what is employee engagement and why bother, richard roberts
DESCRIPTION
Employers 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.TRANSCRIPT
The 7 key elements to Engaging your People
Richard Roberts
• Its about “your” values and culture - should fit your
organisation not the engagement theory
• Its not just another initiative……. it’s the way we run
our business
• Keep it simple - it’s the smallest things that have the
biggest impact
Key Messages
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”
That Insider Feeling
What’s it all about ?
That Insider Feeling
“Why bother ?”
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 UK’s competitiveness and performance
• Nailing the Evidence
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).
What Engages you?
Finished files are the result of years of scientific study
combined with the experience of many years
The Principles on Engagement
Belief that Engagement is
founded on trust
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
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?)
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
The Principles on Engagement
Engagement is driven by emotions … how
the employment relationship makes us feel about ourselves.
• “
What really motivates us ?
The Principles on Engagement
Drive: “The Surprising Truth About What Motivates Us”
Daniel Pink
The Principles on Engagement
7 Key Elements
1.Leadership
2. Purpose
Purpose
• The What ?
• The How ?
• The Why ?
Simon Sinek
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)
1.Leadership
2. Purpose
3. Engaging Managers
4. Recognition
Here’s an idea
One large newspaper conglomerate rewarded staff for record profits by giving them each … one 39p croissant..
Dinner with Richard
Rewarding the person who has lived our values the most
Recognition
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
Enron had these values displayed in their reception
– Integrity
– Communication
– Respect
– Excellence Leadership
Values
Creating
• 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
• A sense of openness where I feel tuned in to what’s 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
Our Approach: People “Moments of Truth”
Recruitment
Induction
Probationary Period
Performance Management
CareerDevelopment
Leadership
People Mgt
RewardRecognition
Environment
Way we do things (Culture)
Well being
Internal Comms
Post Employment
Doing something different
Our House “Break Out”
Rooms designed
by staff
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 ?
• Its about “your” values and culture - should fit
your organisation not the engagement theory
• Its not just another initiative……. it’s the way
we run our business
• Keep it really simple - it’s the smallest things
that have the biggest impact
Key Messages
