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Employee Engagement Presentation

Thales Training and Consultancy's tips on employment engagement.

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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