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Human Resources - Employee Engagement
- 1. Employee Engagement Engage & Inspire Presented by your Human Resource Team: Kimberly Baker, John Dadswell & Glen Vanvorst
- 2. Employee Engagement Engage and Inspire Create an Environment in Which Employees do their Best Work Influence and Promote a Positive Work/Life Balance Foster a Sense of Energy, Ownership and Personal Commitment to Work Adapt your Approach to Motivate Employees to Improve their Well-Being (Wellness). Inspire Action without Relying Solely on Power Recognize and Reward Significant Achievements
- 3. Work/Life Balance Let Go of the Work/Life Balance Notion Purpose and Passion Understand your Work/Life Blend Reflect on the Past Year Identify your Work/Life Seasons “To Everything There is a Season”
- 4. Work/Life Balance Build a “Hard-Work” Bank Account Work Harder to Play Longer Engage Yourself at Work Fully Commit, Be Happy Engage Yourself at Home Focus on the Family
- 5. Relieving Stress Meditation on the Go Repetition of Words Mini-Relaxation 1 Minute to 10 Minutes Gratitude Journal Reflection Worry Box Let Go
- 6. Obesity According to the National Centers for Disease Control and Prevention (CDC): More than one-third of U.S. adults (35.7%) are obese (BMI <30). In 2008, medical costs associated with obesity were estimated at $147 billion The South has the highest prevalence of obesity (29.4%) followed by the Midwest (28.7%), Northeast (24.9%) and the West (24.1%).
- 7. Impact on Productivity Impact on loss of productivity from employee absenteeism is estimated at $73.1 billion. Regardless of weight, absenteeism due to health problems is common among workers, but absenteeism doubles as obesity increases. Female employees with BMI between 30 and 34.9 average 6.3 days of productivity loss per year, and increases to 22.7 days with BMIs <40. Male employees with BMI >30 lost 2.3 days of at- work productivity per year, while males with a BMI <40 lost 21.9 days.
- 8. Wellness Initiatives Employee sponsored wellness walks and fun runs Flex time schedules to accommodate increased physical activity Annual health fairs, nutritional awareness and smoking cessation classes Medical screening
- 9. Recognition Recognize Strong Performance Quickly Be Specific Develop Employee Skills Make Employee/Team Successes Visible Do Not Take your Employees for Granted Implement Recognition & Rewards Involve Employees in the Recognition Process
- 10. Rewards: Know the Motivation According to a Gallop Poll, the Top Ten Reward Motivators are: 1. Public Praise/Recognition 2. Opportunity to Show Off Winning Call 3. Shared Customer Feedback 4. Earned Extra Paid Time Off 5. Available Re-Training; Personal Development 6. Respect as Viable Part of Organization 7. Request to Mentor/Train New Hire 8. Requested for Special Project Work 9. Top Notch Info Systems 10. Bright, Comfortable Surroundings
- 11. Rewards: Know the De-Motivators Low Salary Restructuring and Job Insecurity Increased Employment Opportunities Personal Safety and Security Lack of Respect and Appreciation Under Employment Lack of Development Opportunities Lack of Work Culture
- 12. References D’Ausilio, R. (2008). What Motivates Your Employees? Intrinsic vs. Extrinsic. Retrieved May 28, 2012 from http://www.tmcnet.com/channels/performance- management/articles/39417-what-motivates-employees-intrinsic- vs-extrinsic-rewards.htm Gebelein, S.H., Nelson-Neuhaus, K.J., Skube, C.J., Lee, D.G., Stevens, L.A., Hellervik, L.W., & Davis, B.L. (2010). Successful Manager’s Handbook: Develop Yourself and Coach Others Gordon, J. (2012). Appreciate The Moment: 7 Ways To Rethink Work-Life Balance. Public Management (00333611), 94(3), 6-9. Studer, Q. (2004). Hardwiring Excellence: Purpose, Worthwhile Work & Making a Difference Your portable guide to stress relief. (2011). Stress Management: Approaches for Preventing & Reducing Stress (2011) (pp. 39-45). Boston, Massachusetts: Harvard Health Publications.
Editor's Notes
- Human Resources encompass many responsibilities within an organization. The key to an organizations success involves happy and healthy employees. We are going to focus on one HR and that is employee engagement. Employee engagement is critical because when employees are engaged, production levels are increased, morale is positive and employee retention is easily accomplished. We will review steps that HR and management can take to ensure they are truly engaging their employees.
