This presentation discusses employee engagement. It defines engagement as the emotional commitment employees feel toward their organization and its goals. The presentation outlines key drivers of engagement, such as getting to know employees, training, recognition, and feedback. Highly engaged companies and workgroups are shown to outperform peers in metrics like revenue, profits, customer loyalty, and retention. Measuring engagement through surveys can help identify engagement strengths and weaknesses in an organization. The conclusion emphasizes that engaged workforces are important for achieving business success.

1. Welcome
To Our
Presentation

2. Employee

3. Group Members
Name ID
• Rabiul Alam Hamon 133200064
• Mohammad Samsul Alam 141200002
• Nusrat Jahan Khan 141200072
• Sauda Rahman Dina 141200006
• Kamrul Hasan 141200014

4. What is employee engagement
Employee engagement is the emotional commitment the
employee has to the organization and it’s goals.
o This emotional commitment means Engaged employees are
mentally and emotionally invested in their work and in
contributing to their employer’s success.

5. Framework of employees
engagement

6. Engagement Process Model
1. Plan
2. Survey
Communica
te
4. Take
Action
3.
Analyze
5. Sustain
Engageme
nt and
Resurvey

7. Key element to Engage
Employees
• Get to Know Your Employees.
• Provide Basic Training for Your Employees.
• Develop Your people.
• Recognize Your Employees.
• Encourage Teamwork.
• Build a Customer Focused
Team Coach Your Employees.
• Act On Employee Feedback

8. Other HR solutions to achieve
employee engagement
• Regular performance feedback
• Clear employee objectives and
progress documentation
• Matching workers skills with
the job
• Rewarding workers, paid vacation,
gifts etc.
• Providing career planning

9. Engagement impact
• Engaged employees share a common set of attitudes and
beliefs which, taken together, reflect a vital aspect of
organizational health.
Highly engaged companies are:
• higher in revenue
• more likely to have above-
average customer loyalty
• more likely to turn above-
average profits
Highly engaged workgroups
are:
• higher retention
• higher in customer loyalty
• more productive
• more profitable

10. Being An Engaged Employee
When employees care—when they are engaged—they
• Give 100%
• Go the extra mile
• Take personal responsibility & accountability
• Hold themselves to a higher standard
• Take pride in the quality of their work
• Feel that what they contribute matters to the success of
the organization

11. Engaged Employees
Have strong
relationships
in organization
Stay – even for
less money
Highly motivated
to work hard
Go the extra
mile

12. On the Other Hand …
• Not engaged
 Not strongly committed to organization
 Feels trapped
 Gives bare minimum
• Actively disengaged
 Poor relationship with organization
 Only going through the motions

13. How to Measure Employee
Engagement
 Select a survey consulting firm to adapt an engagement survey
to your organization.
 Link survey items to organization performance measures such
as profitability, quality, employee retention, customer loyalty,
etc.
 Use survey results to identify the key levers of engagement in
your organization.
 Customize performance measures for each business unit.
 Develop an employee engagement action plan for each unit.
 Measure engagement once a year to monitor progress.

14. Why Does It Matter?
“To win in the marketplace
you must first win in the
workplace.”

15. Importance of Engagement

16. Important for organizational
purpose
 Employee Satisfaction.
 Productivity.
 Retention & Recruitment.
 Innovation.
 Profitability.

17. Other importance of engagement for
organization
• Increase competitive advantages than business competitor
• Employees become more loyal
• Help to reduce the turn over rate
• Reduce time for production process
• Employees become more satisfied and concern about
achieving organization objective or goals as a result of
employee engagement

18. Important for employees self
 Safety.
 Better health.
 Happiness.
 Pay and advancement.
 Better home life.

19. Other employee engagement
importance to employee self
 Gain competitive advantage than other in the labor market.
 Career development
 Find a path to reach the highest position of hierarchy
 Perform the task easily
 Increase satisfaction
 Increase motivation to perform well and doing task.

20. Conclusion
A more engaged workforce will help any organization achieve
its mission, execute its strategy and generate positive business
results. Carefully crafted HR practices such as job design,
recruitment and training can be key drivers to increase
employee engagement. It goes without saying that no
company, small or large, can win over the long run without
energized employees who believe in the mission and
understand how to achieve it.