Achieving Employee Engagement Through Organizational Culture : JIMS Rohini
Building culture through employee engagement
Transcript of Building culture through employee engagement
Menu for the Day
Understand what Employee Engagement is and the relationship between culture, commitment, and performance.
Understand what culture is and its importance in organizations.
Learn how to build employee engagement by motivating your workforce.
What does engagement mean?
The Institute for Employment Studies defines engagement as A positive attitude towards the organization Awareness of business content Works with colleagues to improve performance
Engaged employees are those who are consistently motivated to go beyond expectations and who are committed to the company and customers
Reality Check
What percentage of your employees…
Love their job? _____% It is OK, do just enough to get by? ____%
Don’t really care much about the job? ____%
The Real Picture
Actively Disengaged: 17%
Do just enough to get by & get paid: 54%
PERF
ORM
ANCE
Love my job, Engaged 29 %
Source: Gallup Management Journal http://gmj.gallup.com Gallup Organization Study
ENG
AGEM
ENT
Current Commitment/Engagement Levels
Why is engagement important?
The impact engagement has on the business success can be dramatic: A recent study found that engaged employees outperform their
counterparts by 20-28% Serota consulting looked at 28 multinational companies and found
that share prices of organizations with highly engaged employees rose by an average of 16% , versus an industry average of 6%
There is a direct co-relation between engaged employees and : Retention of talent Level of customer service Individual performance Team performance Business unit productivity, Financial performance
Organizational Culture Defined
Organizational DNA Culture = Sum of values, virtues,
political environment and behavioral norms
In short, is it the “Way We Do Things Around Here”
What management pays attention to and rewards is the strongest indicator of an
organization’s culture
What Is our Culture?Think About….
1. What words would you use to describe your organization and/or team?
2. How are decisions made?
3. How are promotions determined?
4. What is focused on more?
5. What gets rewarded?
6. What does the physical environment look like?
7. How is feedback given?
Importance of Culture
Culture
High Performance
Employee Engagement
Direct link between
culture and
the level of employee engagement
Employees who are engaged
Have a positive attitude and feel pride in the company
Believe in the product and service offered
Act as business owners Feel empowered to make a
difference Believe their work impacts the
organization in a positive way Improve the sharing of information
so all can strive to be “Best in class” Promotes positive culture Takes advantage of being a “global”
company through employee interactions
Allows the environment to be fun
Enhances
Company PerformanceIndividual PerformanceOrganizational PrideTeam ProductivityEmployee Retention
Elements of Engagement
Role of Leaders Role of Managers Communication Building a sense of Team Recognition/ Celebration Proactive Human Resources Measure Progress
Role of Managers
Managers who have people leadership responsibilities have a critical role to play in employee engagement. Research has proven that the #1 reason for employee job satisfaction and retention is their immediate supervisor.
Successful managers; Inclusive with all team members Provide clarity Care about their employees Show a link between individuals role and business as a whole Impart clear expectations Proactively inform the team how they will be assessed Develop and help the individual grow Reward & Recognize
Communication is a key to creating high engagement culture
- Communicate Frequently
- Create forums to encourage two way
communication-Anchor communication
in data and specifics about business
fundamentals and strategy
- Show employees how their jobs contribute to business objectives-Provide actionable guidance on how employees can contribute to the business objectives
- Ensure the CEO & senior leaders travel to communicate with employees in person
- Appeal to employees emotional commitment by linking peoples personal experience to business initiative
whenever possible
Building a sense of team
Company sponsored activities Community involvement Individual volunteerism Collaborate with co-workers to promote a
positive work environment Clear objectives that the team is all striving
to achieve
Recognition / Celebration
Employee recognition programs On the spot awards Mid level awards Key contributor awards.
During team meetings thanking individuals or teams for a job well done.
Service awards Site celebrations
Proactive Human resources
Higher HR involvement Drive people planning cycle Enhance, motivate and retain are most
important asset – people Drive performance and profitability
Measure Progress
Conduct organizational climate surveys to understand if the employee satisfaction objectives are met.
Use the findings of the survey to improve organization culture and become employer of choice.
Conduct such surveys on a yearly basis
“Things that matter to Employees that most Companies must sermon!”
Feeling appreciated for the work they do. Not working in a stressful environment Being valued and respected within the
organization. Career opportunities for advancement
within the organization. The organization effectively utilizes
employee’s knowledge and skills.