A presentation highlighting Velas Consulting services.

1. Employee Engagement
Luis Velasquez
Silicon Valley, CA
luis@velasconsulting.com
908 967 1606

2. Types of Assignments

3. 1- Executive Coaching
• Stakeholder Driven
• Action Oriented
• Future Focus
• Behavior/Perception
targeted
• Influential
• Transformational
Our Guarantee:
• We don’t get paid if
there is no progress!!
Coaching is unlocking a person’s
Potential to maximize their growth.
--John Whitmore

4. Start Smart
• Contracting for
Coaching
• Selecting
Behavior(s) to
Develop
• Enrolling
Stakeholders
Implementing
Suggestions
• Action Planning
Stakeholder
Suggestions
• Building
Momentum
• Reinforcing the
Stakeholder-
Centered
Coaching
Process
Sustaining
Success
• Measuring
Results (Mini-
Survey Process)
• After Action
Assessments
• Planning the
Transition
PHASES OF A STAKEHOLDER-CENTERED
COACHING ASSIGNMENT

5. Change Timeline
Start Smart
Implement
Suggestions
Sustaining
Success
Behavior
Change
Perception
Change
Behavior and
Perception
Changed!!

6. A DEVELOPMENT TOOL
2- Employee Engagement

7. What we offer

8. Benefits of Engagement!!
• 18% greater productivity
• 12% higher customer
satisfaction
• 62% fewer accidents
• 52% lower inventory shrinkage
• 51% less voluntary turnover
• 27% less absenteeism
• 12% higher profit
• 28% greater earnings per
share

9. VELAS Employee Engagement
Survey
• We provide an employee engagement survey (in
partnership with Louis Allen Worldwide)
• We will deliver a Clear root cause impact analysis,
what drives engagement in your company?
• Human Capital Metric reports will make all managers
own the employee engagement process.
• Will deliver the classical employee engagement
report based on scores and predetermined
demographics (age, tenure, gender, level etc.)

10. Root Cause Analysis, what others won’t
offer you and you should demand!!
Impact
Score
High
High
High
High
Low
Low
Low Low
Impact
Score
Compensation
Management
Policies
Immediate
Manager: Task
Career
W-L Balance
Job Clarity
Friendship
Job
Challenge
(focus on orange root
causes where scores are
low in the organization)
(no need to focus on
green root causes)
(focus on blue root causes
if important for non-
engagement reasons)
(give high priority focus
on red root causes
throughout the
organization)

11. Human Capital Metric Report
What you should get from any Survey Company
Each Manager should:
• Compare his organization against the Norms
• Compare his organization against the whole company
• See the engagement score for each group reporting to him
• See the engagement of his direct reports
Global
Norms
Direct Reports
Each Direct Report EE score
The Company Manager X

12. Employee Engagement Training
• The manager holds the key to unlock engagement
within his / her organization
• The offered workshop / coaching will unlock the
manager’s direct reports potential through
engagement.

13. Role of the First-line Manager on
Engagement
• “The relationship that an individual has with his/her manager
is the strongest influencer of his/her engagement”.
Buckingham and Coffman (1999)
• “The employee-manager relationship is, in fact, the most
powerful driver of the employee’s engagement” The
Corporate Leadership Council (2001)
• “views about their relationship with their company were
largely the same as their views about their relationship with
their immediate manager” Tross and Egerman (2004)

14. Employee Engagement Training for
Managers
VELAS Consulting has
developed a 6 module
program. Engaging
from within!!
Each module is designed
to train managers to
engage and bring the
best of his/her direct
reports.
Active Listening
The Power of Feedback
A pat in the back
Managing Expectations
Delegating
Setting Smart Goals

15. Contact us to learn More
Luis Velasquez MBA, PhD.
luis@velasconsulting.com
(650) 352-3974