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KEEPING EMPLOYEES ENGAGED IN
       THE WORKPLACE
      By: Urvashi Singh



        Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Overview




  What is    Key drivers for                                   A look at
                                Employee       Employee                     Work/Life
              Engagement                                     rewards and
 Employee    and reasons for
                               Engagement      feedback
                                                              recognition
                                                                             balance
Engagement                      Strategies   survey design                  initiatives
             disengagement                                     programs




                      Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Employee Engagement
   "Employee Engagement is a                       Key Drivers
      measurable degree of an             Trust and integrity
  employee's positive or negative         Nature of the job
  emotional attachment to their
 job, colleagues and organization         Line of sight between employee
     which profoundly influences           performance and company
    their willingness to learn and         performance
     perform at work".(Scarlett           Pride about the company
                Surveys)                  Career growth opportunities
                                          Coworkers/team members
                                          Employee development
                                          Relationship with manager


                 Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Quick Facts
 Organizations with the lowest percentage of engaged employees showed
  declines of 2% in operating margins and 1.38% in profit margins (Towers
  Perrin_ISR, June 2007)

 Engaged employees perform 20% better than non-engaged employees
  (Gallup Management Group)

 Offices with engaged employees are 43% more productive (The Hay
  Group)

 Employees with the highest percentage of engaged employees, on
  average, increase operating margins 3.64% and net profit margins by
  2.06% (Towers Perrin_ISR, June 2007)


                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Four Levels Of Engagement
   Devoted workers are the most engaged employees, those who put their
    heart and soul into their work each day and strive for continuous
    improvement
   “Plugged in” employees are usually, but not always, willing to go the extra
    mile to do their jobs well; they tend to contribute consistently and
    accomplish goals
   Those who fall into the “cruise control” category might show up for work
    but put forth their full effort only occasionally
   Employees who are “checked out” do just what’s needed to get by
“Why are some employees so devoted while others seem to have checked
  out?”
Source: study by Accenture Institute of Higher Performance




                           Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Core Beliefs
Employees must hold three core beliefs about their
employment for sustained engagement:

   I'm making a difference
   My company has my back
   We're in this together



Source: study by Accenture Institute of Higher Performance




                           Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Reasons For Disengagement
   There are no career enhancement prospects
   I do not get along with my co-workers
   I am on a contract that ends in 0-12 Months
   Poor corporate social responsibility
   Lack of job security
   Personal Reasons
   My manager and I have a poor relationship
   Unreasonable pressure and demands
   The job has a poor work / life balance
   The culture is not very supportive or friendly
   Lack of communication/co-operation with Management
   I can get a better pay elsewhere
   I am bored with my job
   I am not rewarded or recognized for my efforts



                      Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Communicate, communicate, communicate..

Employees appreciate being "in the know" and will contribute to
improvements and future success. Once they understand the reasoning
behind decisions, fears are alleviated and their energy is channeled into
helping the organization reach its goals




                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Provide Training
     Assign a peer mentor to work with new employees during their first 90 days on
      the job
     Develop a comprehensive training plan for each employee that is specific to
      his/her role.
     Identify a small number of educational opportunities that employees can
      attend to build relationships and get acquainted with their organization’s
      industry.
     Hold regular professional development seminars so employees can learn new
      skills
     Use a training needs assessment to solicit employees’ feedback
     Ask for qualitative and quantitative feedback from new employees to get a
      benchmark of the organization’s onboarding program


                     Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Mentor
What a Mentor Contributes:
    Technical knowledge.
    Character influence/modeling.
    Knowledge of how to get things done in and organization.
    Understanding of other people and other viewpoints.
    Insight into cultural differences.
    Development of values.
Questions for Mentors:
    What am I good at?
    What special experience have I had?
    When have people asked for my help?
    What things do I see that other people need to be aware of?
    What would I enjoy helping someone with the most?





                     Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Ask questions and listen to answers
Asking questions can help develop critical innovative thinking and a call to
action across the organization.
    What are the present strengths of the organization that need to be
      preserved?
    What areas does the organization need to improve upon?
    What is one thing this organization needs to stop doing?
    What do you personally need to improve your efficiency and
      effectiveness?




                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Engage employees in solving business issues
   What is the present state of affairs for the business issue they're trying
    to resolve?
   What is the ideal state of our company?
   What processes should the organization engage in to achieve the desired
    results?
   What is the estimated time frame?
   What are the costs?




                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Recognition and Rewards
    Appreciating people for their individual talents, skills and diversity of
     thought.
    Creating an atmosphere that fosters good relationships at all levels.
    Really listening to what employees have to say.
    Recognizing accomplishments with timely recognition—even if it’s only
     a “thank you.”
    Outlining clear performance expectations.
    Celebrating successes as they occur.
    Sharing ownership for goals and achievements.



