Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
Many research shows that employees who are more than satisfied, are engaged, bring a direct value to the bottom line of an organization.
Cultural chemistry aligns HR Processes to the desired organizational culture to increase employee engagement.
This presentation shows the focus areas and how to implement a strong employee engagement strategy.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
Many research shows that employees who are more than satisfied, are engaged, bring a direct value to the bottom line of an organization.
Cultural chemistry aligns HR Processes to the desired organizational culture to increase employee engagement.
This presentation shows the focus areas and how to implement a strong employee engagement strategy.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
Como alavancar o comprometimento dos colaboradores e consequentemente a performance, produtividade e resultados.
Download do documento disponível através do link: http://www.dalecarnegie.pt/employee_engagement/50_dicas_e_ideias_sobre_engagement_e_liderana/
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
11 Ways to Improve Employee Engagement. This presentation offered you a top 11 tips to improve employee engagement at your company and grow your bottom line as a result. When it comes to employee engagement, there is a generation gap between baby boomers and millennials. There are also some common challenges when employee engagement comes into the picture. So, if you want employee engagement ideas to increase engagement in your organization, check out this post: https://www.proofhub.com/articles/employee-engagement-falling-short-workplace-read
Talent is Here to Stay: Best Practices for Employee EngagementCornerstone OnDemand
The million dollar question these days for HR is: how can companies keeping employees engaged over the long-term? It's not just about perks and benefits - check out these creative must-do's for building employee engagement at your organization.
For more information, visit www.csod.com.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Human Resource Management is an accession towards employee staffing which
distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady
and whose expected appraisal can be appreciated with help of investment. Human Resource
Management guides to manage an Food Fiesta and its employees for the need to them to accord
eloquently in the overall productivity of an Food Fiesta. In the terms of a common man the
management of workforce of any Food Fiesta is stated as Human Resource Management. The
term Employee Engagement often cited as “Worker Engagement” is a theory of business
management which implies the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their Food Fiesta. Engaged employees are motivated to
contribute 100% of their knowledge, skills, and abilities to help their Food Fiesta succeed. They
care deeply about their company, want to contribute to its success, and regularly have peak
experiences at work
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
Como alavancar o comprometimento dos colaboradores e consequentemente a performance, produtividade e resultados.
Download do documento disponível através do link: http://www.dalecarnegie.pt/employee_engagement/50_dicas_e_ideias_sobre_engagement_e_liderana/
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
11 Ways to Improve Employee Engagement. This presentation offered you a top 11 tips to improve employee engagement at your company and grow your bottom line as a result. When it comes to employee engagement, there is a generation gap between baby boomers and millennials. There are also some common challenges when employee engagement comes into the picture. So, if you want employee engagement ideas to increase engagement in your organization, check out this post: https://www.proofhub.com/articles/employee-engagement-falling-short-workplace-read
Talent is Here to Stay: Best Practices for Employee EngagementCornerstone OnDemand
The million dollar question these days for HR is: how can companies keeping employees engaged over the long-term? It's not just about perks and benefits - check out these creative must-do's for building employee engagement at your organization.
For more information, visit www.csod.com.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Human Resource Management is an accession towards employee staffing which
distinguishes peoples as a credit (human capital) whose existing financial worth sounds steady
and whose expected appraisal can be appreciated with help of investment. Human Resource
Management guides to manage an Food Fiesta and its employees for the need to them to accord
eloquently in the overall productivity of an Food Fiesta. In the terms of a common man the
management of workforce of any Food Fiesta is stated as Human Resource Management. The
term Employee Engagement often cited as “Worker Engagement” is a theory of business
management which implies the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their Food Fiesta. Engaged employees are motivated to
contribute 100% of their knowledge, skills, and abilities to help their Food Fiesta succeed. They
care deeply about their company, want to contribute to its success, and regularly have peak
experiences at work
The Employee Engagement Handbook | WorkStrideWorkStride
Learn how creating a positive employee experience can help increase engagement, retention, and productivity. In this guide, we’ll go over five areas to focus on in order to create a positive employee experience: employee engagement, learning and development, company culture, workplace environment, and tools and technology.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Mercer: What's Working Research on Employee EngagementElizabeth Lupfer
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Going Social…Business Boon or Bust? Aligning Customer Experience and Workforc...Krossing
This presentation was given as my Keynote address to the Incentive Marketing Association of Canada.
The presentation attempts to make the case that Employee engagement drives both better customer experience and greater profit margins. What’s more, it’s essential for companies that want to sustain customer experience success over time.
