Employee engagement ppt
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28 slides
Apr 06, 2017
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About This Presentation
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Cate...
Slide Content
EMPLOYEE
ENGAGEMENT
ENGAGEMENT
A Quick
OVERVIEW
Employee engagement is a property of the
relationship between an organization and its
employees. An "engaged employee" is defined as
one who is fully absorbed by and enthusiastic
about their work and so takes positive action to
further the organization's reputation and
interests.
Source:wikipedia
OVERVIEW
Employee engagement is a property of the
relationship between an organization and its
employees. An "engaged employee" is defined as
one who is fully absorbed by and enthusiastic
about their work and so takes positive action to
further the organization's reputation and
interests.
Source:wikipedia
Categories in employee
engagement
ES
ENGAGED
engagement
ES
ENGAGED
« The employee works in passion
« Highly motivated and ready to go extra
mile
« Focused and keen to take up challenges
« Problem-solving attitude
« Highly motivated and ready to go extra
mile
« Focused and keen to take up challenges
« Problem-solving attitude
NOT ENGAGED
« They usually step walking through the day
« Zero energy and passion in the given
work
+ Putting in hours instead of energy
« Actively undermine coworkers and
sabotage projects
« They usually step walking through the day
« Zero energy and passion in the given
work
+ Putting in hours instead of energy
« Actively undermine coworkers and
sabotage projects
ACTIVELY DISENGAGED
« Always complaint about the given
tasks
« Try to demoralize colleagues also
+ Lack of enthusiasm
« Failure to take responsibility
« Always complaint about the given
tasks
« Try to demoralize colleagues also
+ Lack of enthusiasm
« Failure to take responsibility
Only 32% of U.S. workers in 2015 found engaged by Gallup in
their jobs. The majority (50.8%) of employees were "not
engaged," while 17.2% were "actively disengaged."
U.S EMPLOYEE ENGAGEMENT, 2011-2015
Yearly Averages
E % Engaged employees
Data Source: http://www.gallup.com/poll/188144/employee-engagement-stagnant-2015.aspx
their jobs. The majority (50.8%) of employees were "not
engaged," while 17.2% were "actively disengaged."
U.S EMPLOYEE ENGAGEMENT, 2011-2015
Yearly Averages
E % Engaged employees
Data Source: http://www.gallup.com/poll/188144/employee-engagement-stagnant-2015.aspx
Aon Hewitt’s
ss ali Model
lon Hewitt's employee engagement research represents a variety
of companies: ‘again and PP Regina Seog ot
countries in / Pacific, Europe, Latin America, and North Am
Research has shown that there are 21 areas, shown in the following
diagram, known as “Engagement Drivers,” that can potentially
drive people’s engagement.
The 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.
ss ali Model
lon Hewitt's employee engagement research represents a variety
of companies: ‘again and PP Regina Seog ot
countries in / Pacific, Europe, Latin America, and North Am
Research has shown that there are 21 areas, shown in the following
diagram, known as “Engagement Drivers,” that can potentially
drive people’s engagement.
The 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.
Engagement Drivers
+ Work Activites
+ Resources
+ Sense of acomplisments
+ Processes
« Physical work
environment
+ Work-life
balance
+ Senior Leadership
+ Polices & practices
+ Managers
+ Brand
Alignment + Valuing people
+ Diversity + Collegues
+ Performance
managment
+ Recognization + Career opputunities
« Benefits
+ Pay « Training & Development
+ Work Activites
+ Resources
+ Sense of acomplisments
+ Processes
« Physical work
environment
+ Work-life
balance
+ Senior Leadership
+ Polices & practices
+ Managers
+ Brand
Alignment + Valuing people
+ Diversity + Collegues
+ Performance
managment
+ Recognization + Career opputunities
« Benefits
+ Pay « Training & Development
Leadership, Employee Engagement,
and Sending Men to the Moon
and Sending Men to the Moon
A legendary story spawned when a
NASA employee entered a restroom at
the Kennedy Space Center where he
saw three janitors cleaning. He nodded
at the men, and asked the man closest
to him:
“How’s it going?"
