HOW TO ACHIEVE

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UNPRECEDENTED LEVELSOF EMPLOYEE ENGAGEMENT

THE LINK

WELLBEING

ENGAGEMENT

and

WELCOME TOWORKSHOP 3 INTHE RESIL IENCEAT WORK SERIES:

How To AchieveUnprecedented Levels OfEmployee Engagement

This series of shortworkshop presentationsexplore key topics ofengagement, performanceand resilience at work tosupport your business casefor new Wellnessinitiatives.

Enjoy,Gavriel ShawResilienceMentor.com

“Employee engagement is closely tied to

health and wellbeing” … “A mounting

body of evidence strongly suggests

wellbeing is an ESSENTIAL aspect of

engagement” - HR Magazine

"Total number of working days lost due to work

related stress, depression or anxiety was 11.7

million days."

"Stress accounted for 37% of all work related ill

health cases and 45% of all working days lost due to

ill health."

UK LABOUR FORCE SURVEY (LFS) 2015/16

THE BUSINESSCOST OF 'STRESS':

People at work may not be‘chronically stressed’ (that youcan tell) — however: a constantstream of micro-stressesdeplete individual engagementand performance.

BUT AREWELLNESSPROGRAMSWORTH IT?

Most definitely — if they’re done right.

And it can be quite straightforward

without requiring big budgets...

WELLNESSPROGRAMSDIRECTLYSUPPORTENGAGEMENT

WELLBEING

ENGAGEMENT

and

Head of Hay Group Insight Sam Dawson

found 82% of employees scored above

the norm for engagement when the

organisation “demonstrated care and

concern” for employee wellbeing.

Of those who said the organisation did

not show care and concern, only 29%

were rated as engaged.

Achieving maximum employee engagementdoes not come from salary incentivesor from performance objectives.

It comes from genuinely supporting theirwellbeing and work-life satisfaction on apersonal level.

FLEXIBILITY: Giving flexibility and diversity in agile

project teams.

PURPOSE: Connecting employee’s work to broader

operations and strategy.

DEVELOPMENT: More informal and experiential on-

the-job learning, coaching and real-time feedback.

Ref: https://www.accenture.com/gb-en/insight-2016-accenture-college-graduate-employment-research

RECOMMENDATIONS FOR EMPLOYEEEXPERIENCE PUBLISHED BY ACCENTUREIN 2016 CAN BE SUMMARISED AS:

Shift the strategic focus from

‘maximising worker performance’ to

‘supporting individual wellbeing’.

WORKSHOPTOPIC :

How are we currently supporting employee

wellbeing and work-life satisfaction in terms of

flexibility, purpose and development?

WORKSHOP

Let's take those one at a time as follows... 

Workload?

Environment?

Collaborative culture?

Autonomy?

1. HOW ARE WE SUPPORTING FLEXIBILITYIN TERMS OF:

...TO 'FEEL MORE HUMAN'

Psychological satisfaction of contributing

to meaningful company objectives

2. HOW ARE WE SUPPORTING PURPOSE INTERMS OF:

...TO ‘FEEL VALUED AND APPRECIATED’.

Learning and training opportunities based

on employees personal career

development goals

3. HOW ARE WE SUPPORTINGDEVELOPMENT IN TERMS OF:

...TO ‘FEEL LIKE I’M PROGRESSING’

KEY POINT:

RESILIENTPEOPLE

RESILIENTPROFITS=

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WHAT TOLOOK ATNEXT:

Before selecting any specific Wellness

initiatives we recommend assessing

staff using the Employee Experience for

Resilience Index:

Assessing EmployeeSatisfaction UsingThe Experience for

Resilience Index

(Click to visit the SlideShare

for Workshop 4)

See our SlideShare:

coming soon

Access our white paper:Resilience At Work, for thecomplete picture on which theseworkshops are based.

WHITE PAPER

www.resiliencementor.com/white­paper