Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication? In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.

1. How to Improve Your Bottom Line Through Employee Engagement
Nov 19th, 2014
Presented by: Paula Calderon
Talent Management Solutions Consultant
For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar

2. AGENDA
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1. Employee Engagement in Numbers
2. What is Employee Engagement?
3. The benefits of Employee Engagement
4. Measuring Engagement
5. How to Drive Employee Engagement?
Q&A
6. Employer Branding

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1. Employee Engagement in numbers
Of leaders believe that Employee Engagement is critical to their business
90%
Of employees say they are disengaged
42%
Of companies have no strategy to strengthen the commitment of employees
75%
Of employees plan to explore other career opportunities outside of the company
60%
Source: Engagement Study in Business- Gallup, 2013

4. 2. What is Employee Engagement?
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Joy
Motivation
Satisfaction

5. Engaged Employees
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Come up with new ideas
Work until the task is done
Look for ways for company to improve performance
Promote your brand
Recruit/recommend other high performers
Look for ways/routes to grow INSIDE your company
Use free time to learn and get better at their job
Volunteer for committees/community service projects
Foster Engagement in other employees

6. Signs of Disengagement
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Oppositional
Withdrawal
Undermining
Apathy

7. The 3 levels of Engagement
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•FULLY ENGAGED EMPLOYEE
Consistently utilising talents
Always high-performing
Networker-Makes connections
Committed to the company
Good attitude / energy
New ideas / Techniques
Profitable for company
•MODERATELY ENGAGED EMPLOYEE
Meeting performance goals
Satisfied with position in company
Equal cost / benefit scale
•DISENGAGED EMPLOYEE
May not know what is expected of them
May not feel they have the resources to do their work effectively
Not tied to company / coworkers
Costing their company $3.400 for every $10.000 paid salary

8. 3. The Benefits of Employee Engagement
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Quality Customer Satisfaction Productivity
Absenteeism Turnover Accident at work

9. Employee Engagement = Customer Engagement
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Emotional decision-making
Emotional engagement
Best quality of service
Customer satisfaction
Increase Sales
Increase Profits
Higher returns for Shareholders

10. Cost of Disengagement
•Actively disengaged employees are disruptive and negatively influence their peers
•Loss of key talent
•Severe client dissatisfaction
•Significant impact on Organization’s bottom line
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11. 4. Measuring Engagement
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12. •Ratio of engaged vs. non-engaged employees
•Measured over a period of time
•Look at business unit, team, or country scores
•Measure favourable scores as well as unfavourable scores
•Focus hugely on customer interacting employees
•Measure customer engagement
•Communicate results openly to employees
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4. Measuring Engagement

13. What Drives Engagement?
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Knowing what’s expected at work
Having the tools needed to perform work
Having the opportunity to leverage one’s strengths
Recognition
Feeling supported
A mentor or a coach
Being heard
Sense of importance of the job performed
Commitment of co-workers to quality work
Frequent & relevant feedback on performance
Having a friend or a trusted confidant
Opportunities to learn and grow

14. 5. How Can You Drive Engagement?
It’s a continuous process that requires involvement and commitment across all levels within an organization:
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Get your strategy right
Get intimate with your business problems
Align your recruitment process – It’s about FIT

15. The Importance of Fit
Are you looking for the right fit when hiring?
Fit with culture
Fit with Manager
Fit with the team
Fit within Role or task
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Recruitment
Integration
Development
Performance

16. Employer Branding
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Employer Branding Framework
Phase 1: Audit & Analysis
Phase 2: EVP Strategy Development
Phase 3: Testing and Approval
Phase 4: Alignment & Communication
Phase 5: Management and Metrics

17. Critical Skill
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Recognize strengths of individuals and teams and align them with your organization’s goals.

18. Free Offer
We’re offering a free cost of turnover calculation:
–A Drake Consultant will help identify the most common costs incurred and allow you to determine how much impact employee turnover is really having on your bottom line.
–A brief analysis and recommendations
Contact Paula to take advantage of this exclusive offer!
pcalderon@na.drakeintl.com
416.216.1094
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19. Questions & Answers
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