Developing your Employee Engagement Strategy for Business Success: Part 1People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Developing your Employee Engagement Strategy for Business Success: Part 1People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Employee Engagement Activities For Corporates PowerPoint Presentation SlidesSlideTeam
Presenting this set of slides with name - Employee Engagement Activities For Corporates Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of twenty five slides. Our tailor made Employee Engagement Activities For Corporates Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Employee Engagement Activities For Corporates Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Want to know what your employees are thinking? We are one of the top employee engagement survey vendors providing the best employee engagement surveys, tailored to your needs. https://www.protostar-uk.com/employee-surveys.html
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
Motivating Your Team: 25 Ways to Increase Employee EngagementRobert Half
A disengaged staff can have a significant negative effect on productivity, customer service levels and retention. This guide discusses how you can keep your workers inspired.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Employee Engagement Activities For Corporates PowerPoint Presentation SlidesSlideTeam
Presenting this set of slides with name - Employee Engagement Activities For Corporates Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of twenty five slides. Our tailor made Employee Engagement Activities For Corporates Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Employee Engagement Activities For Corporates Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Want to know what your employees are thinking? We are one of the top employee engagement survey vendors providing the best employee engagement surveys, tailored to your needs. https://www.protostar-uk.com/employee-surveys.html
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
Two Sides of the Same Coin: Recruiting and RetentionAggregage
In this webinar, Caitlin MacGregor will explore how predictive science helps organizations engage, attract and retain high-performing talent. Attendees will gain insight into understanding candidates’ human potential to unlock opportunity for their organizations to add value to their talent strategies.
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
Women with Impact Programme: An IntroductionKate Young
This presentation explores why businesses need to take gender diversity seriously to remain competitive and sustainable. It also introduces our women's development programme that is designed to create strong, confidence and equipped women leaders.
For more information go to bitly.com/womenwithimpact
Have you ever had to coach a struggling employee only to find yourself struggling to provide them with meaningful feedback? You're not alone. While most nonprofit leaders recognize the importance of effective performance management, many are uncertain about how best to provide support. Consistent coaching and feedback is essential to maintaining a high performing culture and ensures that employee development remains firmly aligned with an organization's mission and culture.
Join the Cornerstone OnDemand Foundation and Gayle Loving, Practice Leader of Business Consulting, for this special presentation on Coaching and Performance Feedback for Nonprofit Leaders.
Viewers will learn:
• How to effectively integrate coaching and feedback into your performance evaluation process
• Best practices for providing meaningful and useful feedback and coaching to address performance issues
• How to work with your management team to ensure coaching is included in the performance evaluation process
Watch the recording at http://www.cornerstoneondemand.org/resources?type=2.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Next-level Coaching: Breaking the Law of Limited PerformanceIntegrity Solutions
Coaching is key to helping managers achieve long-term organizational learning outcomes. But myths and misconceptions about coaching often limit managers’ effectiveness – and, ultimately, the performance of the people they should be coaching. Learn how to break the law of limited performance. Help your managers uncover their fundamental motivations for coaching, and give them the tools to develop a more productive leadership style.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
3. Employee Value Propaganda?
Recruitment challenges
What the challenges are and the difference an Employee Value
Proposition can make
1
Recruitment reality
Why employee engagement matters, what the data tells us….
2
Translating theory to reality
How to create a buzz in your organisation and transform work in to
a compelling experience.
3
Practical solutions and ideas
Simple, curated, ideas to help managers unlock the potential in your
workforce.
4
4. 1
• 71% of manufacturing firms and
63% of service firms report
issues inrecruitment
SkillsAvailability
2
3
• Potential loss of talent, need for
skilled and low-skilled route.
• UK’s future trading relationship with the EU
and employers’ decision around relocation,
No clear immigration policy
Unemployment at an
all time low…
…candidate
attraction needs to
be at a high.
Top 3 Recruitment challenges
•28% decreasein number of
apprenticeships taken up in
2017/18
Training /
Apprenticesystem
5. EVP Definit
‘A compelling and
promise that defin
experience’
Get a modern PowerPoint
Presentation that is
ion beautifully designed.
differentiating
es the work
The Employee Value Proposition
6. The Promise
v Reality
97% Frustrated
89%*
Job change?
Job Hopping is a
more regular trend
37% Frustrated
within 6 months
the average employee
+£30kcost to replace
7. Frustration
affects
Engagement
Engaged
• Employees who work with passion
• They feel a profound connection to their company
• Drive innovation and move the organisation forward
Not Engaged
• ‘Checked out’
• Sleepwalking through their work day
Actively Disengaged
• Employees that are not just unhappy….
• They act out their unhappiness
• Every day they undermine what engaged workersaccomplish
16%
56%
28%
8. Engagement impacts bottom line
66%
Of workers
have
personally
experienced
mental ill-
health.
1 in 3 people
say their work
life is very or
quite
stressful.
Agree or
strongly agree
that employees
in their
organisation
give
discretionary
effort.
