1.Employee Empowerment & Employee Engagement A PRESENTATION PRESENTED BY: SUJEET PANDIT Economic sustainability depends on ecological sustainability.

2. Empowerment refers to increasing the spiritual, political, social, educational, gender, or economic strength of individuals and communities. Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision. Employee Empowerment 3. Employee Empowerment Three Levels Degree of empowerment & leadership Organizational Benefits Encouraging Employees to play a more active in their own work Involving Employees in taking responsibility for improving the way that things are done. Enabling Employees to make more and bigger decisions without having to refer to some one senior. Getting closer to the customer. Improving service delivery. Innovating continuously. Increasing productivity. 4. Engaging Employees A Bit of Quality History Time 1950 to today Employee Engagement & Managing Quality Improving Performance Quality Circles SPC Teams Lean Six Sigma Teams TQM 5. Benefits Improved employer satisfaction. By being shared, organizational power can grow. Employees to perform better. Increases trust in the organization. Reduces Turnover rates. 6. Complications Giving up control can be threatening to some managers. Managers may not want to share power with someone they look down upon. Managers fear losing their own place and special privileges in the system. 7. Empowerment Process Determining the skill level of the employee. Providing for employee training as needed. Coaching tasks with which the employee has some skills but is lacking experience or motivation. Supporting tasks where the employee knows what to do but is still lacking confidence in their abilities. Delegating tasks where the employee is motivated and fully capable. 8. Top 10 Principles of Employee Empowerment 1. Demonstrate That You Value People. 2. Share Leadership Vision. 3. Share Goals and Direction. 4. Trust People. 5. Provide Information for Decision Making. 6. Delegate Authority and Impact Opportunities, Not Just More Work. 7. Provide Frequent Feedback. 8. Solve Problems: Don't Pinpoint Problem People. 9. Listen to Learn and Ask Questions to Provide Guidance. 10. Help Employees Feel Rewarded and Recognized for Empowered Behavior. 9. Employee Empowerment - Good or Bad Pros of Employee Empowerment Cons of Employee Empowerment It leads to greater job satisfaction, motivation, increased productivity and reduces the costs. It also leads to creativity and innovation since the employees have the authority to act on their own. There is increased efficiency in employees because of increased ownership in their work. Lesser need of supervision and delegation. Focus on quality from the level of manufacturing till actual delivery and service of goods. Employees when empowered become more entrepreneurial and start taking more risks. Greater the risk, greater are the chances to succeed. Egotism / arrogance: Worker arrogance can create a big trouble for the supervisors and the managers. There can be problems in delegating. Employees avoid reporting about their work and feedback can be taken negatively. Security: Since information comes and is shared by all, there are apprehensions about leakage of critical data. Risk: Creativity and innovation demands a greater risk bearing capacity and there are equal chances of success and failure. Workers often lack the expertise to execute are enterprise, which can cost big. Industrial Democracy: Labor unions and workers are empowered and they may misuse the same. Strikes and lock outs become more frequent. Also, labor unions gain insights into management and their functioning and they leak the same. 10. Employee Engagement 11. Introduction An engaged workforce produces better business results, does not hop jobs and more importantly is an ambassador of the organization at all points of time. This engagement is achieved when people consider their organization respects their work, their work contributes to the organization goals and more importantly their personal aspirations of growth, rewards and pay are met. The Hay Group defines engaged performance as a result that is achieved by stimulating employees enthusiasm for their work and directing it toward organization success. This result can only be achieved when employers offer an implicit contract to their employees that elicits specific positive behaviors aligned with organizations goals... 12. Process of Employee Engagement 13. Cost of Disengaged Workforce 14. Benefits of an Engaged Workforce Go the Extra Mile to Achieve Individual and Company Success. Innovate at Workplace. Attract customers and employees. Become Evangelists of the company, its product and processes. Infuse energy and positivity at workplace. 15. Elements of Employee Engagement Employee Engagement Commitment MotivationLoyalty Trust 16. Dimensions of Employee Engagement Dimensions of Employee Engagement What Do I Get ? What Do I Give ? Do I Belong to the Organization ? How Can I Grow ? 17. Phases of Employee Engagement Advance Acquire Attract 18. Characteristics of Engaged Workforce 19. The 10Cs of employee engagement Connect Career Clarity Convey Congratulate Contribute Control Collaborate Credibility Confidence 20. Key Players in enhancing Employee Engagement 21. Types of Employees based on Level of Engagement 22. Employee Engagement Strategies Unify the Experiences Evolving Through Open Communication Providing Proper Communication Channels Enabling Conversation Fluidity Manage Communication 23. Drivers of Employee Engagement Work/Job Role Work Environment/Organization Culture Other Factors Leadership Rewards and Recognition Learning and Training Opportunities Performance Management 24. Zinger Model of Employee Engagement 25. Hewitt Employee Engagement Measure Ease of Attracting New Employees Low Employee Turnover Rates Better Financial Platform 26. Hygiene and Motivation Factors for Employee Engagement