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Employee Engagement Management

MSA 601 Final Presentation
by

Ebony Arnold

on 21 March 2013

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Transcript of Employee Engagement Management

Employee Engagement
Management Employee Engagement? Employee engagement is the emotional commitment and willingness of employees to strive to do their best work on a daily basis. This emotional commitment means engaged employees actually care about their work and their company.
They don’t work just for a paycheck, or just for the next promotion, but work on behalf of the organization’s goals. Key Elements of Employee Engagement • Leadership
• Communication
• Rewards and Recognition
• Professional and Personal Growth
• Feedback Leadership The engine that drives everyone in the organization to succeed Why Manage Employee Engagement? Employees have the desire to be recognized, praised, and considered
important. Employee satisfaction is the major factor affecting
customer satisfaction. When employees feel valued and find
personal satisfaction in their jobs, they will go to extraordinary
lengths to exceed customer expectations. Communication Rewards & Recognition Recognize and reward productive employees. Appreciation encourages the craving for
recognition and motivates the employee to take on tougher tasks in the future.
Recognition programs aim to increase both employee motivation and
engagement so employees will sustain and increase the expression
of behaviors linked to job performance. Professional & Personal Growth Feedback Feedback to employees helps improve their performance, decreases turnover, motivates self-improvement, and builds trust. Feedback ensures that management and employees are in sync and agree on the standards and expectations of the work to be performed. Facilitate career advancement and opportunities to improve skills through training, employers can improve their employee engagement. An employee who is feeling confident and improved by the organization actively promotes the organization to others. Professional & Personal Growth Professional growth is about being challenged in one's job and being given meaningful work and opportunities for training and advancement. Professional and personal growth is often intertwined for most employees. There are many ways that managers can show they care and support their employees' personal and career development. Good communication is open, honest and timely. Communication needs to be fluid and frequent throughout the organization. Managers need to be accessible to employees for questions, support and encouragement. Good leaders share the organization's successes as well as its failures with employees. Whether the news is good or bad, people want and need to know. Communication Active Listening Listen to what your employees are telling you. Managing is less about telling and more about listening. Effective listening managers help their employees solve important problems by allowing them to talk through the problem. The relationship between employees, managers and senior leaders has a significant impact on employee engagement. Most people who feel they are working for a good manager also feel they have a good job and are more willing to do their best to help their manager and organization be successful. Leadership Leaders want followers to be productive, reliable, honest, cooperative,
proactive, and flexible. In contrast, research shows that followers want
organizational leaders who create feelings of significance, community,
and excitement. References Summary Feedback Communication often leads to innovation,
increased trust, and engagement. Create an environment where employees are encouraged and rewarded for speaking up regarding ideas and concerns, regardless of level in the organization. Rewards & Recognition Praise people immediately by saying thank you or giving a friendly tap on the shoulder when they are caught doing things right. Applaud the positive productive behavior and encourage them to do more of the same. Central Michigan University. (2009). Organizational
dynamics and human behavior (2nd ed.). New York:
McGraw-Hill Publishers.
Heintz, N. (2009). Building a Culture of Employee
Appreciation. Small Business Ideas and Resources for
Entrepreneurs. Retrieved February 24, 2013, from http://www.inc.com/magazine/20090901/building-a-culture-of-employee-appreciation.html
Kruse, K. (2012). What is Employee Engagement. Forbes.
Retrieved February 24, 2013, from
http://www.forbes.com/sites/kevinkruse/2012/06/22/ employee-engagement-what-and-why/ (Kruse, 2012) (Central Michigan University, 2009, p.308) (Heintz, 2009)
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