This document discusses employee engagement and provides strategies for improving it. It defines employee engagement as employees' willingness to give discretionary effort and identify with their organization's future. Highly engaged employees lead to benefits like increased revenue, customer satisfaction, and reduced absenteeism. Factors that affect engagement include the work itself, supervision, growth opportunities, team dynamics, and the organization's purpose. The document recommends measuring engagement and increasing it through focusing on mindset, purpose, systematization, and engagement strategies like clear communication, performance management, and development opportunities.

1. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
People
Employee Engagement

2. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Agenda
• Feedback – Actions You Have Taken
• Business surgery
• Workshop
– Employee Engagement
• Action planning

3. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Course Overview and Positioning
MARKETING OPERATIONSSALES MONEY
SYSTEMISATION AND RESILIENCE
BUSINESS PLANNING
VALUE
BUSINESS DIRECTION
PEOPLE

4. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Learning Objectives
• Workshop objectives
– To understand why employee engagement matters
– To develop some actions to measure and improve
it

5. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
What is Employee Engagement?
• The willingness of employees to give
discretionary effort
• A measure of how closely employees identify
their own future with that of the organisation

6. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Benefit of Engaged Employees
• Sears
– 5% increase in employee engagement  1.3% improvement in
customer satisfaction  0.5% increase in revenue
• Kingston University (Herrington & Lomax)
– There is a direct relationship between job satisfaction and customer
repurchase intention
• Towers-Perrin ISR
– Over a 12 month period, those companies with high engagement
scores demonstrated a 13.7 per cent improvement in net income
growth whilst those with low engagement saw net income growth
decline by 3.8 per cent
• Gallup
– More highly engaged employees taking an average of 2.7 days per year,
compared with disengaged employees taking an average of 6.2 days
per year

7. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
What Affects Employee Engagement?
• The work
– Control, mastery, achievement
• The environment
– Working hours, conditions
• Supervision
– Mutual trust, guidance without interference, consistency
• Learning and growth
– New skills, career, reward
• The team
– Mutual trust and respect, fun, social bonds
• The organisation
– Purpose, reputation
• Tools and resources
– Adequate to do the job

8. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Engagement v Motivation
• They share may of the same factors
– Autonomy
– Mastery
– Purpose
• Engaged employees are motivated but also
– Want to put something back – they care about the
cause, the team and the legacy
– May be less interested in their own success than
that of the team and organisation

9. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Measuring Engagement

10. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Increasing Employee Engagement
• Mindset
• Purpose
• Systemisation
• Engagement

11. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Increasing Employee Engagement
• Mindset
– Implement a plan to delegate as much as you can
– Make sure that all staff have a personal
development plan (PDP)
– Be a coach, not a centre-forward
– Communicate your vision, values and beliefs at
every opportunity

12. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Increasing Employee Engagement
• Purpose
– Think about and articulate your business strategy
– Make sure that everyone understands your market
positioning, niche and proposition
– Have a business plan, budget and objectives that
you actually use to run the business

13. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Increasing Employee Engagement
• Systemisation
– Document processes
– Provide the necessary systems, tools and
resources
– Define key performance indicators (KPIs)
– Define success

14. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Increasing Employee Engagement
• Engagement
– Implement a performance framework
• Job descriptions
• Clear reporting lines
• Objectives
• Appraisals
– Communicate effectively
• Team meetings
• 121s

15. Copyright ©Nick Bettes Consulting www.nickbettes.co.uk
Action Planning
• Suggestions
– Use the engagement assessment tool to measure
how engaged your staff are
– Identify any factors that are undermining
engagement and develop an action plan