Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.
Ensuring the succcess of your family businessBusiness Link
This seminar looks at the advantages gained by family businesses and will help you to capitalise on these strengths. Presented by Tony Haffenden, it also looks at some of the key challenges and suggests ways that they can be turned into positives for business growth and success.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
From HR Leader to Business Leader: 7 StrategiesTo Achieve Maximum Impact In Your Organization - MEGA session Presentation given by Jennifer McClure - President, Unbridled Talent LLC at the 2012 SHRM Annual Conference in Atlanta, GA
Are your Employees engaged and enabled? If not, The Enemy of Engagement is a must-read book for you! Read the Synopsis of the book and learn why this is such an important book for Managers and HR alike.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.
Ensuring the succcess of your family businessBusiness Link
This seminar looks at the advantages gained by family businesses and will help you to capitalise on these strengths. Presented by Tony Haffenden, it also looks at some of the key challenges and suggests ways that they can be turned into positives for business growth and success.
Th.inc - Career Development Workshops as part of Emiratisation ProgramsMarc Karschies
"If we had started to focus on career guidance earlier, today we'd be in much better shape because the Emirati mindset would be open to joining any sector, not only the government."Essa Al Mulla, Executive Director, ENDP
In order to ensure long term engagement and continuous profile growth, both Job and Career development activities have to be balanced.
KCA Associates now announces the going to market of the “TH.inc” Workshop concepts, enabling organizations to help their young Emirati Talent to plan their career more effectively. While the program can be used for any junior to mid-level early career stage talent, the TH.inc program specifically provides a significant impact boost to organization’s existing Emiratisation and Talent Development programs.
Contact us to see how we can help: mkarschies@kca-associates.com
From HR Leader to Business Leader: 7 StrategiesTo Achieve Maximum Impact In Your Organization - MEGA session Presentation given by Jennifer McClure - President, Unbridled Talent LLC at the 2012 SHRM Annual Conference in Atlanta, GA
Are your Employees engaged and enabled? If not, The Enemy of Engagement is a must-read book for you! Read the Synopsis of the book and learn why this is such an important book for Managers and HR alike.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
Five Steps to Delivering a Competency-Based Development PlanHuman Capital Media
A competency management strategy is key to an organization’s ability to deliver focused and efficient learning and development plans to employees. Job competencies provide a consistent way to assess and measure the success of learning initiatives, focusing on results of the programs themselves and the positive impact on the business. This webinar will discuss five critical steps in defining and implementing a job-specific competency-based approach to development.
Objectives:
Understand the challenges to deploying competency-based development plans.
Review the five-step methodology to deliver competency-based development.
Learn key tips and tools that can help you overcome common objections and delays.
Director of Talent Management at Hudson, Aaron McEwan and Dr. Ben Palmer, CEO of Genos International will lead a discussion presenting data on the current Australian business sentiment and initial findings from a global research project on essential ingredients in motivating your workforce.
This session will provide you with new insights on how ‘best in class’ organisations are improving productivity, growth and shareholder value.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
Our latest brochure with the latest information on who we are, the case for action for developing the foundation for success, our practices areas and our people.
I promoted people to management who never supervised before and they ran into challenges. Debora worked with our employees to assist them with their leadership roles.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
David Jaffe & Steve Mitchinson share their thoughts on how to future proffe your contact centre, from a presentation to the ATA NAtional COnference in 2009, but still very relevant...
Working with IT_Does it need to be that difficultt?Steve Mitchinson
All too often a break down in communication between business units and IT causes angst - here ar e few thoughts on how you might avoid the blame game...
This paper was presented at several conferences around the world, it is a few years old, but the concepts, trends and risks identfied in the is paper are still relevant today
Ata Roadshow 2008 Contact Centre As The Voice Of The Company
Maintaining A Positive Culture In Difficult Times
1. Maintaining a Positive Culture in Challenging Times
“The time demands strong minds, great hearts, true faith and willing hands…” Josiah Gilbert Holland, 19 th Century Poet
Steve Mitchinson
Managing Partner
National Chairperson ATA
May 2009
2. Maintaining a Positive Culture in Challenging Times
Your illustrious panel for today
Joan Brierley Ron McLachlan Neil Harrison Phil Everist
ATA Chapter Manager Project Manager Managing Director
Chairperson WA Police Assistance Centre Iinet Ltd Alive & Kicking
3. Culture : Why it is important
Gallup
38% higher customer satisfaction scores
22% higher productivity, and
27% higher profits!
Families and Work Institute
Earnings & Benefits have only a 2% impact on Job Satisfaction
Job Quality and Workplace Support have a combined 70% impact.
Watson Wyatt
maintaining a positive reputation
being appreciated
believing that the work is important
having interesting assignments.
Towers Perrin –
an environment of stimulation, contribution, recognition (monetary and otherwise)
development, learning and support (from day-to-day management and senior leadership)
The Society of Human Resource Management - "How can we keep talent from jumping to our
competitors?“
Putting you and your business in the fast lane
4. What does it mean to be “engaged”
• A heightened emotional and intellectual connection an employee has for
his/her job, organisation, manager or co-workers that, in turn, influences
him/her to apply additional discretionary effort to his/her work.