Customer experience — its relationship to loyalty and satisfaction and the likelihood that it will lead to future business — is now a well-established discipline. However, measuring workforce experience is more complicated because no one owns the experience from end to end.
What can social media do to help?
The HR Managers Guide to Employee EngagementSage HRMS
How can your company increase employee engagement and retain top performers? In this guide, we will examine some current statistics about employee engagement, show how employee engagement affects companies’ financial performance, and provide tips to effectively increase employee engagement at your company.
5 Benefits of Employee Recognition and Statistics for HR LeadersConfetti
Want to amp up engagement, productivity, and performance while eliminating stress? Looking to reduce turnover? Learn how boosting your employee recognition efforts can help you achieve your goals.
Read the full blog post here: https://www.withconfetti.com/blog/post/benefits-of-employee-recognition
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Employee Engagement Seminar1
1. How secure is the
future of your
organization in
these rapidly
changing times?
The Importance of
Employee Engagement
2. Today’s Landscape
The world is changing at an exponential rate
As a result, business is also changing & facing serious threats
One of the biggest changes for business is the new workforce –
people do not want the same things from their jobs & careers as
they once did
Employee engagement is seen as one of the most important
concepts for business today – how committed are employees to
their jobs and the companies they work for?
Keeping people happy will bring about more organizational
productivity and profit than nearly any other business issue
Business managers and HR departments must act proactively to
come up with programs and strategies to engage employees and
customers
The old management methods are no longer effective. Business
needs to leverage “leadership” to drive employee engagement
2
3. What is Employee Engagement?
Satisfied and motivated employees
Employees who are well aligned with achieving
the organization’s objectives, goals, and success
Management understanding what motivates
their people and how performance can be
impacted by values and beliefs
Drives company success: Customer Satisfaction,
Culture, Operations, Financial Performance
3
4. Why Do You Want Engaged
Employees?
Enhanced inter-personal communication /
relationships (trust)
More involvement and accountability
Higher performing teams / departments
Retain and attract the best talent
Greater customer satisfaction
Improved business performance
4
5. Business Challenges
Obtaining new customers & retaining the old ones
Working too many hours
80% of time spent re-actively
Hiring, retention, turnover
Finding great salespeople
BTB: how to get to top decision makers
BTC: how to get to the best buyers
Finding competitive advantage
Working on the business instead of in the business
5
6. Professional Challenges
Workload, deadlines – inability to reach goals
Insufficient time and resources
Financial survival
Low trust
Disempowerment
Change and uncertainty
Staying current with technology
Confusion – lack of shared vision and values
Job satisfaction – don’t enjoy work
Lack of integrity in boss/top management
6
7. The War for Talent
Key employees are a major cost and
value building factor in most
companies in the 21st century
In both service & product companies,
key employees are an increasingly
immediate source of sales, revenues
& earnings
A company’s ability to attract, keep
and develop good employees is a
distinct success factor
Key employees add to productivity
and innovation like no other segment
within the organization Source: Michaels, Ed. The War for Talent,
McKinsey & Company, 2001
7
8. Key to Productivity & Innovation
The competence and professional skills of
employees, their enthusiasm, motivation &
loyalty, the spirit with which they interact
between themselves, and with clients &
customers, their willingness to endorse and work
by corporate mission and standards, the
empowerment they get from management, the
corporate culture – are all crucial to productivity,
innovation and other company growth and
earning factors.
8
9. The New Workforce
Employees want more time to spend with their
families and for hobbies, sports & cultural events
Employees want to commute less, although they
will relocate almost anywhere in the world for the
right job
Employees want more respect and recognition.
They are often as educated as their supervisors,
and they want the respect and challenges that go
with it and recognition for their suggestions &
ideas
Employees want more than a great salary. They
are interested in having a more fulfilled life, less
stress, and more decision-making authority within
their jobs
9
12. Employee vs. Customer Retention
A 2000 study in 6 different industries
found a “significant” link between
employee retention and the retention
of customers
60% of the 3,000 customers
interviewed were dissatisfied with the
service they received
Twice as many blamed personnel over product or price
Many felt turnover was a “crucial” factor and said that lack of
employee continuity and training are impeding their ability to
get high quality service
Only 20% thought that their service-provider would be a good
company to work for
Source: Roper Starch Worldwide & Unifi Network, a division of Pricewaterhouse Coopers, 2000
12
13. Summing it up
One of the biggest challenges is the
changing workforce
Active disengagement is costly to the
organization
The “engagement” of the employee
influences the “engagement” of the
customer
13
14. What Should Management do?
1. To achieve real productivity and profit, management needs to
adopt methods of connecting the personal development of its
employees with the organizational growth of the company
2. This “connection” is possible when employees are truly
engaged
3. This level of engagement comes about when:
• employees have a strong emotional connection with their
colleagues, their company & their clients
• employees are allowed to self manage
14
15. Gallup Research
Gallup research has shown that
engaged employees:
Are more productive & profitable
Are safer
Create stronger customer
relationships
Stay longer with their company
than less engaged employees.