                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Strategies To Engage Employees
Recognition and Rewards
Case studies of restructured recognition programs at Scotia
bank, Delta Airlines and MGM Grand demonstrated that
recognition programs:
  Must include multiple award forms to satisfy different
    worker needs
  Need not be costly and, in fact, may have no real monetary
    value
  Are effective when the recognition is of value to the
    individual worker, and is awarded for behaviors linked to
    specific job performance goals


                Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Employee Opinion Survey
Things to consider for HR Personnel when designing an
employee opinion survey
    Define objective: Why are we considering this?
    Consider survey environment: What is the employee climate?
    Select the appropriate survey design
    Confirm administrative procedures: Participants, logistics, etc.
    Communication:"Be Honest“
    Ensuring employee participation




                   Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Employee Opinion Survey
Five critical elements to ensure employee participation.
    Getting support and commitment from the top
    Designing a good survey
    Motivating respondents
    Dispelling fears
    Removing barriers
Information to Include for HR Personnel:
    Introduction: Identification of yourself and/or your sponsor
    Purpose/objective: How results will be used
    Anonymity or disclosure of responses
    Potential benefit of the survey
    Potential risks, if any
    Instructions: Estimated time to complete survey



                     Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Employee Initiatives
How do I know if my organization's Employee Initiatives are
working?
Creating a positive employee engagement climate, or what author
Robert Rosen calls a "healthy company," can be measured through a
number of ways, including:
  turnover
  absenteeism
  on-the-job accidents/injuries
  grievances and discrimination cases
  productivity measurements (output, quality, work process
    improvements)
  customer feedback
  employee feedback (qualitative and quantitative)




                 Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Work/Life Balance Programs
   Many organizations have programs that will provide health care
    professionals on site
    Large consulting firms listened to their employees and found their travel
    schedules were greatly impacting their family quality of life. A number of
    the large consulting firms have mandated that their employees don't have
    to leave until Monday morning, and they have to be home by Thursday
    night.
   Companies looking to help their employees stay fit pay for their
    membership at a health club or pay a certain amount for in home fitness
    equipment
    Organizations contribute to child care programs, provide referrals, or
    contract out for the service
   Many companies such as Google have concierge services, dry
    cleaning, on-site banking, or discount ticketing


                    Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
Quote




                "The vision is really about
               empowering workers, giving
             them all the information about
            what's going on so they can do a
            lot more than they've done in the
                    past." --Bill Gates

        Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660

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Keeping Employees Engaged In The Workplace