20% 44%
More
productivity
from fully
engaged
employees.
Drive better
customer
experience.
90%
Believe there’s
solid evidence
linking
engagementto
performance.
Strongest
impact believed
to be on
customer
service and
productivity.
Employeedisengagement costs to the UK economy £340bn / year.
9. Making the
Proposition
meaningful
SOURCE: Mercer ‘Thriving in an Age ofDisruption’
SOURCE: Mercer ‘Thriving in an Age ofDisruption’
“This is what we
will give you to
work here”
“This is the deal.
In exchange we
receive your best
work”
10. How to Create Compelling Purpose
Redefine Success
• Inspire individuals with a sense of purpose.
• Move beyond the profit principle
Agile & Resilient
• Embrace new ways of working.
• Continually review people practices
• Diverse skill-set, strong bench-strength relevant to future needs
Positive Impact on Society
• Focus on attracting individuals who are inspired
by their vision and proud to give their energy.
Leading organisations obsess about their customers.
Thriving organisations obsess abouttheir people.
Employees want to be treated like the employer’s best customer.
11. We Have a Singular Focus.
We have come together to laugh, learn, and
work hard to bring our mission to life-to
empower organizations to build the best teams
by delivering the world’s most innovative and
essential recruiting platform.
In other words, we are proud to have a shared
and positive purpose in the world-to help
companies growand people get jobs.
“
JobVite
12. VaynerMedia is a full-service digital agency built
for the now.
We partner with clients to drive their business
outcomes with best-in-class video production,
media planning & distribution, influencer
marketing and everything in between.
Our people aren't just our greatest asset;
they're family. We're writers, artists,
comedians, entrepreneurs, foodies,
photographers, and data junkies. We live and
breathe emerging tech, and we are always
growing.
Curious? What will you teach us? Check out the
jobs below:
“
Vayner-Media
13. • People Strategies set direction.
• Day to day events shape
employee experience.
• Existing employees have to see
consistency in the image you sell
and the day to day reality.
• ‘Manager’ responsible for 70% of
variances in employee engagement
• 50% of workers’s reason for leaving is
‘manager’
• Ineffective management one of the
biggest causes of low productivity
• 0.1% improvement in management
effectiveness results in 10% increase
in productivity
• Don’t think of the
relationship as transactional
• Unlock the full potential of
your workforce, one
employee at a time
Make Strategy
Reality
Get the Best from
People
Managers are the
differentiator
Day to Day is the
Reality
Managers are key to moving from ‘EVP’ to ‘IVP’
1 2
3 4
14. • Invest more in identifying
and developing future
managers & leaders
• Career paths and
recognitionfor individual
contributors
• Review people metrics
when assessing for
promotion
Hire and Promote
for Leadership &
Management Skills
• Experience good
management at every
level, from the top down
• Most of the way we
behave is based onwhat
we experience
• Talk about productivity
and ROI impacts
Role modelling at
Board and
Leadership levels
Processes &
Systems that
optimise people
managementculture
• Identifythe barriers to
line managers managing
well
• Score-card
• Move away from
bureaucracy to brilliant
conversations
• Feedbackisn’t saved up
and poured out, it’s in
the momentand built on
trust
Performance
Culture based on
real time feedback
• Identifygaps and market
programmesthat
engage and inspire
managers to address
them
• Developmentcentres for
aspiring managers
• Value the skill of
managing people
brilliantly
Inspire Managers
to want to be their
best
1 2 3 4 5
Setting Managers up for Success
15. Ambitious but realistic expectations
Set clear direction and high expectations through objectives and day to
day management expectations.
Set targets that challenge and provide great support.
How HR can help make common sense common practice
2
Know your people, earn their trust
To bring out the best in employees, managers have to understand them.
What interests them, what bothers them, what they care about, what
motivates them.
1
3
Provide regular honest, insightful feedback
Don’t avoid the hard stuff or overlook the positives.
If people don’t get feedback they can’t do anything about it
Build confidence with positive feedback, acknowledge effort and
achievements.
Communicate regularly
Explain changes in the wider organisation, give context and own
company messages.
Share progress on projects, goals, deadlines.
Encourage feedback and make sure people feel they can approach you.
4
Set a good example and be real
People should look to their manager for guidance and inspiration.
Have good intent and want your people to succeed.
5
• Simple template to record goals and measure
progressto make the documentdynamic.
• Creative comms and regular nudges to
encourage focus,from individuals and managers
• Coach managers on giving feedback
• 30 day challenges to create habits and focus on
action e.g recognition, feedback etc.
• Change management training for leaders
• ‘Compelling stories’workshops formanagers
• Briefing packs to cascade and own key messages
• Encourage 2 way dialogue
• Make roadshows and walk the floor days part of comms
plans forsenior leaders
• Coach managers on earning trust
• Encourage managers to spend time with their people
• Know your managers, earn their trust
• Set your expectations of them
• Be honest, give feedbackand tell managers when they
fall short.
• Inspire them to want to be a brilliant and explain the ROI