The janitor shrugged his shoulders in
reply, “I clean toilets. How do you think
it’s going?”
NASA employee entered a restroom at
the Kennedy Space Center where he
saw three janitors cleaning. He nodded
at the men, and asked the man closest
to him:
“How’s it going?"
The janitor shrugged his shoulders in
reply, “I clean toilets. How do you think
it’s going?”
Embarrassed by the response, he
asked the same question to the next
janitor.
“How’s it going?”
This janitor looked up with a smile,
“Oh | can’t complain. I’m feeding my +
family, you know.” he said in a good- +
natured way.
asked the same question to the next
janitor.
“How’s it going?”
This janitor looked up with a smile,
“Oh | can’t complain. I’m feeding my +
family, you know.” he said in a good- +
natured way.
Then asked the 3rd janitor who was
smiling and humming while he scrubbed
the floor.
“Hi, the employee said.
“Why are you so happy?”
The third janitor replied with a grin,
“Because I’m sending men to the moon!”
smiling and humming while he scrubbed
the floor.
“Hi, the employee said.
“Why are you so happy?”
The third janitor replied with a grin,
“Because I’m sending men to the moon!”
What is the message that you glean from
these three different responses?
We would say that the third man really got it.
He was engaged in his job. He saw the vision
of the organization and he knew how he was
contributing to its achievement.
a>.
these three different responses?
We would say that the third man really got it.
He was engaged in his job. He saw the vision
of the organization and he knew how he was
contributing to its achievement.
a>.
BUT
WHO IS
DOING IT
RIGHT?
WHO IS
DOING IT
RIGHT?
ooale
Transparency
Google has been very intentional about
creating the culture they want. They
focus on transparency to break down
barriers, encourage creativity and
A collaboration among employees. As a
result, employees feel more
empowered.
Transparency
Google has been very intentional about
creating the culture they want. They
focus on transparency to break down
barriers, encourage creativity and
A collaboration among employees. As a
result, employees feel more
empowered.
John Lewis
Empowering
John Lewis expresses a strong focus on
people. So they call their employees
partners. By calling them partners, the
company is clearly expressing that there is
a shared responsibility for the customers
and the outcomes of the company.
So they try to involve their partners in
decisions and solutions, empowering them
to create the best customer experience.
Empowering
John Lewis expresses a strong focus on
people. So they call their employees
partners. By calling them partners, the
company is clearly expressing that there is
a shared responsibility for the customers
and the outcomes of the company.
So they try to involve their partners in
decisions and solutions, empowering them
to create the best customer experience.
HYALT
Employee Development
i
Employees in Hyatt are encouraged to
find new, creative ways to solve
© problems and accomplish everyday
p tasks.
ser sul
car iat
om oF
a Du
un En
sus 2
ua
e pa
It trusts its own employees so much that
its number one source of new hires is
via recommendations by its Employee
Referral Program.
Employee Development
i
Employees in Hyatt are encouraged to
find new, creative ways to solve
© problems and accomplish everyday
p tasks.
ser sul
car iat
om oF
a Du
un En
sus 2
ua
e pa
It trusts its own employees so much that
its number one source of new hires is
via recommendations by its Employee
Referral Program.
Southwest»
Purpose
Southwest airline sees their purpose as
connecting people with what’s important
to them. They don’t see themselves as
transporters, but as enablers who help
people get to people or places.
That's not a small differentiation, but it
can make a big difference in how
important an employee perceives his job. [E
Astrong, clear purpose connects
emotionally with employees, it engages.
Purpose
Southwest airline sees their purpose as
connecting people with what’s important
to them. They don’t see themselves as
transporters, but as enablers who help
people get to people or places.
That's not a small differentiation, but it
can make a big difference in how
important an employee perceives his job. [E
Astrong, clear purpose connects
emotionally with employees, it engages.
