This document provides an overview of an Engage for Success event in Sheffield. It introduces the goals of improving employee engagement, outlines the four key enablers of engagement, and discusses next steps for participants to get involved through mentoring, buddying, open days, and other local and social activities. The event focused on sharing challenges around engagement and how organizations can support each other in improving engagement.
Presentation at the UCISA 'Customer Liaison - A Framework for HE' event on 22 April 2009
Carol Hughes, Acting Associate Director & Head of Liaison Services, Information & Learning Services, University of Salford
Presentation at the UCISA 'Customer Liaison - A Framework for HE' event on 22 April 2009
Carol Hughes, Acting Associate Director & Head of Liaison Services, Information & Learning Services, University of Salford
Pollinators presentation to Social Innovation conference December 2012We Are Arising
A presentation to the 2012 Social Innovation conference held in Perth, December 2012. This presentation summarises the key parts of our model, our social impact and how we've created so much with so little through innovation and collaboration.
Presentation given by David Rose at the second JISC Emerging Practices workshop (2012/07/03).
http://emergingpractices.jiscinvolve.org/wp/doing-ea-workshop-2/
Pollinators presentation to Social Innovation conference December 2012We Are Arising
A presentation to the 2012 Social Innovation conference held in Perth, December 2012. This presentation summarises the key parts of our model, our social impact and how we've created so much with so little through innovation and collaboration.
Presentation given by David Rose at the second JISC Emerging Practices workshop (2012/07/03).
http://emergingpractices.jiscinvolve.org/wp/doing-ea-workshop-2/
Presentation made by Amanda Spalding to the UTS Organisational Development and Change Management Program September 2010 on Integrated Planning and Reporting and Workforce Management Planning.
A presentation by R. Suresh, Director, Public Affairs Centre, on community centered governance in the Gulf of Mannar, Tamil Nadu. The presentation was made at a colloquium on Citizen Voices in Environmental Governance on August 23, 2012 organised by the Public Affairs Centre in Bangalore, India.
These slides, developed by our Innovation Thought and Action Group give you some tools to see the connection between innovation and employee engagement. You can use the four enablers and their mapping to the enabler of innovation to make improvements in your organisation.
SHADES OF GREY: An exploratory study of engagement in work teamsEngage for Success
Following the publication of “Engagement through CEO Eyes” in 2013, the Barriers TAG have commissioned the largest ever UK study of barriers to team engagement.
The joint study, from Engage for Success, Ashridge Executive Education and Oracle, challenges conventional thinking about the way engagement is measured and suggests that teams are often nowhere near as engaged as their organisations think they are.
The study shows that only a quarter of UK teams are giving their best at work, while almost a third (32 per cent) are actively disengaged.
The report is based on a study of 195 participants from 28 teams across seven industry sectors. Organisations in the study varied from SMEs to UK-based multi-nationals, from sectors ranging from Government and aviation to chemicals and healthcare.
Shades of Grey: An Exploratory Study of Engagement in Work TeamsEngage for Success
Following the publication of “Engagement through CEO Eyes” in 2013, the Barriers TAG have commissioned the largest ever UK study of barriers to team engagement.
The joint study, from Engage for Success, Ashridge Executive Education and Oracle, challenges conventional thinking about the way engagement is measured and suggests that teams are often nowhere near as engaged as their organisations think they are.
The study shows that only a quarter of UK teams are giving their best at work, while almost a third (32 per cent) are actively disengaged.
The report is based on a study of 195 participants from 28 teams across seven industry sectors. Organizations in the study varied from SMEs to UK-based multi-nationals, from sectors ranging from Government and aviation to chemicals and healthcare.
Outcomes through engagement: How the Public Sector Improves Citizen Outcomes ...Engage for Success
This paper provides much of this valuable content to help you all, whether as HR practitioners, leaders or managers, to help to build a more engaged and connected workforce across Public Sector. The impact and outcomes are clear, and the opportunity to showcase great work already being undertaken in so many areas of central and local government will help build the confidence in all of us to make a difference.
The Not for Profit Thought and Action Group, chaired by Martyn Dicker, has been exploring employee engagement in the sector for three years and have produced a not-for-profit sector employee engagement toolkit.
The toolkit shares the findings of research involving over 40 organisations exploring engagement beyond the mission of the organisation, along with best practice advice on the measurement of engagement in the sector.
It also includes a number of case studies on the approach to engagement presented through the lens of the four enablers of engagement as first proposed by David Macleod and Nita Clarke.
Employee Engagement Case Study: Metropolitan Police: Kingston BranchEngage for Success
‘Employee engagement is all very well but you won’t change
the culture’ That’s pretty much what Glenn Tunstall, Chief
Superintendent of Kingston upon Thames borough was told
when he took responsibility for 450 police men and women.
Always up for a challenge Glenn was determined to change
the ‘trendy to be negative’ cynicism and negativity that seemed
to permeate his team.
Glenn was determined to prove that there was a clear link between staff engagement and performance. He looked
at the crime solve rates across the police force and
mapped them against the engagement scores and
found that they were almost identical. Now he just had to
prove that the link went from engagement to solve rates
and not the other way round!
