how to build an employee engagement program that actually works

How To Build An

Employee EngagementProgram That Actually Works

© 2013 Accompa, Inc.

Having ENGAGED EMPLOYEES is perhaps the ultimate secret to a successful company.

Doug ConantCampbell's Soup, former

CEO

To win in the marketplace you must first win in the workplace.

Most organizations have moved from:

employee satisfactio

n

Employee Engageme

nt

What is the difference?

Content. Basic needs met. Little work as possible.

Satisfied Employee

Productive, Innovative,Inherently motivated to contribute!

Engaged Employe

e

Benefits of Engaged Employees

Feel a sense of ownership and pride in the organization

Are energized, enthusiastic, and self-motivated!

Are invested in their work...

...which leads to higher job satisfaction & greater retention

rate...

Cost savings $

Engaged employees generate ideas which lead to...

Higher revenues

Increased customer

satisfaction

How can YOU increase employee engagement?

Tap into intrinsic motivation

i.e. Not extrinsic motivation

Pssttt! Get more details & practical tips by downloading this FREE white paper: How To Build An Employee Engagement Program That Actually Works

http://www.ideaglow.com/lp_engagement_wp.html?s=ss

Extrinsic motivation

Motivation driven by

external rewardsand/or

punishments

Intrinsic Motivation:Motivated by inherent interest or enjoyment

Intrinsically motivated employees not only

performat a higher level...

...but also over a

longer period of time!

So how can YOU tap intointrinsic motivation?

By fulfilling these 3 human needs...

Autonomy

the innate need to feel in command of one’s life

1

Competence

being effective in one’s job and achieving mastery

2

Relatednesssocial connection and the desire to interact with others

3

Any approach that provides sustained increase inemployee engagement...

must meet those 3 needs...

... and thus tap into

intrinsic motivation!

What approach should YOU take to increase employee

engagement?

Let’s look at

ONE APPROACH

that is proven to work...

EmployeeSuggestionPrograms

Also known as “ESP”

ESP = Employee Suggestion Programi.e. not Extrasensory perception!

What is an ESP?

Employee Suggestion Program (ESP):

A program that

enables employees to share ideasto improve processes, products, and services

Kate Walter, HR Magazine

Suggestion programs create a win-win situation. More involvement and input for employees and improved efficiency and cost-savings for employers.

So... how does an

Employee Suggestion Program

tap into intrinsic motivation?

By addressing “Autonomy”1

Employees get to:• Share ideas to positively influence work

environment & direction• This gives them sense of control &

autonomy

By addressing “Competence”2

Employees get to:

Share ideas to improve their work processes

Which meets “competence

” needs

Pursue mastery

By addressing “Relatedness”3

Employees get to: Share ideas

with each other

Work together to flesh out & implement ideas

Improve social connection

Important note!

Just implementing an ESP does not guarantee these benefits!

Only a properly designed Employee Suggestion Program

(i.e. one that taps into intrinsic motivation)

will do so.

Practical Steps to Build an Employee Suggestion

Program

Step 1 - Identify Your “ESP Pilot Team”

1

Identify individuals for

ESP Pilot Team

The ESP Pilot Team will lead the initial implementation of

your ESP.

Products

Recruit individuals from multiple areas of your organization...

Marketing

Sales

HR

...including senior management!

Step 2 - Clarify the Goals of Your ESP Pilot

2

Create a

short mission statement

to prioritize the goals of your pilot

Step 3 - Create Your ESP Master Plan

3

Create a Master Plan

for your Employee Suggestion Program

by addressing 5 topics

Administration

1

Create an administration subcommittee



Recognition and Rewards

2

Monetary rewards are

counterproductive for increasing employee

engagement.

As a result, we recommend that you

avoid monetaryrewards!

Measurements

3

Define what to measure, like...

Number of

ideasParticipatio

n percentage

Implementation turnaround

time

Percent of ideas

implemented

Communication/Promotion

4

Create an

ESP Promotion Plan



Training

5

Training will ensure admins

have good processes,

Training will ensure admins

have good processes,

and employees know how to

participate in your ESP

Step 4 - Pilot Your ESP

4

A “pilot” is simply a

small-scale rollout...

...to iron out any kinks in your ESP before it’s launched organization-wide.



Step 5 - Roll Out Your ESP

5

Roll it out, then promote it!



5 Biggest Mistakes

to Avoid in ESPs

Using

Financial Rewards1

Limiting Eligibility2

Not Implementing Suggestions

3

4Making it a

Competition

Not Providing Topics for Suggestions5

Linus Pauling 2-time Nobel Prize winner

The best way to get a great idea is to get lots of ideas.

Tip:

You don’t have to get big ideas from employees to make your ESP successful.

Small ideas are very powerful too—in fact, in the beginning, they can be even more effective than big ideas, as it is easy to implement them quickly and build momentum for your ESP!

how to build an employee engagement program that actually works

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