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Alignment -Can we achive our organizations vision?

Capabilities - Do we have what we need to succeed?

Engagement - Are we committed?

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EMPLOYEE ENGAGEMENT

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Employee Engagement

“This is about how we create the conditions in which employees offer more of their capability and potential.”

– David Macleod

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Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.

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Categories of Employee

Engagement

Actively Engaged

Actively DisEngaged

Not Engaged

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Aligned with organizations

goals

Key Players of department / organization

Know their role expectations and strive to

meet and exceed them

Perform consistently at

high levels

Passion, innovation at

work are some of their traits

Actively Engaged

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Concentrates more on the tasks rather than goals

and outcomes

Tends to feel that their

contribution is being

overlooked and their

potential is not being tapped

An unproductive relationship

with managers or co-workers

exist

Not Engaged

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Unhappy at work they

sow seeds of negativity

Undermine the

accomplishments of

coworkers

Cause great damage to an organization

Actively Dis-Engaged

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Lesser Attrition

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Higher ProductivityEngaged employees are 50% more productive than who are not engaged

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Lower CostsDissatisfied employees lead to more absenteeism thus leading to higher loss in

production for the company

Employee engagement drives innovation and optimism

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Culture/Attitudes As the workforce is getting diverse, old methods of engaging are not so

effective

UnderstandingManagers understanding play a key role in employee engagement &

retention

MeasurementReliance on financial measures over people engagement

LeadershipLack of a clear strategy

BARRIERS OF EMPLOYEE ENGAGEMENT

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We had a compelling reason to change. Our

financials and client service were horrible

Demonstrating the link of employee engagement, business strategies and employee performance

Linkage Happy Employee performance to client

satisfaction and financial performance

Organizational survey results reflected to

employee engagement as a primary driver

Selling Employees

Engagement

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MANAGERS ARE THE FIRST LINE FOR ENSURING THEIR EMPLOYEES ARE ENGAGED.

Having a disengaged, unmotivated team is a manager’s worst nightmare. Unfortunately, the most recent statistics on global employee engagement seem to confirm that many employers are living that nightmare. Only 13 percent of employees across the globe are engaged at work, according to Gallup’s latest 142-country report on workplace engagement.

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STRATEGIES TO IMPROVE EMPLOYEE ENGAGEMENT

Specific needsThe best way to fuel engagement is to identify which engagement needs or profiles suit which employees by pinpointing specific needs to focus on for each employee. One size does not fit all in terms of employee engagement

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Belonging One way that leaders can ensure employees are engaged is to ensure that they are thinking, “I belong here.” An employee who feels as though she is part of her workplace’s community and has an emotional connection to her organization will be more engaged at work. Ways to ensure that everyone on the team feels a sense of belonging by soliciting ideas from everyone of the team, not just few “stars”.

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Enjoyment For many employees, engagement means having a little fun at the office once in a while. Creating a positive work environment that includes fun ways for employees to interact will go a long way in engaging employees. Whether this means having an occasional birthday or holiday celebration in the office, or a more formal annual retreat, employees will have something to look forward to other than the (let’s face it, occasionally monotonous) daily grind.

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AlignmentIt’s important for leaders to acknowledge that their team’s efforts are supporting a greater mission or purpose at work.

Let employees know specifically how their work is aligned with the organization’s mission.

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Recognition Another key component of engagement is employee

recognition. Most employees want to be recognized by their managers for their hard work. Leaders who fail to implement reward systems do their employees and their companies a disservice. Whether it’s a sizable annual reward or some smaller form of recognition, such as a simple note of thanks, managers should not underestimate the importance of acknowledging employees’ successes.

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Advancement. Offering plenty of opportunities for employees to build their skills should be a priority for leaders looking to increase engagement.

After all, talented employees don’t want to stagnate professionally—they want to develop their skills, advance, and thrive. Companies can offer advancement opportunities in a variety of ways, from promotions to in-house training, to college-level courses that the company funds

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