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Employee Engagement

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by

Patricia Diaz

on 28 April 2014

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Transcript of Employee Engagement

"Tell me and I will forget;
show me and I may remember;
involve me and I’ll understand"

Chinese Proverb

Culture of Trust
"Best-places-to-work" companies don't have ping pong tables and free lunch, they have a soul which makes work exciting and energizing"
Josh Bersin
How to engage our people?
"Employee Engagement is a business essential.
As such, it deserves to be a solid part of our organization's strategic priorities"
Faye Schmidt

"Trust is a biological reaction to the belief that someone has our well-being at heart."
Simon Sinek
"Engaged employees stay for what they give, disengaged employees stay for what they get"
Christopher Rice

Trust forms the foundation for effective communication, employee retention, employee motivation and contribution of discretionary energy, the extra effort that people voluntarily invest in work.
Susan Heathfield

CULTURE
TRUST
INTERACT
"Electric communication will never be a substitute for the face of someone who with their soul encourages another person to be brave and true"
Charles Dickens

SENIOR MANAGEMENT
*sources included in a different colour than the rest of the text
"I have yet to find the man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval, than under a spirit of criticism."
Charles Schwab,

*sources included in a different colour than the rest of the text
SHARE
*sources included in a different colour than the rest of the text
RECOGNIZE
(Canadian Association of the Deaf, 2012
)
Think Back...

Now you have learned many statistics and seen the point of view of numerous grade 10 and 11 students regarding the treatment of people with disabilities.

What is your perspective on this controversial topic?
Bibliography
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Living with Autism
[Web Photo]. Retrieved from http://www.oprah.com/world/Living-with-Autism/3

Behling-Hovdal, J. (Photographer). (2005).
Helping Hands
[Web Photo]. Retrieved from http://essentialsurvival.org/work-with-me/

Buzzle. (Photographer). (2000).
Teaching Children with Down Syndrome
[Web Photo]. Retrieved from http://www.buzzle.com/articles/teaching-children-with-down-syndrome.html

CAMH. (2013).
Mental illness and addiction statistics
. Retrieved from http://www.camh.ca/en/hospital/about_camh/newsroom/for_reporters/Pages/addictionmentalhealthstatistics.aspx

Charity Village. (2013).
Disabilities
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Devine, M., & Dattilo, J. (2001).
Social acceptance and leisure lifestyles of people with disabilities
.THERAPEUTIC RECREATION JOURNAL,34(4), 306-322,. Retrieved from http://www.bctra.org/wp-content/uploads/tr_journals/1081-4236-1-PB.pdf

Digioia, M., Jaramaz, B., & Colgan, D. (1998).
Computer assisted orthopaedic surgery
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Disability History Museum. (2013).
Beyond affliction
. Retrieved from http://www.disabilitymuseum.org/dhm/index.html

Disabled World. (2013, December 5).
Disability discrimination information.
Retrieved from http://www.disabled-world.com/disability/discrimination/


Kilgour, D. (1995).
Equal access: Integration of persons with disabilities
. Retrieved from http://www.david-kilgour.com/mp/disabilities.htm

King, D. (Artist). (2013).
Supported Holidays 4 All
[Web Graphic]. Retrieved from http://www.supportedholidays4all.co.uk/

Lee, H. (Photographer). (2009)
. People Helping People
[Web Photo]. Retrieved from http://hslee68.blogspot.ca/2011_08_01_archive.html

Lemonade Life. (Artist). (2010).
Helping Hands
[Web Drawing]. Retrieved from http://lemonlemonade.wordpress.com/2010/02/08/helping-hands/

Light for the World. (2008).
Inclusive society.
Retrieved from http://www.lightfortheworld.nl/en/about-us/downloads/policy-papers?gclid=CImQrZr0q7sCFeYWMgod6nkAPQ

Mearns, D. (Designer). (2013).
Critical Thinking Music Videos
[Web Graphic]. Retrieved from http://davidmearns.blogspot.ca/2013/05/critical-thinking-music-videos.html

Mesirow, J. (Photographer). (2013).
Some Relationships Have A “Giver” And A “Taker”
[Web Photo]. Retrieved from http://www.legaljuice.com/2013/04/post_658.html

New Design Group. (Artist). (2013).
AODA for Websites
[Print Photo]. Retrieved from http://www.newdesigngroup.ca/blog/impact-aoda-website/

Ontario Ministry of Economic Development, Trade and Employment. Ontario Ministry of Economic Development, Trade and Employment, (2013)
.About the accessibility for ontarians with disabilities act
, 2005. Retrieved from website: http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/understanding_accessibility/aoda.aspx

People First. (2012, March 6).
Are your employees comfortable disclosing disability?
. Retrieved from http://www.peoplefirst4aoda.com/are-your-employees-comfortable-disclosing-disability-5/

PwC. (2013).
Total tax contribution
. Retrieved from http://www.pwc.com/ca/en/corporate-tax/total-contribution.jhtml

Service Canada. (2013, December 5).
Funding: Opportunities fund for persons with disabilities
. Retrieved from http://www.servicecanada.gc.ca/eng/of/




Tanner, M. (1995).
Relationship between the welfare state and crime
. Retrieved from http://www.cato.org/publications/congressional-testimony/relationship-between-welfare-state-crime-0

Tosorontio. (Artist). (2013).
Accessibility Advisory Committee
[Web Graphic]. Retrieved from http://www.townshipadjtos.on.ca/council/accessibility

