EMPLOYEE a bit of rigor
behind the fluff ENGAGEMENT FRAMEWORK is good

Most firms talk about the
need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR. This random, uncoordinated approach yields ineffective results. A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves. Here is an example of such a framework which you are welcome to expand WHY THIS DECK?

EMPLOYEE ENGAGEMENT GOALS KNOWING Employee
is clear about their role & business alignment as well as the firm / team strategy & values BELIEVING Employee is emotionally bought in to role, alignment, strategy, & values BEHAVING Employee’s behavior aligns to role, alignment, strategy & values and firm empowers Employees to act EMPLOYEELIFESCYCLE SHOWING Employee is joining the firm and the team and is being inducted into culture & strategies GROWING Employee is building skills, behaviors, an d leadership capabilities GOING Employee is moving across the firm or is being promoted to the next opportunity in the firm END GOAL: Engaged Employees who build their careers in the firm and are effective in their roles THEME PROGRAMS GOAL Build Teams Team-based events (pub crawls, birthday celebrations, etc) Celebrate values, strategy, and Team Success as One Team and blow off steam as needed Diversity & Inclusion Employee Special Interest Groups (GenY, Women, Parents, LGBT, etc) Celebrate values & strategy through individual Ddversity Celebrate Success Recognition Program, Employee Celebration & awards, Thank You programs Celebrate success aligned to strategy & values Corporate Social Responsibility Volunteerism, Donation & contribution, and Matching programs Express & celebrate our values & strategy in the communities around us Talent Management Grad and Intern programs, Recruiting program, Leadership Development Program,,Coaching, Mentorship, Mobility Find and develop the right talent Innovation Global & Regional Innovation Challenges, Hack-a-thons Commercial Thinking, building the business, and creating an outlet Continuous Improvement Employee Satisfaction Survey Turn feedback into continuous improvement Collaboration Tools Manage knowledge as the valuable asset that it is THEME PROGRAMS GOAL Induction Induction Training & Process Ensure new Employees have business, firm, team, & processes context THEME PROGRAMS GOAL Learning Meet the Managers, Brown Bags, Internal Trade Faire Build skills & traits Comms Townhalls, Dashboards, Newsletter, Websites Ensure fidelity & impact of strategic messaging Physical Environ- ment Photo wall, metrics bulletin board, team signs, X-Box and playroom. Signs & symbols, play / relaxation options, workplace health & safety, aesthetics, etc Create an environment in which Employees want to be, and makes them better at what they do Culture & Values Values programs Give context for why, and what matters MANAGER’S ROLE • Get involved as a local leader • Encourage others to participate EMPLOYEE ENGAGEMENT FRAMEWORK

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ME(please-oh-please-oh-please-oh-please) Selena Sol asks….. http://www.slideshare.net/selenasol/presentations stay up to date with my future slideshare posts selena@selenasol.com http://www.linkedin.com/pub/eric-tachibana/0/33/b53

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