- In order to enhance and maintain employee engagement, we must first understand the concept of engagement. Employee engagement is often mistaken for employee satisfaction. Employees can be satisfied with their job and environment, but to know if an employee is truly engaged requires leadership performance to be scientifically measured, credibly defined and diligent. Engagement from a leadership perspective entails leading people by enabling them to perform their duties to the best of their ability and ensure continuous high performance and business success. Engagement from an employee perspective is in their emotional and attitudinal performance which is developed from their experiences and often controlled by their management team.When you’re a leader, you cannot be passive, you must get involved. Leaders have the privilege of opening up their employees horizons, inspiring them to dream bigger dreams and help them utilize all their talents. This slide outlines the best practices for a leader who wants to ensure their employees are engaged. All of these areas are important, because at work, people want more from their jobs than just “going through the motions”. Employees want their work to matter. We will focus on three key areas: Influencing a Positive Work/Life BalanceMotivate Employees to Improve their Well-BeingRecognizing/Rewarding your Employees Significant Achievements
- A perfect balance between the time that is spent at work and the time that is spent at home is an impractical concept. Constantly working to achieve a balance between work and home will leave an individual feeling frustrated because that individual is missing purpose and passion. When an individual has purpose and passion, they are able to find happiness in whatever it is they are doing. When reflecting on a work/life balance, look at the big picture. Do not focus on each individual day, instead focus on the past six months to a year. Think about how much time was spent at work and how much time was spent at home with the family. When reflecting over the big picture, consider these questions.How much quality time has been spent with family/friends?How much extra time has been spent at work?Are their times when the job requires more attention?Are their times when the family requires more attention?There is a saying, “To everything there is a season”. That saying is particularly true about businesses. Most businesses have a slow season and a busy season. During the slow season is when vacations should be planned with family and friends. Try to spend as much time with family and friends as possible because during the busy season work will require more attention. As with business, family life has seasons also. During these times more attention to the family life will be required. These times can include, the birth of a child, marriage and the beginning of a new school year. These are the times that family time must come first. Be sure to plan work around these events and make up for any lost time at work when you return
- To achieve a work/life balance, remember these three tips:Build a “Hard-Work” Bank Account at work. Be the hardest working employee at your company. Work the longer hours to meet deadlines and do it with a smile. Give 100% everyday so when time is needed away from the office to spend with family, employers are more likely to understand and allow the time away from the office. When at work, BE at work. Focus on the job at hand and fully commit to being the hardest working employee. When an employee focuses on the job, time flies. Do not stare at the clock and hope for the hour hand to move faster. When at home, BE at home. Focus on the family and put down the phone. Avoid taking work home. Do not check e-mails. Do not think about what is needed to be done at work. Have a Family Game Night and enjoy the time away from the office and just relax with your family.
- Trying to balance work and life can be almost impossible when an individual cannot relieve stress. Stress can be defined as what an individual feels when they are responsible for more than what they are accustomed to. Relieving or reducing stress can be a difficult task for anyone. Fortunately, there are several easy ways to help reduce stress.Meditation is a great and easy way to reduce stress. Silently repeating a peaceful word, a personal mantra or just listening to a peaceful sound for a few minutes daily can substantially diminish an individuals stress level. Stress levels can also be reduced by engaging in a mini-relaxation session.We have some techniques you can try at home or work that truly take only minutes to perform:One Minute – Place your hand beneath your naval and gently breath. Breath in slowly and pause for three seconds. Repeat for one minute.Two Minutes – Count down slowly from 10 to zero while taking a deep breath after each number. Three Minutes – While sitting down take a few minutes to check your body for any tension. Relax every muscle and breath in and out slowly.Five Minutes – Conduct a self-massage on any tight muscles on the neck and shoulder area. Apply tiny circles with to the base of the skull. Slowly massage the scalp area.Ten Minutes – Sit in a quiet room and imagine yourself in a place that is calm and soothing. Think of vivid experiences in this place. A gratitude journal is a journal in which an individual would write down any positive experiences, feelings, and relationships in their life. By keeping a journal by the bed, an individual should take five to ten minutes to write down and reflect on the good things that happened that day. Stress can be relieved by reflecting on these positive journal entries.A worry box is where an individual writes down their worries on a sheet of paper and puts them away in a box. This a symbolic way of “Letting Go” of your worries. Write down any concerns from the day and drop them in the box. After a while the box can be emptied and the papers can either be read or thrown away. Some individuals benefit from reading their previous worries as they will notice that the worries never came to fruition.
