Improve Employee Engagement Generic

1. Reducing Absenteeism by Improving Employee Engagement Steve Mitchinson Managing Partner TeamRed Solutions July 2010 Leadership Strategy Results

2. Culture : Why it is important There is volume of research showing strong correlation between absenteeism and staff engagement. There is volume of research showing strong correlation between staff engagement and profitability. So just how do you build and maintain a positive workplace culture and deliver improved employee effectiveness? What are others doing? Leadership Strategy Results

3. Culture : Why it is important Gallup 38% higher customer satisfaction scores 22% higher productivity, and 27% higher profits! Families and Work Institute Earnings & Benefits have only a 2% impact on Job Satisfaction Job Quality and Workplace Support have a combined 70% impact. Watson Wyatt maintaining a positive reputation being appreciated believing that the work is important having interesting assignments. Towers Perrin – an environment of stimulation, contribution, recognition (monetary and otherwise) development, learning and support (from day-to-day management and senior leadership) The Society of Human Resource Management - "How can we keep talent from jumping to our competitors?“ Leadership Strategy Results

4. What do employees think they can affect.....

5. Wisdom of Spencer Employees leave their managers, not their employers So how can you improve your ROI - your Return on Interactions Leadership Strategy Results

6. Whole Brain Communication Styles

7. Improving ROI on interactions

10. Questions we might want to ask.... •What is it worth to reduce absences and turnover in your Enterprise •How do I avoid the “on the job retirees” - people don't show up for work even when they do •How do I make my Enterprise the place where people want to be? •How do I interpret, and manage absenteeism, sick leave and separations? •How do I control absenteeism through positive incentives? •How do I develop and actionable strategy (what to do) and a tactical (how- to -do -it) work plan to reduce absenteeism employee turnover How do you track results and make corrections when deviations between expected and actual results occur? Leadership Strategy Results

11. What does it mean to be “engaged” • A heightened emotional and intellectual connection an employee has for his/her job, organisation, manager or co-workers that, in turn, influences him/her to apply additional discretionary effort to his/her work. In a nutshell… Engaged people like coming to work, and are inspired to do their best best! Leadership Strategy Results

12. Drivers of Employee Engagement Personal Co-workers / Trust & Integrity relationship with Employee Development Team members Manager Direct links between Career Growth The Type of work Pride in the Brand Individual & Company Opportunities Performance There are many things we can do to create an engaged workforce… Leadership Strategy Results

13. Drivers of Employee Engagement Personal Co-workers / Trust & Integrity relationship with Employee Development Team members Manager The Culture Direct links between Career Growth The Type of work Pride in the Brand Individual & Company Opportunities Performance There are many things we can do to create an engaged workforce… Leadership Strategy Results

14. Drivers of Employee Engagement Personal Co-workers / Trust & Integrity relationship with Employee Development Corporate & Social Manager Team members Career Growth Opportunities Responsibility The Type of work Pride in the Brand Direct links between Individual & Company Performance There are many things we can do to create an engaged workforce… Leadership Strategy Results

15. Corporate & social Responsibility Employees cite corporate responsibility issues as one of their key criteria when choosing an employer - an organisation’s ability to retain employees may depend on its ability to meet individual work requirements and align business practices with employees’ values •84 per cent of employees want to work in an environmentally-friendly office. •90 per cent of women and 78 per cent of men said their employer should have the environment at the top of mind. •81 per cent of 18-24 year-olds wanted to work in a ‘green’ office, as did 86 per cent of 35-49 year-olds. Source: USING ICT TO DRIVE YOUR SUSTAINABILITY STRATEGY, Telstra 2009 Leadership Strategy Results

16. Top 20 Tips to Retain Employees B •A clear attendance policy •No show, call in policies •Return to work interviews •Make attendance a KPI •Flexible scheduling •Incentive programmes tied to attendance •Tie promotions to attendance •Is your attendance policy too strict e.g. Lates... •Engagement surveys •Identify your worst days •Introduce well being program •Train the leadership group •Communicate regularly & effectively •Empower staff and provide a sense of accountability •Include team games & incentives •Share the statistics •Ensure Information systems are not outdated •Develop proper training and development plans •Regular Feedback •Get involved Leadership Strategy Results

17. Top Tips To Attract, Retain and Motivate Employees By Don Grimme, Co-founder GHR Training Solutions 1. Pay employees well 2. Respect 3. Praise accomplishments...and attempts 4. Communication 5. Recognition 6. Involvement 7. Listen 8. Share Information 9. Celebrate 10.Create Opportunity Leadership Strategy Results

18. Employee Engagement Quadrant High Disengagement Purposefulness F O C U S Low Procrastination Distraction Low High ENERGY Leadership Strategy Results

19. Employee Engagement Challenge High Disengagement Purposefulness F O C U S Low Procrastination Distraction Low High ENERGY Leadership Strategy Results

20. Possible Approaches • Keep promises & follow through - Walk the Talk • Keep promises & follow through - Walk the Talk • Open and honest • Open and honest Managerial • Tell it like it is – even when bad news or a difficult Managerial • Tell it like it is – even when bad news or a difficult topic – balance +ve & -ve Interventions Interventions • topic – balance +ve & -ve (Visibly) Rewarding the right people for the right • (Visibly) Rewarding the right people for the right reasons reasons • Building one on one relationships and trust • Building one on one relationships and trust • Demonstrate how individuals contribute to • Demonstrate how individuals contribute to Communications organisational goals (strategic communications) Communications organisational goals (strategic communications) Interventions • Employee Surveys Interventions • Employee Surveys • Consistent, regular face to face communication • Consistent, regular face to face communication • Timely and honest responses to what is heard from • Timely and honest responses to what is heard from employees – “Captain Rumour” employees – “Captain Rumour” • Empowerment - Flatten managerial and decision- making hierarchies. Organisational Organisational • Increase autonomy and decision-making authority. Interventions Interventions • Using cross-functional teams • Structured development and Effective career mapping Leadership Strategy Results

21. The benefits of engagement •Increased staff satisfaction •Reduced your operating costs •Lower staff acquisition costs •Improved Customer Satisfaction •Increased customer profitability and repeat purchasing. •Reduced staff attrition costs Leadership Strategy Results

22. Reducing Absenteeism- Improving Employee Engagement Steve Mitchinson Managing Partner TeamRed Solutions www.teamredsolutions.com.au steve@teamredsolutions.com.au July 2010 Leadership Strategy Results

Improve Employee Engagement Generic

Improve Employee Engagement Generic

Recommandé

Contenu connexe

Tendances

Tendances(20)

Similaire à Improve Employee Engagement Generic

Similaire à Improve Employee Engagement Generic(20)

Plus de Steve Mitchinson

Plus de Steve Mitchinson(9)

Improve Employee Engagement Generic