In a nutshell…
Engaged people like
coming to work,
and are inspired to
do their best
best!
Putting you and your business in the fast lane
5. Questions to Ponder
The situation:
•An aging workforce filled with baby boomers who suddenly can’t afford
to retire
•Proliferation of Gen Y managers who aren’t equipped to lead in
troubled times
•Negative impact of employee engagement organisational performance
So lets have a look at:
•How do you evaluate employee data and use it to make a difference on
engagement levels
•How do you energise and motivate your workforce during the change
periods
•The impact of “corporate responsibility” on employee engagement
•Understanding your roles & impacts as leaders in creating a culture of
engagement
Putting you and your business in the fast lane
6. Workforce Trends We can Expect
Putting you and your business in the fast lane
8. Top Tips To Attract, Retain and Motivate Employees
By Don Grimme, Co-founder GHR Training Solutions
1. Pay employees
2. Respect
3. Praise accomplishments...and attempts:
4. Communication
5. Recognition
6. Involvement
7. Listen
8. Share Information
9. Celebrate
10.Create Opportunity
Putting you and your business in the fast lane
9. Drivers of Employee Engagement
Personal
Co-workers /
Trust & Integrity relationship with Employee Development
Team members
Manager
Direct links between
Career Growth
The Type of work Pride in the Brand Individual & Company
Opportunities
Performance
There are many things we can do to create an engaged workforce…
Putting you and your business in the fast lane
10. Drivers of Employee Engagement
Personal
Co-workers /
Trust & Integrity relationship with Employee Development
Team members
Manager
The Culture Direct links between
Career Growth
The Type of work Pride in the Brand Individual & Company
Opportunities
Performance
There are many things we can do to create an engaged workforce…
Putting you and your business in the fast lane
11. Drivers of Employee Engagement
Personal
Co-workers /
Trust & Integrity relationship with Employee Development
Corporate & Social
Manager
Team members
Career Growth
Opportunities
Responsibility
The Type of work Pride in the Brand
Direct links between
Individual & Company
Performance
There are many things we can do to create an engaged workforce…
Putting you and your business in the fast lane
12. Corporate & social Responsibility
Employees cite corporate responsibility issues as one of their key criteria
when choosing an employer - an organisation’s ability to retain employees
may depend on its ability to meet individual work requirements and align
business practices with employees’ values
•84 per cent of employees want to work in an environmentally-friendly
office.
•90 per cent of women and 78 per cent of men said their employer should
have the environment at the top of mind.
•81 per cent of 18-24 year-olds wanted to work in a ‘green’ office, as did 86
per cent of 35-49 year-olds.
Source:
USING ICT TO DRIVE YOUR SUSTAINABILITY STRATEGY, Telstra 2009
Putting you and your business in the fast lane
13. Employee Engagement Quadrant
High Disengagement Purposefulness
F
O
C
U
S
Low Procrastination Distraction
Low High
ENERGY
14. Employee Engagement Challenge
High Disengagement Purposefulness
F
O
C
U
S
Low Procrastination Distraction
Low High
ENERGY
15. Possible Approaches
• Keep promises & follow through - Walk the Talk
• Keep promises & follow through - Walk the Talk
• Open and honest
• Open and honest
Managerial • Tell it like it is – even when bad news or a difficult
Managerial • Tell it like it is – even when bad news or a difficult
topic – balance +ve & -ve
Interventions
Interventions •
topic – balance +ve & -ve
(Visibly) Rewarding the right people for the right
• (Visibly) Rewarding the right people for the right
reasons
reasons
• Building one on one relationships and trust
• Building one on one relationships and trust
• Demonstrate how individuals contribute to
• Demonstrate how individuals contribute to
Communications organisational goals (strategic communications)
Communications organisational goals (strategic communications)
Interventions • Employee Surveys
Interventions • Employee Surveys
• Consistent, regular face to face communication
• Consistent, regular face to face communication
• Timely and honest responses to what is heard from
• Timely and honest responses to what is heard from
employees – “Captain Rumour”
employees – “Captain Rumour”
• Empowerment - Flatten managerial and decision-
making hierarchies.
Organisational
Organisational • Increase autonomy and decision-making authority.
Interventions
Interventions • Using cross-functional teams
• Structured development and Effective career
mapping
Putting you and your business in the fast lane
16. Wisdom of Spencer
Employees leave their managers, not their employers
So how can you improve your ROI - your Return on
Interactions
Putting you and your business in the fast lane
18. A Whole Brain Approach
Putting you and your business in the fast lane
19. Leveraging Individual Strengths
Tick your top then to reveal up to 30 opportunities to improve
Putting you and your business in the fast lane
20. Engage – Don’t Frustrate
Tick your top then to reveal up to 30 opportunities to improve
Putting you and your business in the fast lane
21. Maintaining a Positive Culture in Challenging Times
Steve Mitchinson
Managing Partner
National Chairperson ATA
Your illustrious panel for today
Joan Brierley Ron McLachlan Neil Harrison Phil Everist
ATA Chapter Manager Project Manager Managing Director
Chairperson WA Police Assistance Centre Iinet Ltd Alive & Kicking