2. WELCOME
Introduction & Welcome
Engage for Success
The Practitioner Group
The Four Enablers of Engagement
Our Engagement Challenges
How to get involved
Q&A
@engage4success
#e4SSheffield
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4. THE BIGGER PICTURE
The context for WHY Employee Engagement is critical:
The 20th Century model was “Business as Usual”.
MAKE EFFICIENT – aligned but not engaged, central
direction, command and control.
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12. THE PRACTITIONER GROUP
Why we’re here
Share and help each other with engagement challenges
Learn about the task force areas of focus and contribute
Get connected – grow & accelerate our practitioner movement
Core Practitioner Team
Cathy Brown - BT
Stella Power, Cabinet Office
David Littlechild – Lloyds Banking Group
Mark Gregory – BAE Systems
Raffaela Goodby – Birmingham Council
Richard Hortop – Serco
Sandy Wilkie - Vice Chair Mid Scotland CIPD
Lorraine Hallam – Chief HR Officer, Leeds City Council
Laura Buckthorpe – Community Manager
13. PRACTITIONER EVENTS
Practitioner Events
11 have been held, – just over 250 people
have been able to attend an event in the last 12 months
New Events Planned:
Highlands/Islan
ds
Where When
Stirling November
Stirlin Falkirk
Glasgow January g
Edinbur
Belfast January Glasgo gh
w Sunderlan
North Wales December Belfast d
Leeds
Preston November Prest
Highlands/Islands Spring 2013 on Mancheste
r
Portsmouth November Sheffield
North Wales
Sheffield December Birmingha
m
Brighton Spring 2012 Cardiff Ken
t
Second Events Planned Cornwall
First Events Planned London
Portsmouth
Bristol/Exete
r
14. THE FOUR ENABLERS OF
ENGAGEMENT
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18. Your Company’s Engagement Journey, where are
you?
HIGH ENGAGEMENT
TRANSACTIONAL TRANSFORMATIONAL
ENGAGEMENT ENGAGEMENT
• Estimated by the CIPD to be • Estimated by the CIPD to be
about 75% of organisations about 25% of organisations
currently running Employee currently running Employee
Engagement programmes. Engagement programmes.
• Engagement is associated • There is a focus on
TRANSACTIONAL
with the survey and its sustaining and growing
follow-up action plans. In engagement that is integral
more capable organisations,
ENGAGEMENT
these are well integrated
to the organisation’s culture.
with their business planning
cycle and performance • While the survey is a key
management tools, and with measurement tool, it is not
high level sponsorship from at the core of the
the top. engagement programme,
and more will be made of
• Communications around
techniques in the workplace
engagement will relate to instil a culture of
primarily to survey results or engagement permanently.
action plans.
LOW ENGAGEMENT
Source: Towers Watson - adapted from MacLeod D & Clarke N (2009) Engaging for Success: A Report to Government. Dept for Business, Innovation and Skills.
20. OUR ENGAGEMENT CHALLENGES
What are our engagement challenges?
Where are we? What’s your Bringing it together
challenge?
Transactional to What’s common?
transformational 1 minute What’s surprising?
Don’t speak Key themes
High engagement Get feedback
to low engagement 5 mins
Move on
Copyright @Engage For Success 2012
22. MENTORING/BUDDYING/OPEN DAYS
Open Days
Buddying
Mentoring
Organisations
Small, informal
Structured opening their doors
support groups,
friendships on a one to non-competing
meeting on a regular
to one basis to gain organisations to
basis to provide
expertise and come and see how
support, challenge
support they work, sharing
and inspiration
their methods
Pilots are already running
We are learning the pitfalls and the best ways to do these
Buddying groups in Cardiff underway and Lloyds, BT and Serco up for Open Days
We need more!
COPYRIGHT @ENGAGE FOR SUCCESS 2012
23. WHAT CAN YOU OFFER?
Buddying Mentoring Open Days
Small, informal support Organisations opening their
Structured friendships
groups, meeting on a doors to non-competing
on a one to one basis to
regular basis to provide organisations to come and
gain expertise and
support, challenge and see how they work, sharing
support
inspiration their methods
Let’s get talking…
What you are looking for, what you have to offer
Set up a date! Or two!
COPYRIGHT @ENGAGE FOR SUCCESS 2012
24. WAYS TO GET ‘SOCIALLY’ INVOLVED
• Events coverage
• Community events, master classes, webinars etc
• Community activity
• Role model online activity on LinkedIn, Facebook, Twitter,
• Activate topic groups on E4S web
• Encourage others to get involved too
• Content sharing
• Articles for Voice - our online magazine
• Buddy up with a project group to help ‘socialise’ the work
• Blogging, tweeting, article writing, topic groups etc
• Insert your ideas here…
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25. HOW CAN I JOIN IN LOCALLY?
Local contact details
26. EVALUATION
WHAT DID YOU ENJOY ABOUT THE EVENT?
WHAT WILL YOU TAKE AWAY?