=.
=
m.
Listening
This multi-industry organization has a habit of
listening to its employees, to show that they
are valued, to listen to their opinions and take
care of their ideas, to have healthy debates and
continuously innovate.
It’s a win-win; the organization keeps learning
and employees feel important and engage with
the organization.Employees who feel listened
to, want to reciprocate, they want to do their
best because they feel valued and important.
=
m.
Listening
This multi-industry organization has a habit of
listening to its employees, to show that they
are valued, to listen to their opinions and take
care of their ideas, to have healthy debates and
continuously innovate.
It’s a win-win; the organization keeps learning
and employees feel important and engage with
the organization.Employees who feel listened
to, want to reciprocate, they want to do their
best because they feel valued and important.
WHAT ELSE CAN YOU
DO TO ENGAGE
EMPLOYEES?
DO TO ENGAGE
EMPLOYEES?
Have team
photos
Have photos of your employees on a wall, or frame them around in the office.
Group photos, events photos or random photos snapped when people weren't
watching. It can encourage and foster work relationships and employee
engagement.
photos
Have photos of your employees on a wall, or frame them around in the office.
Group photos, events photos or random photos snapped when people weren't
watching. It can encourage and foster work relationships and employee
engagement.
Themed
offices
Good workplace layout impact on worker morale and engagement. For
examples, Google has revolutionized its own workplace. From nap pods to free
coffee, Google workplace culture is as innovative as it is quirky.
offices
Good workplace layout impact on worker morale and engagement. For
examples, Google has revolutionized its own workplace. From nap pods to free
coffee, Google workplace culture is as innovative as it is quirky.
Workplace
fitness
Provide gym memberships to your employees. Sitting at a desk for 8 to 9 hours a
day can negatively impact any individual. Fitness activities at work can help to
increase productivity, enhanced morale, and can lead to better employee
engagement.
fitness
Provide gym memberships to your employees. Sitting at a desk for 8 to 9 hours a
day can negatively impact any individual. Fitness activities at work can help to
increase productivity, enhanced morale, and can lead to better employee
engagement.
Volunteer
together
Volunteer events set the precedent that your company uses the power of
business for social good. It's also a great opportunity for employees across all
professional levels and departments to get connected.
together
Volunteer events set the precedent that your company uses the power of
business for social good. It's also a great opportunity for employees across all
professional levels and departments to get connected.
Open
Frios coh Ak... Vid Hea! commun ica tio n
Be open-minded and encourage employees to express their ideas. Internal
communication tools like Hallwaze can help employees to express their hidden
talent & ideas. Use Hallwaze to build a strong connectivity and streamline team
communication and there would not be a trace of employee disengagement at
your organization
Frios coh Ak... Vid Hea! commun ica tio n
Be open-minded and encourage employees to express their ideas. Internal
communication tools like Hallwaze can help employees to express their hidden
talent & ideas. Use Hallwaze to build a strong connectivity and streamline team
communication and there would not be a trace of employee disengagement at
your organization
Praise and
Recognition
According to a survey by Gallup employees who receive regular praise are more
productive, engaged and more likely to stay with their organization. Treat people
like they matter and it won't be long before they are giving your clients and
customers the same care and attention they are receiving.
Recognition
According to a survey by Gallup employees who receive regular praise are more
productive, engaged and more likely to stay with their organization. Treat people
like they matter and it won't be long before they are giving your clients and
customers the same care and attention they are receiving.
THANKjou
Contact us for a free online demo
Toll free
1866 601 0600
1800 103 4575
Ei fb.com/hallwaze
(y | @hallwaze
in! linkedin.com/company/hallwaze
MI [email protected]
® www.hallwaze.com
Wallwaze
Contact us for a free online demo
Toll free
1866 601 0600
1800 103 4575
Ei fb.com/hallwaze
(y | @hallwaze
in! linkedin.com/company/hallwaze
MI [email protected]
® www.hallwaze.com
Wallwaze
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