Employee Engagement
•Download as PPTX, PDF•
2 likes•1,534 views
Employee Engagement Presentation
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Employee Engagement
Similar to Employee Engagement (20)
Recently uploaded
Recently uploaded (6)
Employee Engagement
- 1. Jennifer L. Jackson, JD Human Resources Professional www.linkedin.com/in/jenniferleejackson/
- 2. About Me •Born and raised in Albuquerque, New Mexico • Licensed Washington Attorney and Graduate of Gonzaga University School of Law •5+ years of experience advising businesses in corporate governance and employment matters •Currently completing a Certification in Human Resources at North Idaho College
- 3. What is Employee Engagement? The connection and commitment employees exhibit toward an organization, leading to higher levels of productive work behaviors. Source: Wendy Bliss, J.D., SPHR, Developing and Sustaining Employee Engagement, SHRM, March 21, 2013, http://www.shrm.org/templatestools/toolkits/pages/sustainingemployeeengagement.aspx.
- 4. Benefits of Engaged Workforce Greater Shareholder Return Increased Employee Productivity Reduced Absenteeism Greater Support of Organizational Change
- 5. How is Employee Engagement Measured? The Gallup Q12 Employee Engagement Questionnaire: 1. Do you know what is expected of you at work? 2. Do you have the materials and equipment you need to do your work right? 3. At work, do you have the opportunity to do what you do best everyday? 4. In the last seven days, have you received recognition and praise for doing good work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing quality work? 10. Do you have a best friend at work? 11. In the last six months, has someone at work talked to you about your progress? 12. In the past year, have you had opportunities at work to learn and grow? Source: © Copyright 1993- 1998, The Gallup Organization, Washington D.C.
- 6. Engaged vs. Disengaged Workers Opinion Research Corporation’s Six Categories of Workers: • Elizabeth the Engaged • Lucy the Laggard • Colin the Comfy • Alison the Ambivalent • Simon the Saboteur • Peter the Promiscuous
- 7. A Manager’s Role in Employee Engagement Develop Good Relationships with Employees Ensure Employees Have Necessary Equipment Give Employees Authority to Accomplish their Jobs Give Employees the Freedom to Make Work Decisions Provide Adequate Training Recognize Employee Contributions Address Problem Performance
- 8. Creative Employee Engagement Examples Welcome Basket for New Hire Valentine Exchange and Potluck Pumpkin Carving Contest with Gift Card Prizes Lunchtime Walking/Fitness Group
- 9. Legal Implications of Disengaged Employees • Business Risk is Increased When Employees are Disengaged • A pattern of “subtle slights” from managers or co-workers can potentially give rise to discrimination claims: • Negative facial expressions when talking to a minority employee. • Leaving certain people off group emails. • Making fun of accents. • Interrupting continuously when a female employee is speaking. Source: Rebecca Hastings, SPHR, Little Slights Can Erode Employee Engagement, SHRM, December 23, 2007, http://www.shrm.org/hrdisciplines/diversity/articles/pages/slightscanerodeengagement.aspx.
- 10. Food for Thought How do you and your management team define employee engagement? How do you know that employees in your company are engaged? If teams in your company have a large number of engaged employees, what positive outcomes do you observe? How do disengaged employees behave in your company and what are the costs of employee disengagement?
Editor's Notes
- I decided to pursue a career in Human Resources because I enjoy labor and employment law and assisting businesses in proactively avoiding and addressing problems. I will first discuss: (1) what employee engagement is, why it is beneficial to an organization, and how it can be measured; (2) then I’ll outline challenges with implementing an effective program of employee engagement; and (3) conclude with a discussion of legal implications and questions to consider before implementing a program.
- The greater an employee’s engagement, the more likely he or she will be willing to “go the extra mile” and deliver excellent on-the- job performance. By way of example, a study conducted by the software giant Intuit found that engaged employees are 1.3 times more likely to be high performers and five times less likely to voluntarily leave the company.
- Shareholder return- a 2009 study conducted by Watson Wyatt found that companies of highly engaged employees earned 13% greater total returns over a five year period. Increased Employee Productivity- studies suggest that companies with engaged employees enjoy 26% higher employee productivity (Bliss). Reduced Absenteeism-Highly engaged workers miss 20% fewer days of work. Greater Support of Organizational Change- Engaged workers tend to be more supportive of organizational changes and more resilient when an organization is required to use cost-cutting measures in economic downturns.
- Employee engagement is generally measured by workforce surveys or questionnaires. One popular and well-known survey is the Gallup Q12 Engagement Questionnaire. It ties concepts such as feedback, recognition, and training to positive business outcomes and profitability. In structuring employee engagement surveys, experts generally suggest including questions that can be asked every year (to provide a baseline for engagement), using neutral language, keeping the survey reasonable in length, and asking for a few written comments.
- Opinion Research Corporation, a market research firm, conducted a study and found six distinct categories of employees. Elizabeth the Engaged- the employee who has a lot of confidence in the leadership team and feels a sense of accomplishment. Lucy the Laggard- represents the most disengaged employees who don’t plan to leave, but perform their work half-heartedly and make careless mistakes. Colin the Comfy- employees who don’t intend to leave, but get little sense of accomplishment from their work and don’t feel valued, yet rarely complain. Alison the Ambivalent- employees who lack a connection with the job or the organization. Peter the Promiscuous- employees who are positive and put in effort, but may leave because they are motivated by money/personal development and lack an emotional connection with the organization.
- According to a 2008 National Workforce Engagement benchmark study, employee engagement increases when daily work includes a positive relationship with direct supervisors or managers. A manager’s role in employee engagement is principally focused on communicating with employees to determine what they need to accomplish their jobs, providing employees with some autonomy over their work, and recognizing good performance. It is also crucial for managers to identify employees who are not meeting expectations and address performance issues early. Failing to address poor performance can decrease the morale and engagement of other employees as their workloads increase and they conclude the company tolerates poor performance.
- Here are some examples of activities and programs I have organized and participated in in the past to increase employee engagement. The main focus of these programs and activities was to allow managers and staff to get to know each other, have fun together, acknowledge and recognize employee accomplishments, and develop good working relationships.
- In today’s workplace, harassment and discrimination is generally expressed in more subtle ways. Part of a manager’s role in employee engagement is to identify and rectify behaviors that could make employees feel they are being discriminated against.
- Finally, I’d like to leave you with some food for thought and opportunities to reflect on employee engagement in your company. It has been a pleasure meeting with you and I hope you found my presentation informative. I’d be happy to answer any questions you may have.