Employee Engagement Final
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- Words: 1,019
- Pages: 34
reasons?
One of the most important things…
What is it? Ways to engage
and it’s
advantages Mistakes and it’s impact Essentials and Prerequisites to better management Diagnosing and factors to measure Examples and CEO speaks Concluding words
“A
workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.”
It
is about:
Commitment Understanding Motivation Satisfaction
Training and development Performance management Communication Equal opportunity Fair treatment Pay and benefits Health and safety Cooperation Family friendliness Job satisfaction
A
daily column, written by CEO, on the intranet with company announcements / programs etc Employee suggestion systems / quick responses and Online “ask the CEO” mailbox Employee recognition in internal magazines or on intranet CEO spending time in face to face communication with staff Monthly or Annual staff awards Team building and Leadership development activities
Weekly
blog related to serious business issues and staff to read / comments Appointment of disaster or emergency management team or Problem solving committee or Quality assurance committee Online real-time tracking of company progress towards targets / goals which employees can view Employee birthday celebrations Recreational Activities like movies, picnics, sports, etc
Harmonious
relationships in the
organization Decrease attrition, absenteeism, wastages, accidents Commitment and Loyalty Exciting place to work Improved productivity Rise in revenues Overall growth
In
a survey conducted by Infinity Consulting and Training Solutions through June 8, 2009, the top 5 ways managers disengage employees were:
Does not set clear and specific expectations Does not hold everyone to the same level of accountability Does not provide regular performance feedback Does not model appropriate behaviors Does not obtain input from employees
Theft and dishonesty Absenteeism Conflict Reduced productivity Attrition Wastages Accidents
Umm!!!!
When did Sachin Tendulkar complete his 17000 International ODI runs??? Tell the date
5th November, 2009
Who won the Miss Universe 2009 Title???
Stefania Fernandez of Venezuela
Who won the Nobel Peace Price for the year 2009???
Barack Obama, President of the US
Name the cyclone that caused heavy damage to the konkan region of India in November 2009?
Phyan
Which British film won 8 Academy Awards, 7 Bafta Awards, 5 Critics’ Choice Awards and 4 Golden Globe Awards for the year 2008???
Slumdog Millionaire
High
quality goods and services that staff can recommend with confidence Good delivery systems that ensure promises and commitments made to customers are met Good business practices - honest, straightforward and carried out with integrity
Employees
should:
Have understanding of business context and the ‘bigger picture’ Be respectful of, and helpful to, colleagues Be willingness to ‘go the extra mile’ Have belief in the organization Have desire to work to make things better Keep up to date with developments in the field
Survey
(click here for a sample questionnaire) Observation One-on-one talk Team / Group meetings
Benchmarking
the following things and measuring the actual stats could help:
Low employee attrition Multi-year revenue growth, especially in a declining industry Strong revenue per employee Better-than-industry-average employee tenure Long CEO tenure Good portion of open positions filled from within
As a result of employee engagement survey Coca-cola Hellenic – an international bottler of non-alcoholic beverages implemented a tool called as Employee Engagement Management. EEM Hub allowed managers to see how their area of focus is performing compared to other divisions or the company as a whole, provided an easy action planning process to create and track progress overtime, and housed best practice actions and tips for improving engagement. Outcomes: engagement rose steadily, analysis of it’s business outcome performance metrics found that higher levels of employee engagement are linked to higher productivity levels, lower turnover rate, and fewer accidents on site
At Sun Microsystems employee engagement becomes imperative for them as they operate in virtual teams across the world The CEO interacts with the employees through a intranet forum called as WSUN where he also seeks feedback and opinions from the employees, The COO uses his personal blog for connecting to this people, Business Unit Heads and Executive VPs conducts six town halls per year across the globe, Senior management at country level again uses technology in the form of communication media and forums and sometimes even reach out to the employees’ families Outcomes: sense of connection, commitment and excitement
A
statement by Robert Polet CEO of Gucci: “Employees need to understand both current and long-term direction, as well their role in it, to remain motivated and engaged.”
According
to Jack Welch Former CEO, GE “It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. That’s why you need to take the measure of employee engagement at least once a year through anonymous surveys in which people feel completely safe to speak their minds.”
According
to a survey ‘Driving Success Through Performance Excellence and Employee Engagement,’ by research arm of leading global HR solutions provider Kenexa in the year 2009, India have highest levels of employee engagement in the world with 76%.
If employees are disconnected they are disengaged Employer should always remember that he manages capital or resources but he works with people Incorporating engagement generally into people practices is better for the organization than a formal engagement program If leaders and managers are giving the ‘wrong’ messages, employees feel insecure, confused, cynical, de-motivated – in short, disengaged Global organizations have to be very careful when they’re looking at engaging employees in different countries and not just take a ‘one-size-fits-all’ approach
One of the most important things…
What is it? Ways to engage
and it’s
advantages Mistakes and it’s impact Essentials and Prerequisites to better management Diagnosing and factors to measure Examples and CEO speaks Concluding words
“A
workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.”
