The document discusses the importance of employee engagement for business success. It notes that companies often focus more on external branding than internal culture, neglecting to provide an engaging workplace. High employee turnover costs companies money through lost productivity, sick leave, and costs of replacing employees. The document proposes conducting employee wellness programs, training, and interventions to improve managerial skills and employee-employer relations. This is intended to result in increased performance, revenue, and lower staff turnover to save companies money.

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The Domino Effect
BusinessPsychology& Human Behaviour (BPHB) for the Employerand Employee
DesignedandFormulatedbyKarinCampbell inlinewithBPHB
Introduction:
Companiesare startingtolookat the biggerpicture andaskingquestionsastowhy theirdoorsseem
like revolving doors and why employees are not putting their best foot forward. The answers are
simple andwhichmaybe a newconceptto most organizations,butone whichdefinitelyneedsto be
given some thought...
Employee engagement is not an exact science. So far, the whole concept has been built on HR
experience, positive psychology and business models that engage a company’s talent towards a
productive culture of success.
At the core of employee engagement,similartoanycompany’s foundation, are some values. These
values determine the why, how and what of that company.
In today’seconomy, you’re building your company brand both through external as well as internal
efforts.Playingtwobattlefieldsatthe same time canprove to be tricky, that’s why some companies
decide tofocus their resources only on the external branding front. Meanwhile, they neglect their
internal environment, failing to provide an engaging, challenging and appealing workplace.
The most important part of any businessisthe employee
What do we do to findthe rightemployee?
We conductinterviewsandreview CV’s,butunfortunately, we maynotalwaysgetthe resultswe
anticipated whenthispersonactivelystartsthe job!Manytimeswe findthatan employeeisnot
gettingonwithothercolleaguesorsuperiorsandthismaycause a drop inproduction,badethics,
excessivesickleave,personal problemswe were notaware of andhighstaff turn-over.
All this will ultimatelycosts the company a lotof money
Writtenor verbal warnings are notalwaysthe bottomline andmay make the situationmore
volatile. Thisprocess istime consumingformanagersanda thirdparty interventionsometimesisthe
bestsolution toviewandcorrectwhat the causesare and how to proceed.
Mission& Goals:
 We needtotake bettercare of our employees –A happyemployeewill benefitthe company.
 Encourage and recognise innovation
 Managers needtobe guidedandtrainedinthe correct managementstylesandskillsets.
 Employee wellness program

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 Trainingto developand enhance skills
 Accessto watercoolers,snackbar, freshfruit,adequatelyequippedrestroomfacilities...these
are justsome of the thingsthatan employercouldconsider.
ExpectedResolutions& Outcome:
 Assessandevaluate
 I will provide the necessarytrainingguidelinesforManagers/ Supervisors
 LeadershipandEngagementtools
 Properfunctional inductionprogram
 Employee motivation
 I will designupdatedconceptsof PerformanceManagement
 I will provide updatedconceptsinline withKeyPerformance Areasbasedononline apps
designedbyanexceptional Americanprogrammerinordertostreamline the processesand
make it easier
 I will dointerventionmeetingswithemployeesandemployerandreportbackon all case studies
 Guidance and possible solutionswill be providedtothose employeeswithpersonal problems
effectingtheirworkperformance and badattendance
 Managers will be freed-uptoconcentrate ontheirprimaryconcerns
 Recordswill be keptandfollowsupsdone whenandwhere necessary
 Loweringand alleviatingemployer/employee problemswillresultin increasedcompany
performance and revenue.
 Loweringstaff turnoverwill save aconsiderable amountof money inadvertisingandmayalso
preventincrease of costto yourcompanyby the pensionfundadministrators.
My Profile:
Qualifications are nothingif one doesnothave the logical abilityandpassiontodothe job.
I am the rightpersonto getyour employer/employee relationworkinginapositive waytomaximize
and supportthe organization.
My maturity,manyyearsexperience inHR,my dedicationand passion inthe wayI conductmy
responsibilities,mynatural cognitive thoughtand abilitytoconnectwithpeople atall levels,will
guarantee positiveoutcome.
I have studiedBusinessPsychologyandHumanBehaviourasa subjectthatwas notrandomlypicked
but one whichI wantedtodo to make a differenceinhow we all interactduringourworkinghours
and to be happier,more successful andmotivatedprofessionals.
“By giving to your employee’s, they will in turn happily give back to the employer, as proven by one of the most
successful entrepreneurs of our time”- Sir Richard Branson.