Masoud Golshani-Shirazi

Vice President Human Resources

Aujan Coca-Cola Beverages Company

BEYOND THESURVEYS:

Evolution ofEmployeeEngagement

Engagement = Commit / Risk / Costs

To aCause

To a set ofrules orsystem

I gotnothing on

this one

To an Action/ Direction

To aPerson To a

Team

Do we really need to discuss therelationship between Engagement &

Results?

Good people who are Engaged are GREAT for our business !!Mean of responses from 410 Corporate Officers

“How much more does an engaged high performergenerate annually than an average performer?

Increased productivity inoperational roles

Increased profit ingeneral management

roles

Increased revenues insales roles

Source: McKinsey’s War for Talent 2000 survey of 410corporate officers at 35 large US companies

40%49%

67%

High Engagement only

When High Engagement Is Matched ByHigh Enablement Exceptional Results Follow

Source: Based on linkage case studies using Hay Group’s global normative database

High Engagement+ High Enablement

50%50%

-54%-54%

89%89%

x4.5x4.5

10%10%

-40%-40%

71%71%

x2.5x2.5

Employee performanceIncrease in employees above performance expectations

Employee performanceIncrease in employees above performance expectations

Employee retentionReduction in turnover rates

Employee retentionReduction in turnover rates

Customer satisfactionCustomer satisfaction rates

Customer satisfactionCustomer satisfaction rates

Financial successRevenue Growth

Financial successRevenue Growth

Business ResultsBusiness Results

SAY they are Engagementwant to STAY and STRIVE

People Strategy

Acquire right People Development our People

X

How engaged can a person be?

Increasing operational challenges

War, Unrest,Arab Spring etc

NewRegulations

NewTechnology

UncertainBrand &Sector

boundaries

Instability of Keyinstitutions

(e.g. Financial)

Globalizationof Economies

& Markets

Engaged Team is the differentiator

CurrencyInstability

Changes inDemography

E.g. GenerationY & Z

SocialMedia &Telecom

The Survey

What questions does the Survey raise?

Can you comparedifferent Ethnic groups?

Is every year or other yearthe right approach?

How much is aboutexpectation management?

More Engagement Vmore Enablement

Does forcing theaction plan work?

If increase trust inconfidentiality allows formore honesty and thenlower results?

What I have learnt about doing theSurvey so far

One Pulse for wholeorganization

Sincerity Vs.Tokenism

Act of Engagement

Share Reality &Dependences Ownership

Who do you want to travel with inparts of your life journey?