It
is about:
Commitment Understanding Motivation Satisfaction
Training and development Performance management Communication Equal opportunity Fair treatment Pay and benefits Health and safety Cooperation Family friendliness Job satisfaction
A
daily column, written by CEO, on the intranet with company announcements / programs etc Employee suggestion systems / quick responses and Online “ask the CEO” mailbox Employee recognition in internal magazines or on intranet CEO spending time in face to face communication with staff Monthly or Annual staff awards Team building and Leadership development activities
Weekly
blog related to serious business issues and staff to read / comments Appointment of disaster or emergency management team or Problem solving committee or Quality assurance committee Online real-time tracking of company progress towards targets / goals which employees can view Employee birthday celebrations Recreational Activities like movies, picnics, sports, etc
Harmonious
relationships in the
organization Decrease attrition, absenteeism, wastages, accidents Commitment and Loyalty Exciting place to work Improved productivity Rise in revenues Overall growth
In
a survey conducted by Infinity Consulting and Training Solutions through June 8, 2009, the top 5 ways managers disengage employees were:
Does not set clear and specific expectations Does not hold everyone to the same level of accountability Does not provide regular performance feedback Does not model appropriate behaviors Does not obtain input from employees
Theft and dishonesty Absenteeism Conflict Reduced productivity Attrition Wastages Accidents
Umm!!!!
When did Sachin Tendulkar complete his 17000 International ODI runs??? Tell the date
5th November, 2009
Who won the Miss Universe 2009 Title???
Stefania Fernandez of Venezuela
Who won the Nobel Peace Price for the year 2009???
Barack Obama, President of the US
Name the cyclone that caused heavy damage to the konkan region of India in November 2009?
Phyan
Which British film won 8 Academy Awards, 7 Bafta Awards, 5 Critics’ Choice Awards and 4 Golden Globe Awards for the year 2008???
Slumdog Millionaire
High
quality goods and services that staff can recommend with confidence Good delivery systems that ensure promises and commitments made to customers are met Good business practices - honest, straightforward and carried out with integrity
Employees
should:
Have understanding of business context and the ‘bigger picture’ Be respectful of, and helpful to, colleagues Be willingness to ‘go the extra mile’ Have belief in the organization Have desire to work to make things better Keep up to date with developments in the field
Survey
(click here for a sample questionnaire) Observation One-on-one talk Team / Group meetings
Benchmarking
the following things and measuring the actual stats could help:
Low employee attrition Multi-year revenue growth, especially in a declining industry Strong revenue per employee Better-than-industry-average employee tenure Long CEO tenure Good portion of open positions filled from within
As a result of employee engagement survey Coca-cola Hellenic – an international bottler of non-alcoholic beverages implemented a tool called as Employee Engagement Management. EEM Hub allowed managers to see how their area of focus is performing compared to other divisions or the company as a whole, provided an easy action planning process to create and track progress overtime, and housed best practice actions and tips for improving engagement. Outcomes: engagement rose steadily, analysis of it’s business outcome performance metrics found that higher levels of employee engagement are linked to higher productivity levels, lower turnover rate, and fewer accidents on site
At Sun Microsystems employee engagement becomes imperative for them as they operate in virtual teams across the world The CEO interacts with the employees through a intranet forum called as WSUN where he also seeks feedback and opinions from the employees, The COO uses his personal blog for connecting to this people, Business Unit Heads and Executive VPs conducts six town halls per year across the globe, Senior management at country level again uses technology in the form of communication media and forums and sometimes even reach out to the employees’ families Outcomes: sense of connection, commitment and excitement
A
statement by Robert Polet CEO of Gucci: “Employees need to understand both current and long-term direction, as well their role in it, to remain motivated and engaged.”
According
to Jack Welch Former CEO, GE “It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. That’s why you need to take the measure of employee engagement at least once a year through anonymous surveys in which people feel completely safe to speak their minds.”
According
to a survey ‘Driving Success Through Performance Excellence and Employee Engagement,’ by research arm of leading global HR solutions provider Kenexa in the year 2009, India have highest levels of employee engagement in the world with 76%.
If employees are disconnected they are disengaged Employer should always remember that he manages capital or resources but he works with people Incorporating engagement generally into people practices is better for the organization than a formal engagement program If leaders and managers are giving the ‘wrong’ messages, employees feel insecure, confused, cynical, de-motivated – in short, disengaged Global organizations have to be very careful when they’re looking at engaging employees in different countries and not just take a ‘one-size-fits-all’ approach
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