- According to the Center for Disease Control (CDC), obesity is the number one health risk in America. A lack of exercise caused by sedentary jobs or an increased reliance on technology, coupled with poor eating habits are often cited as the primary causes for the high obesity rate in the United States. Obesity is the leading cause for high cholesterol, high blood pressure and diabetes and all of these can contribute and lead to cardiovascular or heart disease. All of these factors increase the cost of health care premiums and employee benefits. Excessive absenteeism resulting from sick leave can also have a negative impact on workplace productivity.Employee wellness is a concern for employers, so wellness initiatives should be implemented.
- Let’s take a look at the impact obesity has on productivity:Impact on loss of productivity from employee absenteeism is estimated at $73.1 billion.Regardless of weight, absenteeism due to health problems is common among workers, but absenteeism doubles as obesity increases.Female employees with BMI between 30 and 34.9 average 6.3 days productivity per year, and increase to 22.7 days with BMIs <40.Male employees with BMI >30 lost 2.3 days of at-work productivity per year, while males with a BMI <40 lost 21.9 days. Given these statistics it is extremely important for organizations to develop and implement a wellness program and incentives to promote healthy lifestyles.
- Employee wellness is an initiative used to promote the importance of good health, increase nutritional awareness and encourage physical activity and smoking cessation. The wellness program is used in an effort to establish policy that supports increased physical activity and a healthy lifestyle. Wellness walks, fun runs or similar physical activities are integrated into the workday. Policy is developed to allow for flex time to observe healthy activities during lunch, or immediately after or before working hours. Group activities are also sponsored or held in conjunction local health fairs or with fellow employees.These are just a few examples of Workplace wellness programs. The Workplace wellness initiative is truly a win-win proposition for both employees and employers. It is a proactive approach to combating increased cost paid out in health benefits and has the potential to increase productivity and have a positive impact of an employee’s longevity and quality of life
- Numerous studies reveal that recognizing and rewarding employee contributions, efforts and results help to not only build their momentum and confidence, but strengthen their commitment and engagement to the organization. Research confirms that when leaders reward employees performance quickly the more impact it will have.Do not just tell your employees “great job”. Be specific and tangible. Explain to the employee how they made a direct impact on you, or the team, the organization, so they can see the positive consequences of their performance.Coaching and mentoring are important aspects of a great leader. Helping others develop their skills will increase their understanding of their strengths and help identify what they do well.Show pride and support your employees in their achievements. Share their successes visibly within the organization.Do not ever take your employees for granted. Be sure to thank those employees who take on extra work, or consistently help out their teammates. These employees help make your life easier, so praise them.Implement a recognition program on the department level. This can include an employee of the month, quarter or employee of the year. Define the rewards that go along with the various recognition levels. Also remember, that personal thank you cards are a great form of personal recognition that can go a long way.When implementing a recognition program, involve your employees. Find out what types of recognition they enjoy. It is also important to find out those who prefer public or private recognition. Recognition should be a positive experience for your staff.
- Organizations need to invest in their employees. It is important to know what motivates your employees. Different situations call for different recognition/rewards. It is important to first know if your employees are motivated intrinsically or extrinsically. Intrinsic Motivation=When employees want to do something.Extrinsic Motivation=When somebody else tries to make the employee do something.There are positives and negatives to both motivations. This will determine whether or not your rewards and recognition are valued by your employees.Gallup says that employees who are disengaged cost employers anywhere from $292 billion to $355 billion per year. These are costs that are incurred in lost production time, training expenses and employee morale (other staff taking time off due to overload/stress). It is important to retain your investment in your current staff.The best scenario uses intrinsic and extrinsic motivation in a complimentary fashion to enhance and promote positive motivation. It is important, once again, to engage your employees in this. Find out what personally motivates them and use that to your advantage.
- Knowing how to reward your employees is just as important as knowing how to alleviate the de-motivators. Several of these factors are within the control of management and others lie at the very top. When organizations are faced with any of these factors (i.e. Restructuring) it is vital to the organizations success to have open, clear and concise communication. The “grape vine” will instill fear within employees…the fear of the unknown. While it is important for businesses to grow and flourish (which may mean lay offs or lack of promotional opportunities) effective communication can help lessen the blow and reduce anxiety. Leadership can influence job security, respect, appreciation and foster a positive work culture. HR can ensure competitive salaries by performing consistent market analysis to ensure a positions pay scale falls in line with competitors. Everyone is responsible for ensuring a safe work environment. Report safety concerns immediately.Organizational Development can ensure successful training programs are in place to promote employees and foster team work when staffing levels fall short.Everyone plays an important role in employee engagement. To successfully engage your employees, leaders must create an environment that focuses on the employee and their well being, creating a positive work/life balance and implementing a recognition/reward program that emphasizes an employees outstanding achievements.