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Employee Engagement

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by

Gabriela Esqueda

on 25 March 2015

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Transcript of Employee Engagement

Employee Engagement by:
Adrianne Childers, Nikica Vasily, Gabriela Esqueda

Employee engagement is the emotional commitment the employee has to the organization and its goals.

Valued by the company
Motivated by the success of the organization
Connected to their coworkers, the people they serve, and their jobs
They are proud to be with the organization and work towards the goals of the organization
What is it?
Better performance in the organization
Higher retention rates
Higher profitability
Customer ratings
Safety incidents
Shrinkage
Absenteeism
Quality
Why do we need it?
1) Training
2) Work/Life Balance
3) Empowerment
4) Employee surveys
5) Good Managers
6) SMART Goals
How do we achieve engagement
Employee Engagement
Empowerment
Employee Surveys
Ask questions
Listen
Understand
Action
Employees except action to follow
Specific, relevant, actionable

Good Managers
S.M.A.R.T. Goals
Conclusion
"If employees truly are a company's best asset, then their care and support should be a priority"
-Robin Riley
High job meaningfulness

Variety in tasks (cross training)

High autonomy

Less managerial reporting

Encourage employees to take on new responsibilities and projects

Give specific, constructive feedback
Take responsibility for employee (dis)engagement
Train managers
Track their progress
Ensure that they continuously focus on emotionally engaging employees
Know strengths and weaknesses
Thank You






Questions??
Training/Development
Training to develop employees, development by training

Have a training program that ties into your business strategy and develop correct KSAS

Give feedback immediately (i.e. spot rewards, behavior mods)
Work/Life Balance
Case Study
Kier's Group - UK
Leading construction, development and service group
Specializes in:
building and civil engineering
support services,
private and affordable residential development
Employs 11,600 people worldwide
Reasons for Engagement
Joint Venture with City Council
Maintain city's council housing and public building
Transferring 1,200 employees
Need to improve:
Company's culture
Engage employee's in improving and growing the business
Formula for Success
22 icons depicting organizational culture
Can Do Attitude
Inspiring Leadership
Feedback Survey
Improvement Groups
Participate in Future Direction
Results
Employee Engagement scores of 90%
Continuous improvement of culture
Helped to improve customer satisfaction and
Business grew
Employee feedback opportunities
Feedback is acted on and progress is reported back to employees
Trade unions - helping to facilitate change and acting as a valuable sounding board
Smart
Measurable
Achievable
Realistic
Timely


Methods of Training
Cross Training:
job rotating and taking on new responsibilities

Why?
Decreases the chance of employee becoming bored, increases value of an employee, flexibility
Mentoring
: Process of 1 person helping other to grow and develop
-
Formal
-
Informal
Employees
ability to balance
the demands of
work and non-work responsibilities

Unlikely to achieve a real balance but employers can ease stress

How does work become imbalanced?
Too many hours worked, no control over hours
Unpredictable/irregular schedules
Ambiguous roles and day to day expectations
Work Environment
How to Solve Work Imbalance
Attempt to mirror admirable companies
Fortune's
"100 Best Companies to Work For"
all had a form of these programs:

1) Support family responsibilities

2) Programs for improving employee health

3) Paid time away from work

4) Support employees in pursuing further education and training
Empowerment
Discuss employee's career development

Let them know they have the ability to grow in the company

Steps to move to the next position
Table 8.1
Stakeholder Career Development Accountabilities
Organization Educate employees about their career management responsibilities
Provide a process and tools to help employees manage their careers
Educate managers on their career management coaching responsibilities
Provide fair and equal job access to employees
Encourage and support retention of employees within the organization

Manager Clarify the organization’s strategic direction and relate an individual’s
career goals to the organization’s needs
Ensure that each employee has a career development plan
Provide guidance and coaching around career development
Provide honest, insightful feedback to employees regarding their career opportunities and performance
Help employees identify developmental assignments and activities

Employee Increase self-awareness of competencies, experiences, interests, and
opportunities
Seek feedback and career advice
Develop skills and competencies needed to accomplish career goals
Develop a career plan and execute
Full transcript