What is employee engagement and why bother, Richard Roberts
Post on 16-Nov-2014
DESCRIPTIONEmployers are starting to look closely at Employee Engagement with a fresh conviction and sense of purpose. However few really understand what it is and how to implement an effective Employee Engagement strategy and plan. This session will look at the compelling business reasons for focusing on it and the key drivers. It will also look at how you can use your values to create an engaging culture.
1. The 7 key elements to Engaging your People Richard Roberts 2. Its about your values and culture - should fit your organisation not the engagement theory Its not just another initiative. its the way we run our business Keep it simple - its the smallest things that have the biggest impact Key Messages 3. What is Employee Engagement? being positively present during the performance of work by willingly contributing intellectual effort, experiencing positive emotions and meaningful connections to other 4. That Insider Feeling Whats it all about ? 5. That Insider Feeling 6. Why bother ? 7. The Importance of Engagement The MacLeod Report 2010 : Secretary of State for Business commissioned white paper Conclusion: a wider uptake of engagement practices would impact positively on the UKs competitiveness and performance Nailing the Evidence 8. The Benefits Engaged employees: work at up to three times the rate of the disengaged (William James, Harvard) take less than half the sickness absence days (2.7 compared with 6.2, Gallup) are 87% less likely to leave (Corporate Leadership Council) Companies with high and sustainable engagement levels had higher operating profit than those with lower engagement (Towers Watson 2012). 9. What Engages you? 10. Finished files are the result of years of scientific study combined with the experience of many years 11. The Principles on Engagement Belief that Engagement is founded on trust 12. A recent survey stated that only 20% of employees trust their organisations and just 11% believe their managers show consistency between words and deeds Trust 13. The Science According to organisational scientists, what makes us trust or distrust people is largely a combination of three core determinants: Competence (can they do the job?) Benevolence (do they care about me?) Integrity (are they honest?) 14. On an individual level, one of the easiest ways to cultivate employee trust is to show trust in the people around you. Listen to them; empathise with them; show your concern; be honest with them; be true to your word; treat them fairly. In other words, actively manage how you are perceived by others. Try to connect with people on a personal level. Dr Rena Rasch The Principles on Engagement 15. The Principles on Engagement Engagement is driven by emotions how the employment relationship makes us feel about ourselves. 16. What really motivates us ? The Principles on Engagement 17. Drive: The Surprising Truth About What Motivates Us Daniel Pink The Principles on Engagement 18. 7 Key Elements 19. 1.Leadership 2. Purpose 20. Purpose The What ? The How ? The Why ? Simon Sinek 21. The Big Five The Key Business issues? (Now) Why do we Exist ? (Purpose) Who are we? (Values) Where are we going? (Vision) How will we get there? (the Plan) 22. 1.Leadership 2. Purpose 3. Engaging Managers 4. Recognition 23. Heres an idea One large newspaper conglomerate rewarded staff for record profits by giving them each one 39p croissant.. 24. Dinner with Richard Rewarding the person who has lived our values the most Recognition 25. 1.Leadership 2. Purpose 3. Engaging Managers 4. Recognition 5. Growing and Developing 6. Internal Communication 7. Using your values to create an engaging culture 26. Enron had these values displayed in their reception Integrity Communication Respect Excellence Leadership Values 27. Creating 28. I am growing and developing my knowledge and skills A sense of honesty and fairness in the way I and my colleagues are treated I am valued as a person and appreciated for my contribution Six Key Drivers at Virgin 29. A sense of openness where I feel tuned in to whats going on and I am listened to I am being involved in decisions having some autonomy in how I do my job A sense that the organisation is engaged in something worthwhile and does what is right Six Key Drivers at Virgin 30. Our Approach: People Moments of Truth Recruitment Induction Probationary Period Performance Management Career Development Leadership People Mgt Reward Recognition Environment Way we do things (Culture) Well being Internal Comms Post Employment 31. Doing something different 32. Our House Break Out Rooms designed by staff 33. The Engagement Experience should answer the following: Why should I join ? Why should I stay ? Why should I give of my best ? Why should I recommend the organisation as an employer and business ? Why should I rejoin ? 34. Its about your values and culture - should fit your organisation not the engagement theory Its not just another initiative. its the way we run our business Keep it really simple - its the smallest things that have the biggest impact Key Messages 35. firstname.lastname@example.org Questions ?
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