DIALOGUE

17. Does this sound familiar?
survey
The results?
• Dwindling response rates
• Lack of buy-in
• Cynicism, low trust
• No real change achieved
• Low ROI
action plan
black hole
Is it time for a change?

18. Time for a new
approach...

19. In Part Two, we’ll take a closer look at the science
behind employee engagement, including how to
measure & maintain it. We’ll also include a guide
on writing your engagement strategy, and the role
you play in creating business success.
Watch this space for Part Two – coming
next week!
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20. Fancy a chat?
emma@peoplelab.co.uk
07595 465515
@miss_commslab & @peoplelab_
www.peoplelab.co.uk