Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Employee Engagement Presentation

8,155 views

Published on

Thales Training and Consultancy's tips on employment engagement.

Published in: Business
  • Be the first to like this

Employee Engagement Presentation

  1. 1. Employee Engagement Act, Engage, Measure Dale Kirk Thales Training & Consultancy
  2. 2. Our Agenda <ul><li>Encouragement, Caution, Challenge </li></ul><ul><li>Background to employee engagement </li></ul><ul><li>Comparative information </li></ul><ul><li>Engagement pitfalls </li></ul><ul><li>Top tips </li></ul>
  3. 3. Google Search Insight: “Employee Engagement” Google has 4.790 million results for “employee engagement”
  4. 4. Definition <ul><li>“ the extent to which employees commit to something or someone in their organisation, how hard they work, and how long they stay as a result of that commitment” </li></ul><ul><li>The Corporate Leadership Council </li></ul><ul><li>&quot;a heightened emotional connection that an employee feels for their organisation, that influences them to exert greater discretionary effort to their work&quot;. </li></ul><ul><li>The Conference Board </li></ul>
  5. 5. Corporate Leadership Council <ul><li>More than 50,000 employees </li></ul><ul><li>59 Global organisations </li></ul><ul><li>10 Industries </li></ul><ul><li>27 Countries </li></ul><ul><li>High engagement = up to 20% performance increase </li></ul><ul><li>High commitment = 87% less probability of departure </li></ul>
  6. 6. Engagement Questions in an Employee Survey <ul><li>I am proud to be associated with this company </li></ul><ul><li>I work beyond what is required to help us succeed </li></ul><ul><li>I would recommend this as a good place to work </li></ul><ul><li>I am personally committed to achieving our goals </li></ul><ul><li>The company energizes me to go the extra mile.   </li></ul><ul><li>I believe strongly in our goals and objectives. </li></ul><ul><li>I fully support the values for which we stand.   </li></ul><ul><li>It would take a lot for me to actively look for another employer.   </li></ul><ul><li>At the present time, are you seriously considering leaving? </li></ul>
  7. 7. An Engagement Model Performance Retention Discretionary Effort Intent to Stay The outputs of commitment Emotional Commitment Rational Commitment Commitment Engagement Drivers Corporate Leadership Council
  8. 8. Drivers of Engagement <ul><li>Recognition </li></ul><ul><li>Trust and Integrity </li></ul><ul><li>Nature of the Job </li></ul><ul><li>Link between employee and organisation performance </li></ul><ul><li>Career growth opportunities </li></ul><ul><li>Pride about the company </li></ul><ul><li>Co workers/Team members </li></ul><ul><li>Employee development </li></ul><ul><li>Relationship with manager </li></ul><ul><li>Compensation </li></ul><ul><li>Benefits </li></ul>
  9. 9. Segmentation <ul><li>No specific segmentation or split </li></ul><ul><li>High engagement = up to 20% performance increase </li></ul><ul><li>High commitment = 87% less probability of departure </li></ul>
  10. 10. Pareto Principle 13% 11% 76% The Disaffected The Agnostics The True Believers
  11. 11. The Human Effects of Measurement <ul><li>The Risks! </li></ul><ul><li>Comparison </li></ul><ul><li>Competition </li></ul><ul><li>Selfishness </li></ul><ul><li>Interpretation and Justification </li></ul><ul><li>Survey “fatigue” </li></ul><ul><li>Try to improve too many things </li></ul><ul><li>Last minute burst of actions </li></ul><ul><li>“ Special” attempts to improve potential responses! </li></ul>
  12. 12. Our Agenda <ul><li>Encouragement, Caution, Challenge </li></ul><ul><li>Background to employee engagement </li></ul><ul><li>Comparative information </li></ul><ul><li>Engagement pitfalls </li></ul><ul><li>Top tips </li></ul>
  13. 13. Comparative information <ul><li>Going above and beyond: </li></ul><ul><li>Brand leverage </li></ul><ul><li>Plan A – volunteering for something that matters </li></ul><ul><li>Employee representation at all levels </li></ul><ul><li>Head office in stores </li></ul><ul><li>Engagement notice boards </li></ul>
  14. 14. Pitfalls and mistakes to avoid <ul><li>Ignoring the issue </li></ul><ul><li>Looking for a quick fix </li></ul><ul><li>One size fits all </li></ul><ul><li>Arbitrary goals </li></ul><ul><li>Not following up </li></ul>
  15. 15. Low cost high return options <ul><li>Concrete goals </li></ul><ul><li>Recognition culture </li></ul><ul><li>Ask what people need </li></ul><ul><li>Talk about non-work </li></ul><ul><li>Talk about the benefits </li></ul>
  16. 16. Low cost high return options <ul><li>Measurement is unavoidable… your Board will want to know! </li></ul><ul><li>All employees could do with learning about Engagement </li></ul><ul><li>It’s vital your Managers grasp the concept and believe in it </li></ul><ul><li>Set KPI’s if your culture fits </li></ul><ul><li>Check Managers believe they can control or influence the KPI </li></ul><ul><li>Manage the risks of measurement </li></ul><ul><li>Focus on sharing internal best practice </li></ul><ul><li>Set a context of Leadership Improvement rather than a management problem to solve </li></ul><ul><li>Emphasise the link between Engagement and Performance </li></ul>
  17. 17. Conclusions <ul><li>Background to employee engagement </li></ul><ul><li>Comparative information </li></ul><ul><li>Engagement pitfalls </li></ul><ul><li>Top tips </li></ul><ul><li>Thank You </li></ul>
  18. 18.   Find out more about employee engagement by attending our course. Find out more on Bespoke Training and Managed Training Services on Thales Training and Consultancy

×