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Employee Engagement

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by

Kathy Nguyen

on 25 November 2012

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Transcript of Employee Engagement

Introduction References Research Employee Engagement Examples Content Employee engagement is the connection people feel to their work that results in higher levels of performance, commitment and loyalty.

Engaged employees tend to generate high performance business outcomes as measured by increased sales, improved productivity, enhanced employee retention, and bottom line profitability. Who Is Responsible?

The Engagement Problem

Who Are The Disengaged?

Increasing Engagement Positive work relationships

Good fit between person’s skills and job requirements

Regular feedback on employee performance

Opportunities to learn new skills

Giving employees greater control over their work

Celebrating progress

Communicating the direction/strategy of the organization

Access to a role model/mentor

Bonuses and financial awards

Salary and benefits Who Is Responsible? A few indicated that employees are primarily responsible for their own engagement. It is a question of organizations engaging employees, not employees engaging themselves. Majority indicated that engaging employees is the responsibility of those who can influence the organization’s work environment and processes. Almost seven out of 10 professionals indicated that engagement is a problem in their organizations.

There are some differences between work environments. Those working in government and business sectors were most likely to identify engagement as a problem; people in education and not-for-profit organizations saw it as less so.

More than 96% of respondents rated addressing employee engagement as important or very important. Less than half of 1% saw engagement as an issue of no importance. Engagement Problem Most Common Results
Of Engaged Employees 1. Willingness to do more than expected
2. Higher productivity
3. Better working relationships
4. More satisfied customers
5. Greater loyalty to the organization
6. Improved communication
7. Less turnover
8. Fewer absences Most Common Results
Of Disengaged Employees 1. Dysfunctional work relationships
2. Lower productivity
3. Unwillingness to go beyond job description
4. Higher turnover
5. More absences
6. Frustrated customers
7. Poor communication
8. Disloyalty Engagement happens when staff feel in control of their situation and can make decisions about the way in which work is completed. What could leaders do more of to improve employee engagement? Increasing Engagement Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Hyatt Hotels & Resorts:
Leverages the power of peer-to-peer influence and social networking to connect and empower 300 Green Teams worldwide

Walmart:
Helping more than 2 million associates in 28 countries take everyday steps to live healthier, greener lives

Google:
Encourage involvement and chunk program into easy steps that’ll let all employees participate Bemporad, R. (2010, February 28). Employee Engagement: Five Companies That Get It. The Triple Bottom Line: Sustainable Business, Social Entrepreneurs, CSR and more.... Retrieved from http://triplepundit.com/2012/02/employee-engagement-five-companies/ Bemporad, R. (2010, February 28). Employee Engagement: Five Companies That Get It. The Triple Bottom Line: Sustainable Business, Social Entrepreneurs, CSR and more.... Retrieved from http://triplepundit.com/2012/02/employee-engagement-five-companies/

InvolveUK. (2012, February 9). What Do People Do All Day? –Employee Engagement. Retrieved from

National gallup survey finds both recognition and performance measurement strongly correlate to engaged employees. (1999, December 1). Canada News Wire. Retrieved from http://search.proquest.com/docview/454814681?accountid=11233

Nickels, W. G. (2007). Understanding Canadian Business (6th Edition.). Whitby, ON: McGraw-Hill Ryerson.

Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf National gallup survey finds both recognition and performance measurement strongly correlate to engaged employees. (1999, December 1). Canada News Wire. Retrieved from http://search.proquest.com/docview/454814681?accountid=11233

Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf Psychometrics Canada. (2011). Control, Opportunity & Leadership – A Study of Employee Engagement in the Canadian Workplace. Retrieved from http://psychometrics.com/docs/engagement_study.pdf
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