Source: Gallup Management Journal
15
16. Elements of Employee Engagement
The employees know what is
1.
expected of them and know what
resources are being provided
The employees feel they are
2.
contributing to the organization
The employees must feel that
3.
their opinions are important and
are being heard
The employees have the
4.
opportunity to discuss their
progress
Source: Gallup Management Journal, 3/12/05
16
17. “How to” for Managers
Chart the Course for Employees
Increase the ability to articulate the (strategic) big picture to provide
increased meaning and value to the work done.
Establish a set of mutually defined objectives and goals to focus activities
and measure success
Establish a Working Environment that Drives Engagement
Understand the core elements of trust and how it promotes engagement
Understand communication styles, individual motivating factors, and how to
drive engagement through interpersonal dialogue.
Ensure Employee Development and Growth
Align employee roles and responsibilities for maximum effectiveness
Establish performance expectations, and delegating responsibility to
encourage employees’ professional development
Coach Employees for High Performance
Develop coaching skills for increased engagement and optimized
performance
Manage employee performance and establish a climate of accountability
17
18. Chart the Course for Employees
Set Direction
Establish factors critical to your success.
Connect products/services to core competencies
and the value you provide to your customers.
Define specific measures to support success
factors.
Identify and implement initiatives/actions to
reach goals objectives.
Involve your employees in the dialog to shape
your future success.
18
19. Establishing a Working Environment
that Drives Engagement
Establish the level of trust in your organization.
Lead by example – increase trust through
trustworthy actions.
Establish a framework for effective
communication (common language).
Establish an environment that promotes active
listening and understanding.
Increase collaboration and productivity through
dialogue.
19
20. What Motivates your Employees?
A recent survey asked employees what factors
influenced their commitment and
motivation - The results are:
1. Being treated with respect …………………..85%
2. Work/life balance ……………………………….79%
3. Providing good service to others ………….74%
4. Quality of work colleagues …………………74%
5. Type of work …………………………………….73%
6. Flexible working arrangements …………….70%
7. Base pay ……………………………………………65%
8. Variable pay ……………………………………….34%
Source: Mercer Human Resource Consulting High
Impact People Strategies; What’s Working Survey, 2004
20
21. Ensure Employee Development
and Growth
Evaluate how you spend your time relative to the
five leadership roles. (Manager, Technician, Coach,
Architect, Trailblazer)
Identify and provide opportunity for employee
growth.
Delegate responsibility effectively
Evaluate individual capability
Assign responsibility in alignment with capability
and growth potential
21
22. Coaching Employees for
High Performance
Evaluate your ability as a coach.
Coach with purpose and avoid weakening
tendencies.
Leverage every interaction to coach.
Establish clear non-negotiables.
Confront poor performance and elevate
accountability.
22
23. Out with Old Management Styles
The traditional management role –
command & control – is obsolete
Today, employees have systems
(communications, IT) at their disposal
and they can manage these systems
themselves
Management needs to be available as a
“helper,” to provide guidance, not to
control employees by barking out
commands that must be followed
Coaching should be the new
management trend
23
24. What is Coaching?
Executive and business coaching
is a process that allows the coach
and client to directly focus on
effectiveness, performance and
satisfaction all at the same time
Coaching helps individuals gain
clarity, remove self-imposed
restrictions, and develop a plan
for action
Coaching is a formal system that
quickly and effectively brings
about positive change – and
sustains it!
24
25. Act Now!
Improve employee morale by improving
your working environment
Train managers to think and act more like
leaders to inspire employees to perform
at their best
Develop strategic plans to help your
company overcome the threats and
changes affecting business & individuals
in the 21st century
Help your executives set meaningful
priorities that connect the people to the
business
25
26. Thank You
for Your
Time!
David Liddell
603-424-9999
dliddell@skye-solutions.com
26