OVERVIEWBusinesses
today are striving to generate greater productivity, quality, customer
satisfaction and profitability with fewer employees. And Employee Engagement is
a proven method for doing just that.
Engaged employees:
• Expend discretionary effort doing more than they are asked
• Are motivated toward the organization’s success
• Work the hardest, stay the longest and perform to their capabilities
Employee
Engagement has been well researched in studies by: Gallup, Towers Watson, Hay
Group, DDI, The Conference Board, World at Work, Blessing White & Aon
Hewitt.
The research has shown that engaged employees generate:
• higher profitability
• enhanced customer satisfaction
• increased productivity
• less absenteeism
• less turnover
• fewer accidents
One study found that companies with the highest levels of Employee Engagement
have a significantly greater increase in stock price.
When leadership teams become aware of these economic benefits of engaged
employees, they usually want to take advantage of the opportunity and avoid
‘leaving money on the table’.
WHY
SHOULD YOU ATTEND
Organizations
have a huge opportunity to benefit from a more engaged workforce because only
approximately 30% of employees are engaged:
• With approximately 50% unengaged – going through the motions; not performing
to their capabilities
• And the balance of 20% are disengaged – unhappy at work and their mission is
to make sure their co-workers are also unhappy
Employees’
Engagement needs are logical - such as:
• Being told what’s expected of them
• Having the materials and equipment they need
• Receiving periodic recognition and praise
• Feeling their supervisor cares about them
Any
supervisor who’s willing can improve his/her team's level of engagement because
there are employee engagement strategies that prove to be effective
Disney for example:
• Trains its supervisors in the Engagement Coaching practices and behaviors
expected of them
• Gauges their supervisors’ performance through Employee Engagement Surveys
• Holds their supervisors accountable using coaching, goals, appraisals,
merits, bonuses and promotions
Supervisors
are the key to engaging employees. The two factors that have the greatest
impact on an employee's degree of engagement are:
• the employee's relationships with his/her immediate supervisor
• whether his/her supervisor is meeting the employee's few engagement needs
And
your supervisors have multiple daily Engagement Coaching opportunities to:
• strengthen the relationship
• listen, learn and coach
• enhance the employee’s engagement and performance
AREAS
COVERED
I.
Employee Compliance is Not Engagement
• Compliance is short term, forced adherence because there are penalties for
noncompliance
• Engagement is sustained, enthusiastic & willing performance
• Why just telling employees what you want them to do is not enough?
II. What is Employee Engagement?
• Characteristics of engaged employees
• How to improve employee engagement - three levels of engagement
• Strategy + Employee Engagement = Strategy Execution
III. The Business Case for Increasing Employee Engagement
• Highlights of the research studies some involving multiple-Industries, over
20 years, with large samples of front line employees and managers
• Why engagement is worth the effort
• Improving employee engagement to drive business performance
IV. Companies Utilizing Employee Engagement
• Numerous brand name organizations have found that their facilities with high
engagement have lower turnover, fewer accidents as well as higher productivity
and profitability
V. The Significance of Your Role as a Manager
• The responses to engagement questions are based more on employees' opinions
of their immediate manager – than the policies of the company
• Managers can impact an employee's discretionary effort by 20% or more
• Why great managers are catalysts
VI. How Great Managers Release Their Employees’ Potential:
• Utilizing manager-employee touch points
• The employee performance needs most correlated with positive business
outcomes
• Numerous practical ways for managers to meet each of the employee performance
needs most correlated with positive business outcomes
• The secondary set of core employee engagement needs
• What about pay?
LEARNING
OBJECTIVES
What
is Employee Engagement?
Employee engagement is an emotional state and a behavioral reaction to an
employee's relationship with his/her manager and perception of the
organization. Engagement involves an employee's degree of focus, motivation and
passion for his/her job.
Why is Employee Engagement Important?
Engaged employees are motivated toward the organization's success, take pride
in their work, suggest improvements, pursue self-development, boost
organizational performance, expend discretionary effort, say good things about
their organization and plan to stay.
What is the Business Case?
Most organizations have significant opportunity for improvement. Across the
U.S. only 31% of employees are engaged. There have been over 100 research
studies proving the improvements in organizational performance resulting from
engaged employees.
WHO
WILL BENEFIT
•
HR Professionals New to the Field - seeking a com-prehensive view of the
subject with multiple initiatives
• Experienced HR Professionals - seeking a refresher
• Leaders & Managers - interested in understanding the benefits to the
organization of increasing Employee Engagement
SPEAKER
Pete Tosh is Founder of The Focus Group, a management consulting and
training firm that assists organizations in sustaining profitable growth. Prior to founding his own firm 25 years ago, Pete had 15
years of experience — at the plant, divisional and corporate levels — in Human
Resource and Quality functions. Pete held leadership positions — to include the
V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical
Industries, Reynolds Metals, Charter Medical and Access Integrated
Networks.
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