2. • What is Employee Engagement?
• What is Engagement?
• Types of Employees
• Advantages of Engaged Employees
• Hewitt Model of Engagement
• Why Engagement
• Employee Engagement – Approaches
• Factors Contributing to Employee Engagement
• Employee Engagement – the Driver of Success
3. • In simple terms, Employee engagement is the level of commitment
and involvement an employee has towards their organization and its
values.
• An engaged employee is aware of business context, and works with
colleagues to improve performance within the job for the benefit of
the organization.
4. • Engagement is the ability to be present, focused, and
energized.
• Engaged people go above and beyond what is expected
of them because they feel part of a purpose larger than
themselves.
• Purpose is the foundation of engagement – it’s the vital
element that makes an engaged organization possible
and the first step to creating an engaged culture.
5.
6. • Employee Engagement is the means or strategy by which an
organization seeks to build a partnership between the organization
and its employees, such that:
• Employees fully understands and is committed to achieve the organization's
objectives, and
• The organization respects the personal aspirations and ambitions of its
employees.
• A definition of a fully engaged employee
• Is intellectually and emotionally bound with the organization
• Gives 100 percent
• Feels passionately about its goals and
• Is committed to live by its values.
• The employee goes beyond the basic job responsibility to delight the
customers and drive the business forward
7.
8. Engaged employees will stay with the
company
They will normally perform better and are
more motivated.
There is a significant link between
employee engagement and profitability.
Builds passion, commitment and
alignment with the organization’s
strategies .
Increases employees’ trust in the
organization
Provides a high-energy working
environment
9. Say
Stay
Strive
Behaviour:
engaged employees consistently
speak positively about the
organization to co–workers,
potential employees and
customers
Behaviour:
engaged employees have
an intense desire to be a
member of the organization
Behaviour:
engaged employees exert extra
effort and engage in behaviours
that contribute to business
success
10. Employee Engagement holds a very important position, few key
benefits include:
• Better Performance - Engaged employees work smarter, not harder.
They keep looking for ways to improve performance at their workplace.
This means more sales, lower costs, better quality and innovative
products.
• Better Communication - Engaged employees communicate – they
share information with colleagues, they pass on ideas, suggest and
advice and they speak up for the organization. This leads to better
performance, greater innovation and happier customers.
• Greater Customer Satisfaction – Engaged employees go out of their
way to meet customers’ needs. Customers aren’t slow to notice and this
leads to higher levels of repeat business, at a good cost.
11. • Better Team Working - Employee engagement is about increasing the
employees connection with the principles, strategies, processes, culture
and purpose of the organization. It is a matter of commitment and
encouragement. It is a matter of focusing on business results, and the
employees having a clear sense of responsibility for delivering on the
business agenda.
• Greater Commitment - Engaged employees care about the future of
the organization they work for, they feel proud to work for their company
and they get on better each day with their colleagues.
• Lower Employee Turnover and Greater Ability to Recruit Great
People – Higher engagement leads to low attrition, they actively seek
out new people who they believe can help the company get even better.
12. • Employee engagement approach for all employees
Employee
engagemen
t approach
Communicatio
n Activities
Reward
Schemes
Culture
building
Activities
Team Building
Activities
Leadership
development
Activities
13. • Communications activities
• Communication forums to provide regular feedback to all people,
including team meetings & conferences.
• In-house magazines
• On-line communications, including discussion boards and blogs
by company personnel including senior management
• Monthly updates on corporate goals and directions
• Regular employee opinion and satisfaction surveys
• Active soliciting of employee feedback, including opinions
14. Reward schemes
• Compensation and benefit
programs
• Stock ownership and profit
sharing
• Recognition programs
• Idea collection schemes linked
to rewards for idea generation
• Long service and good
performance awards
Culture Building Activities
• Clear and humane HR policies
• Pro-social corporate objectives
and corporate Social
responsibility
• Equal opportunities policies and
practices
• Initiatives to maintain the quality
of work life and a balance
between personal/ professional
lives
• Developing a safe, clean and
inspiring work environment
• Demonstrating a commitment to
employees’ well being
15. Team building activities
• Team recreational activities, such
as bowling, skating, trips to the
cinema (or the pub!)
• Social activities, such as family
gatherings and barbeques
• Community outreach activities
such as volunteering and fund-
raising.
Leadership development activities
• Effective Leadership
• Effective Performance
Management
• Fair evaluation of performance
• Empowerment through effective
delegation
• Coaching and mentoring
activities to give honest
feedback by supervisors and
peers
• An open and transparent
culture to empower people and
develop entrepreneurs
17. • Innovation in the work
place
• Employee Participation
• Creation of Stress free
environment
• Team work
• Employee Accountability
• Free Flow of Information
• Adaptable to changes
• Ability to face Challenges
• Employee motivation
• Hygienic Environment
Employee
Engagement resulting
high performance
organization
18. • Employee Engagement is a measurable degree of an employee’s
positive or negative attachment to their job, colleagues and
organisation which profoundly influences their willingness to learn &
perform at work.
• Thus Engagement is distinctively different from satisfaction,
motivation, culture, climate and opinion and very difficult to measure.
