Employee engagement

Copyright ©Nick Bettes Consulting www.nickbettes.co.uk

People

Employee Engagement


Agenda

• Feedback – Actions You Have Taken

• Business surgery

• Workshop

– Employee Engagement

• Action planning


Course Overview and Positioning

MARKETING OPERATIONSSALES MONEY

SYSTEMISATION AND RESILIENCE

BUSINESS PLANNING

VALUE

BUSINESS DIRECTION

PEOPLE


Learning Objectives

• Workshop objectives

– To understand why employee engagement matters

– To develop some actions to measure and improve it


What is Employee Engagement?

• The willingness of employees to give discretionary effort

• A measure of how closely employees identify their own future with that of the organisation


Benefit of Engaged Employees• Sears

– 5% increase in employee engagement 1.3% improvement in customer satisfaction 0.5% increase in revenue

• Kingston University (Herrington & Lomax)– There is a direct relationship between job satisfaction and customer

repurchase intention

• Towers-Perrin ISR– Over a 12 month period, those companies with high engagement

scores demonstrated a 13.7 per cent improvement in net income growth whilst those with low engagement saw net income growth decline by 3.8 per cent

• Gallup– More highly engaged employees taking an average of 2.7 days per year,

compared with disengaged employees taking an average of 6.2 days per year


What Affects Employee Engagement?• The work

– Control, mastery, achievement

• The environment– Working hours, conditions

• Supervision– Mutual trust, guidance without interference, consistency

• Learning and growth– New skills, career, reward

• The team– Mutual trust and respect, fun, social bonds

• The organisation– Purpose, reputation

• Tools and resources– Adequate to do the job


Engagement v Motivation

• They share may of the same factors– Autonomy

– Mastery

– Purpose

• Engaged employees are motivated but also– Want to put something back – they care about the

cause, the team and the legacy

– May be less interested in their own success than that of the team and organisation


Measuring Engagement


Increasing Employee Engagement

• Mindset

• Purpose

• Systemisation

• Engagement



• Mindset

– Implement a plan to delegate as much as you can

– Make sure that all staff have a personal development plan (PDP)

– Be a coach, not a centre-forward

– Communicate your vision, values and beliefs at every opportunity



• Purpose

– Think about and articulate your business strategy

– Make sure that everyone understands your market positioning, niche and proposition

– Have a business plan, budget and objectives that you actually use to run the business



• Systemisation

– Document processes

– Provide the necessary systems, tools and resources

– Define key performance indicators (KPIs)

– Define success



• Engagement

– Implement a performance framework

• Job descriptions

• Clear reporting lines

• Objectives

• Appraisals

– Communicate effectively

• Team meetings

• 121s


Action Planning

• Suggestions

– Use the engagement assessment tool to measure how engaged your staff are

– Identify any factors that are undermining engagement and develop an action plan

Employee engagement

Business

Transcript of Employee engagement