  • 1. KEEPING EMPLOYEES ENGAGED IN THE WORKPLACE By: Urvashi Singh Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 2. Overview What is Key drivers for A look at Employee Employee Work/Life Engagement rewards and Employee and reasons for Engagement feedback recognition balance Engagement Strategies survey design initiatives disengagement programs Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 3. Employee Engagement "Employee Engagement is a Key Drivers measurable degree of an  Trust and integrity employee's positive or negative  Nature of the job emotional attachment to their job, colleagues and organization  Line of sight between employee which profoundly influences performance and company their willingness to learn and performance perform at work".(Scarlett  Pride about the company Surveys)  Career growth opportunities  Coworkers/team members  Employee development  Relationship with manager Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 4. Quick Facts  Organizations with the lowest percentage of engaged employees showed declines of 2% in operating margins and 1.38% in profit margins (Towers Perrin_ISR, June 2007)  Engaged employees perform 20% better than non-engaged employees (Gallup Management Group)  Offices with engaged employees are 43% more productive (The Hay Group)  Employees with the highest percentage of engaged employees, on average, increase operating margins 3.64% and net profit margins by 2.06% (Towers Perrin_ISR, June 2007) Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 5. Four Levels Of Engagement  Devoted workers are the most engaged employees, those who put their heart and soul into their work each day and strive for continuous improvement  “Plugged in” employees are usually, but not always, willing to go the extra mile to do their jobs well; they tend to contribute consistently and accomplish goals  Those who fall into the “cruise control” category might show up for work but put forth their full effort only occasionally  Employees who are “checked out” do just what’s needed to get by “Why are some employees so devoted while others seem to have checked out?” Source: study by Accenture Institute of Higher Performance Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 6. Core Beliefs Employees must hold three core beliefs about their employment for sustained engagement:  I'm making a difference  My company has my back  We're in this together Source: study by Accenture Institute of Higher Performance Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 7. Reasons For Disengagement  There are no career enhancement prospects  I do not get along with my co-workers  I am on a contract that ends in 0-12 Months  Poor corporate social responsibility  Lack of job security  Personal Reasons  My manager and I have a poor relationship  Unreasonable pressure and demands  The job has a poor work / life balance  The culture is not very supportive or friendly  Lack of communication/co-operation with Management  I can get a better pay elsewhere  I am bored with my job  I am not rewarded or recognized for my efforts Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 8. Strategies To Engage Employees Communicate, communicate, communicate.. Employees appreciate being "in the know" and will contribute to improvements and future success. Once they understand the reasoning behind decisions, fears are alleviated and their energy is channeled into helping the organization reach its goals Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 9. Strategies To Engage Employees Provide Training  Assign a peer mentor to work with new employees during their first 90 days on the job  Develop a comprehensive training plan for each employee that is specific to his/her role.  Identify a small number of educational opportunities that employees can attend to build relationships and get acquainted with their organization’s industry.  Hold regular professional development seminars so employees can learn new skills  Use a training needs assessment to solicit employees’ feedback  Ask for qualitative and quantitative feedback from new employees to get a benchmark of the organization’s onboarding program Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 10. Strategies To Engage Employees Mentor What a Mentor Contributes:  Technical knowledge.  Character influence/modeling.  Knowledge of how to get things done in and organization.  Understanding of other people and other viewpoints.  Insight into cultural differences.  Development of values. Questions for Mentors:  What am I good at?  What special experience have I had?  When have people asked for my help?  What things do I see that other people need to be aware of?  What would I enjoy helping someone with the most?  Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 11. Strategies To Engage Employees Ask questions and listen to answers Asking questions can help develop critical innovative thinking and a call to action across the organization.  What are the present strengths of the organization that need to be preserved?  What areas does the organization need to improve upon?  What is one thing this organization needs to stop doing?  What do you personally need to improve your efficiency and effectiveness? Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 12. Strategies To Engage Employees Engage employees in solving business issues  What is the present state of affairs for the business issue they're trying to resolve?  What is the ideal state of our company?  What processes should the organization engage in to achieve the desired results?  What is the estimated time frame?  What are the costs? Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 13. Strategies To Engage Employees Recognition and Rewards  Appreciating people for their individual talents, skills and diversity of thought.  Creating an atmosphere that fosters good relationships at all levels.  Really listening to what employees have to say.  Recognizing accomplishments with timely recognition—even if it’s only a “thank you.”  Outlining clear performance expectations.  Celebrating successes as they occur.  Sharing ownership for goals and achievements. Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 14. Strategies To Engage Employees Recognition and Rewards Case studies of restructured recognition programs at Scotia bank, Delta Airlines and MGM Grand demonstrated that recognition programs:  Must include multiple award forms to satisfy different worker needs  Need not be costly and, in fact, may have no real monetary value  Are effective when the recognition is of value to the individual worker, and is awarded for behaviors linked to specific job performance goals Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 15. Employee Opinion Survey Things to consider for HR Personnel when designing an employee opinion survey  Define objective: Why are we considering this?  Consider survey environment: What is the employee climate?  Select the appropriate survey design  Confirm administrative procedures: Participants, logistics, etc.  Communication:"Be Honest“  Ensuring employee participation Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 16. Employee Opinion Survey Five critical elements to ensure employee participation.  Getting support and commitment from the top  Designing a good survey  Motivating respondents  Dispelling fears  Removing barriers Information to Include for HR Personnel:  Introduction: Identification of yourself and/or your sponsor  Purpose/objective: How results will be used  Anonymity or disclosure of responses  Potential benefit of the survey  Potential risks, if any  Instructions: Estimated time to complete survey Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 17. Employee Initiatives How do I know if my organization's Employee Initiatives are working? Creating a positive employee engagement climate, or what author Robert Rosen calls a "healthy company," can be measured through a number of ways, including:  turnover  absenteeism  on-the-job accidents/injuries  grievances and discrimination cases  productivity measurements (output, quality, work process improvements)  customer feedback  employee feedback (qualitative and quantitative) Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 18. Work/Life Balance Programs  Many organizations have programs that will provide health care professionals on site  Large consulting firms listened to their employees and found their travel schedules were greatly impacting their family quality of life. A number of the large consulting firms have mandated that their employees don't have to leave until Monday morning, and they have to be home by Thursday night.  Companies looking to help their employees stay fit pay for their membership at a health club or pay a certain amount for in home fitness equipment  Organizations contribute to child care programs, provide referrals, or contract out for the service  Many companies such as Google have concierge services, dry cleaning, on-site banking, or discount ticketing Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660
  • 19. Quote "The vision is really about empowering workers, giving them all the information about what's going on so they can do a lot more than they've done in the past." --Bill Gates Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660