employee engagement

Employee Engagement

Sneha Priya. N – 2t333Sneha Reddy- 2t334Nagendar Singh- 2t336T.R.Vishal – 2t337Manjula – 2t338Leena Reddy – 2t339

Why Employee Engagement??

Definition of EngagementUnlocking employee potential to strengthen performance

Employee PotentialCompany

PerformanceEmployee

Engagement

Resulting in the capture of “Discretionary Effort”

In simple terms, Employee engagement is the level of commitment and involvement an employee has towards their organization and its values.

Employee Engagement is a deep and broad connection employees have with an organization that results in a willingness to go beyond what’s expected of them to help the organization succeed.

Employee Satisfaction vs. Employee Engagement

Employee engagement is not the same as employee satisfaction.

• Satisfied employees are merely happy or content with their jobs and the status quo. For some, this might involve doing as little work as possible.

• Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs.

Employee satisfaction…• only deals with how happy or content employees are.• covers the basic concerns and needs of employees.• does not address employees’ level of motivation or involvement.

What it is and isn’t

Is about: • How we treat and relate to

people• Shared responsibility for

creating the future together– Business success– Work environment

• Being clear and aligned on purpose, goals

• Interaction between employees at all levels.

• Opportunities for performers• Staff development

Is not about:• Things

• Having the best of every amenity

• Avoiding making tough decisions

• Pleasing all the people all the time

• A “catch-phrase” for all HR programs

“Employee Engagement is not a program, it is a culture”

Employee engagement…

Employee Engagement Framework

Engagement withThe Organization

Engagement with“My Manager”

Strategic Alignment Competency

High Performance

An employee engagement model based on statistical analysis and widely supported by industry research.

Engagement with The Organization

• Measures how engaged employees are with the organization as a whole.

• Includes employee feelings about and perceptions of senior management.

• Key components include trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.

Engagement with “My Manager”

• A more specific measure of how employees feel about their direct supervisors.

• For most employees, this factor has the largest impact on day-to-day life at work.

• Factors include mutual respect, feeling valued, being treated fairly, receiving feedback and direction, etc.

Beyond Engagement – Alignment & Competency

Strategic alignment

• Does the organization have a clear strategy and set of goals?

• Do employees understand how the work they do contributes to the organization's success?

• Strategic Alignment ensures that employee effort is focused in the right direction.

An organization needs more than just engaged employees in order to succeed. There are two additional areas that relate to employee performance and that are closely linked to engagement.

Competency

• Do managers have the skills needed to get the job done?

• Do managers display the behaviors needed to motivate employees?

• Competency is measured with 360 Degree Feedback.

Engagement

People• Senior Leadership• Manager• Coworkers• Customers

Total Rewards• Pay• Benefits• Recognition

Company Practices• Policies & People Practices• Performance Assessment• Company Reputation

• Work• Resources• Processes

Work

Opportunities• Career Opportunities• Learning & Development

Quality of Life• Work Life Balance

Hewitt: Engagement Framework : Six Categories to Drive Engagement

Actively Engaged

Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.

Known as the builders

Realize their role expectations and strive to meet and exceed them

Perform consistently at high levels

Passion, innovation at work are some of their traits

Not Engaged

Not Engaged employees are essentially “checked out”. They’re sleepwalking through their work day, putting time- but not energy or passion- into their work

Concentrates more on the tasks rather than goals and outcomes

Tends to feel that their contribution is being overlooked and their potential is not being tapped

An unproductive relationship with managers or co-workers exist

Actively Disengaged

Actively disengaged employees aren't just unhappy about their work; they are busy acting out their unhappiness. Everyday, these workers undermine what their engaged coworkers accomplish

Cave dwellers and are “virtually against everything”

Being unhappy at work they sow seeds of negativity at every opportunity

Undermine the accomplishments of engaged coworkers

Cause great damage to an organizations functioning

According to a study...

Employee Engagement Grid

Your observations & challenges

• What’s most difficult for you right now in terms of keeping employees engaged?

