Employee Engagement

EMPLOYEE ENGAGEMENT
 Employee Engagement
The extent that an employee believes in the mission purpose and values of an
organization and demonstrates that commitment through their actions as an employee
and their attitude towards the employer and customers.
 What is Employee Engagement ?
Employee engagement is a step ahead than employee Satisfaction:
Belief in the organization
Desire to work to make things better
Understanding of business context and the ‘bigger picture’
 What is Employee Engagement ?
Respectful of, and helpful to, colleagues
Willingness to ‘go the extra mile’
Keeping up to date with developments in the field
 Defining Employee Engagement
Engagement is the energy, passion, or ‘fire in the belly’ employees have for their employer
 Types Of Employee
Engaged
Not Engaged
Disengaged

Scary Statistics

17%
29%
Engaged
Not Engaged
Disengaged

54%
 Employee Engagement Is Influenced
By
Employee perceptions of job importance.

Employee clarity of job expectations.

Career advancement/improvement opportunities.

Regular feedback and dialogue with superiors

Quality of working relationships with peers, superiors, and

subordinates

Perceptions of the ethos and values of the organization

 Types of Engagement Activities
Communication activities
Reward schemes
Activities to build the culture of the organization
Team building activities
Leadership development activities
 10 C’s
Connect
Career
Clarity
Convey
Congratulate
Contribute
Control
Collaborate
Credibility
Confidence
What according to you is Engagement?
 What is Employee Engagement ?
An engaged employee is enthusiastically and proudly involved in
his or her organization and day-to-day job responsibilities, and
engagement keeps employees committed to their work.

“A heightened emotional connection that an employee feels for his

or her organization.
How Many of You Would Like
to…
Work in/with an organization
where
ALL EMPLOYEES say,

“I LOVE MY JOB”
A Motivation Problem?
 Why is Engagement Important ?
 Revenue: engaged employees play a major role in helping achieve revenue
goals.

 Employee retention: engaged workforces enjoy higher retention rates.

 Productivity: engaged employees are more productive.

 Morale: engaged employees have higher morale.

 Creativity: engaged employees are viewed as more creative and innovative.

 Stakeholder loyalty: engaged employees are key to creating more loyal

stakeholders.
 Employee Engagement:
A measurement of an employee’s
emotional commitment to an
organization; it takes into account the
amount of discretionary effort an
employee expends on behalf of the
organization.
 Employee engagement does
promote increased productivity.
 Employee Satisfaction:
A measurement of an employee’s
“happiness” with current job and
conditions; it does not measure how
much effort the employee is willing to
expend.
 Satisfaction is generally enough to
retain employees, it’s not enough to
ensure productivity
1. Create a Partnership
The best way to encourage your people to consistently give their very best on the job is to create
a partnership. Treat each employee as a valuable member of your team, and give them the
autonomy to make decisions and do their work as they see fit, so long as they meet their
performance standards.
2. Involve Your Employees
Involve employees more deeply in your organization by inviting them to join cross-functional
teams that draw on the expertise and talent of people from different parts of the organization.
Let each team have the authority they need to make decisions on their own -- especially when
the decisions directly affect them.
3. Let Your Team in on the Plan
Be as transparent with your people as you can be, in terms of providing information on how the
company makes and loses money, letting them in on any strategies you may have and explaining
to them their role in the big picture. When your employees understand the overall plan, they will
view themselves as an important, vital piece of the puzzle.
4. Provide Feedback on Performance
Regularly set aside time to tell your people what they are doing right and point out any areas for
improvement. If performance is not up to par, work with them to develop ideas on how to
improve. It’s important that employees feel they are supported by you and the organization,
rather than being left behind because of an occasional mistake or bad call.
5. Keep Promises
Never make a promise you can’t keep, and when you do make a promise -- no matter
how small it might be -- be sure to follow through with it. Even if you think your
employees don’t care about it, you can be sure that they are keeping score. If you
aren’t certain that you will be able to follow through on a promise, then don’t make it.
6. Create a Productive Work Environment
A workplace that is trusting, open and fun will be the most productive and successful.
Be open to new ideas and suggestions that come from your employees, and show
them that their voices are being heard. Regularly set time aside for team-building
exercises and meetings, and make them fun so your employees actually look forward
to participating rather than looking for reasons to ditch them.
7. Thank Them
A sincere thank-you for a job well done can be a powerful motivator for continued
success and is an essential tool for every manager. Thank your employees personally
and promptly when you catch them doing something right by writing a quick thank-
you email or text message, or by dropping by their office to tell them in person.
Take a walk in your employees’ shoes -- would you be enthusiastic about working for
yourself? If not, then give these 7 steps a try
 Aon Hewitt : Engagement Model

The Engagement Model goes beyond measuring people’s satisfaction with each of these drivers. The
model prioritizes the areas for improvement based on their potential impact on engagement and,
therefore, business performance. Another key premise of the Engagement Model is that the
Engagement Drivers are interrelated; they do not operate in isolation.

22 Source : Aon Hewitt

 Hewitt: Engagement Framework :
Six Categories to Drive Engagement
Work
People • Work
• Senior Leadership • Resources
• Manager • Processes
• Coworkers
• Customers

Total Rewards Engagement Opportunities

• Pay • Career Opportunities
• Benefits • Learning & Development
• Recognition

Company Practices
• Policies & People Practices Quality of Life
• Performance Assessment • Work Life Balance
• Company Reputation

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 Gallup Study – Q12
• The Gallup Q12 is a survey designed to measure employee engagement. The instrument was the
result of hundreds of focus groups and interviews. Researchers found that there were 12 key
expectations, that when satisfied, form the foundation of strong feelings of engagement.
• Comparisons of engagement scores reveal that those with high Q12 scores Exhibit lower turnover,
higher sales growth, better productivity, better customer loyalty and other manifestations of
superior performance.
The engagement index slots people into one of three categories:
• Engaged employees work with passion and feel a profound connection to their company. They
drive innovation and move the organization forward.
• Not-Engaged employees are essentially “checked out.” They are sleepwalking through their
workday. They are putting in time, but not enough energy or passion into their work.
• Actively Disengaged employees aren’t just unhappy at work; they’re busy acting out their
unhappiness. Every day, these workers undermine what their engaged co-workers accomplish.

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 The Gallup – Q12
1. Do you know what is expected of you at work?
2. Do you have the materials and equipment you need to do your work right?
3. At work, do you have the opportunity to do what you do best every day?
4. In the last seven days, have you received recognition or praise for doing good work?
5. Does your supervisor, or someone at work, seem to care about you as a person?
6. Is there someone at work who encourages your development?
7. At work, do your opinions seem to count?
8. Does the mission/purpose of your company make you feel your job is important?
9. Are your associates (fellow employees) committed to doing quality work?
10. Do you have a best friend at work?
11. In the last six months, has someone at work talked to you about your progress?
12. In the last year, have you had opportunities at work to learn and grow?

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