Summary Employee Engagement Analysis Report€¦ · DecisionWise Employee Engagement Analysis Report
Employee Engagement Hn
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Transcript of Employee Engagement Hn
Engagement Strategies: The role of HR
Lisa Jobson
A Renewed Focus
Recession has put engagement at the top of priority list
Drive to increase efficiency and productivity
Recovery places additional emphasis on retention strategies
Head count reduction, change to pay and conditions will have impacted engagement levels
Employees expect more in exchange for heightened engagement
Factors Affecting Engagement
One’s
DEMOGRAPHICS
defines one’s
INTERESTS
which defines one’s
BEHAVIOURS
A Well Worn Phrase
To Engage….Occupy, attract, involve, pledge, participate……establish a meaningful connection with….
How can we recognise these behaviours ? Sees problems…and offers solutions Takes ownership for change…and makes it happen Helps colleagues and customers…selflessly Gets involved and contributes…across the company Speaks with pride…about the company and all of its stakeholders
Symptoms of Disengagement
What are your symptoms ?
Resistance to change
Absenteeism
Increased workload
Drop in productivity
Breakdown in relationship
Under utilised
HR Lighting the Way
Build relationships, be visible, interact and support your stakeholders
Design job specs and develop selection processes to ensure matching the right people to the right jobs
Focus on on-boarding to avoid the potential dip during the first 90 days
Exit Interviews – conduct them and feedback the output even if it’s a difficult conversation
Be creative with new schemes and initiatives
‘Sell’ rather than ‘Tell’ the benefits of engagement strategies
Strong Leadership
Help managers become engaged leaders
Set clear expectations around managerial behaviours
Hold managers accountable for behaviours and related skills
Offer training and support to deliver against the expectations
Position the importance of managing people well and communicate this message regularly
Encourage and Empower
Create a positive working environment, within which people can build supportive relationships
Communicate clear goals and objectives that cascade from the organisation’s vision and goals
Empower and encourage ownership of job roles
Delegate – demonstrates trust and increases ownership of tasks
Encourage innovation – better ways of working
Challenge and Advancement
Create stimulation and challenge for your employees through cultural change
Give them autonomy, allow them to take some risks and be open to new ideas
Look beyond traditional advancement routes
Develop subject matter experts, second on special assignments
Build a strong performance management programme designed to set goals, assess progress and identify skills gaps.
Tools for Success
Give employees education and tools to increase business acumen
Help them to understand how what they do affects the organisation and its results
Harness new tools and approaches to strengthen internal & external connections
Champion interaction & collaboration using wiki’s, webinars, blogs, online communities
The Engagement Equation
Many variables to consider when working through your organisations engagement equation
All parties involved have a role to play in raising engagement levels
HR & Line can create the environment and inject purpose and meaning into work
Individual must define values and goals and use initiative to develop skills
HR can add significant value in relation to change at both the strategic level and front line
Successful engagement strategies will positively influence organisational performance at this crucial time