• What are the most impactful things – you’ve done– are doing right now– to strengthen

engagement?

Engagement

Challenges

Best-practice

ideas

© The Employee Engagement Group 2011, All Rights Reserved

Employee Engagement Dynamics

Drivers of Engagement - What matters most?Knowing whether employees are engaged or disengaged is only the first step. You also need to understand the key drivers of engagement.

We employ two techniques that enable you to identify what to focus on and how to improve in those areas.

1. Priority Level - we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group.

2. Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. These comments often provide the detailed and specific what, why, and how so you can take action.

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The dual role of an effective manager • To positively impact performance and engagement:

Role #1

Manage the employee’s work

and performance

Role #2

Manage the employee’s relationship

with the company

Foundation:

Demonstrate honesty, integrity, respect and trust, and personal credibility

Employee

Manager

Company

Team & Colleagues

Employee’s Job


Key behaviors and engagement strategies 1. Clarify performance expectations2. Provide fair and accurate informal feedback3. Emphasize employee strengths in ongoing discussions and

performance reviews4. Leverage employee “fit” and motivation5. Help build problem-solving capacity and provide solutions

to day-to-day challenges

6. Amplify the good and filter the bad7. Connect employees with the company and its

success8. Instill a performance culture

• Open communication• Flexibility• Innovation

9. Connect employees with talented co-workers10. Demonstrate a “credible commitment” to employee

development

Role # 1Manage the employee’s

work andperformance

Role # 2Manage the employee’s

relationship with the company


Employee Engagement!Five Actions to Convert the Enrolled and Enlist the Disenchanted

• KNOW THEM• GROW THEM• INSPIRE THEM• INVOLVE THEM• REWARD THEM

Disengagement Gap

• The gap that’s created when an agency tries to execute its strategy despite its people rather than through them.

Methods of engaging employees – from entry to exit

Employee engagement approaches for new employees · The right person at the right position and giving them a realistic job preview · A strong induction and orientation program · Rigorous training and development, from technical to soft skills to leadership development program · Regular technical/soft-skill updates. · Certification programs to drive people towards excellent performance

Employee engagement approaches for all employees · Communications activities · Reward schemes · Activities to build the culture of the organization · Team building activities · Leadership development activities

Employee Engagement Approaches - Communications Activities

Employee Engagement Approaches - Reward Schemes

Employee Engagement Approaches – Culture Building Activities

Employee Engagement Approaches - Team building activities

Employee Engagement Approaches - Leadership Development Activities

Importance Of Engagement

Employee Engagement holds a very important position, few key benefits include:

Better Performance - Engaged employees work smarter, not harder. They

keep looking for ways to improve performance at their workplace. This means

more sales, lower costs, better quality and innovative products.

Better Communication - Engaged employees communicate – they share

information with colleagues, they pass on ideas, suggest and advice and they

speak up for the organization. This leads to better performance, greater

innovation and happier customers.

Greater Customer Satisfaction – Engaged employees go out of their way to

meet customers’ needs. Customers aren’t slow to notice and this leads to

higher levels of repeat business, at a good cost.

Better Team Working - Employee engagement is about increasing the

employees connection with the principles, strategies, processes, culture

and purpose of the organization. It is a matter of commitment and

encouragement. It is a matter of focusing on business results, and the

employees having a clear sense of responsibility for delivering on the

business agenda.

Greater Commitment - Engaged employees care about the future of the

organization they work for, they feel proud to work for their company and

they get on better each day with their colleagues.

Lower Employee Turnover and Greater Ability to Recruit Great People –

Higher engagement leads to low attrition, they actively seek out new

people who they believe can help the company get even better.

Attrition rate reduces

Higher Productivity

Engaged employees are 50% more productive than colleagues who are not engaged

Lower CostsDissatisfied employees lead to more absenteeism thus leading to higher loss in production for the company

Innovation

Employee engagement drives innovation and optimism

Thank you!