United Nations Department of Economic and Social Affairs. (2004).
Human rights and disabled persons*
. Retrieved from http://www.un.org/esa/socdev/enable/dispaperdes1.htm

Wallpaperrich. (Artist). (2013).
albert einstein 2068 hd wallpaper backgrounds
[Web Photo]. Retrieved from http://wallpaperich.com/albert-einstein-2068-hd-wallpapers.html

Wa Munyi, C. (2012).
Past and present perceptions towards disability: A historical perspective
. Informally published manuscript, Retrieved from http://dsq-sds.org/article/view/3197/3068


Fattig, M. (2007, December 28).
Famous people with aspergers syndrome
. Retrieved from http://www.disabled-world.com/artman/publish/article_2086.shtml

Galarneau , D., & Radulescu, M. (n.d.).
Employment among the disabled.
Retrieved from http://www.statcan.gc.ca/pub/75-001-x/2009105/article/10865-eng.htm

Glouberman, N. (2013, March 7).
Relocating? compare cost of living and industries across canada
. Retrieved from http://canadianimmigrant.ca/settling-in-canada/relocating-compare-cost-of-living-and-industries-across-canada

Good, C. (Photographer). (2013).
Helping the Helpless
[Web Photo]. Retrieved from http://www.carolecgood.com/helpingthehelpless.htm

Government of Alberta. (Photographer). (2013). F
amily Support for Children with Disabilities
[Web Photo]. Retrieved from http://www.edmontonandareacfsa.gov.ab.ca/publish/515.cfm

Gracia, S. (Artist). (2013).
Disabled people
[Web Graphic]. Retrieved from http://gartroquisa.blogspot.ca/2012/05/disabled-people.html

Harman, G. (Artist). (2013).
Before the light bulb.
. [Web Drawing]. Retrieved from http://www.bubblews.com/news/813530-before-the-light-bulb

Harper, S. (2007, August 31).
Mental health commission of canada
. Retrieved from http://www.pm.gc.ca/eng/news/2007/08/31/mental-health-commission-canada

Human Resources and Skills Development Canada. Human Resources and Skills Development Canada, (2006).
Canadians in context - people with disabilities
. Retrieved from website: http://www4.hrsdc.gc.ca/.3ndic.1t.4r@-eng.jsp?iid=40
*again please note than any blog source is because the owner of the blog is the artist of the clipart images seen in this presentation
**any news article source is because the photographer posted the image on the news site
***no information was taken from aforementioned sources
****all images were attempted to be traced back to their original source
My Survey
In general:
seem to agree that there is not enough support for people with disabilities
would spend money on preventing disabilities than curing
seem to feel comfortable talking to a person with a disability (although 56% think that the individual with the disability is not comfortable talking about their disability)
there is not enough data to conclude any findings
the people who were surveyed are a very specific demographic -> cannot generalize any results
Mearns, D. (Designer). (2013).
Critical Thinking Music Videos
[Web Graphic]. Retrieved from http://davidmearns.blogspot.ca/2013/05/critical-thinking-music-videos.html
Compelling Vision



Develop organization vision statement and share it with direct reports.


Annually

WHAT


HOW


WHEN
Compelling Vision
One-on-One Interaction
Group Interaction
Skip Level Meetings
The Face behind the Name
Blogs / Tweets
WHAT


HOW


WHEN
WHAT


HOW


WHEN
One-on-One
Interaction


“A Day in the Life Of"- Spend the day at a site / plant / department with salary and hourly people.

Monthly

Group Interaction



Q&A Sessions (1 hours) for all sites. Town hall meetings to allow people to ask questions.

Quarterly

WHAT


HOW


WHEN
WHAT



HOW



WHEN
Trust cannot be rushed,
it takes time

"Trust is the cornerstone, the foundation, for everything we'd like our organization to be now and for everything we'd like it to become in the future.
Let's lay this groundwork well"
Create a Culture of Trust by making Employee Engagement part of Human Resources Excellence Dialogue Objectives for all salary employees, starting now and sustained by a 3 year strategy.
PROPOSAL
THE SOUL
By September 30, 2014: Each employee must identify and include in their IDP at least one (1) competency to develop in order to increase the culture of trust
Starting in 2015: Each employee must include at least one (1) sustainable action in their 2015 Dialogue, and going forward
SUSTAINABLE ACTIONS
DIALOGUE
Interact
- Make it personal, connect with people, heart-to-heart, and show you care
Share
- Be generous, let colleagues benefit from your expertise, know-how and interpersonal skills
Recognize
- Celebrate success, acknowledge the effort, be it individual or collective, and reward excellence

INDIVIDUAL OWNERSHIP
BUILD THE FOUNDATION
FIRST MANAGEMENT
Exciting Toolbox
meetings


Interactive toolbox meetings with participation from the hourly employees


Weekly

WHAT


HOW


WHEN
Exciting Toolbox meetings
Group interaction
One-on-One interaction
Your Boss' boss
Grass Roots Teams
WHAT


HOW


WHEN

Your Boss' boss



Build a relationship with your boss' boss / all levels of management


Quarterly

WHAT


HOW


WHEN
Group Interaction



Support and participate in all Q&A sessions


Quarterly

WHAT


HOW


WHEN
WHAT


HOW


WHEN
MIDDLE MANAGEMENT
Compelling Vision



Develop departmental vision statement and share it with direct reports


Annually

WHAT


HOW


WHEN
WHAT


HOW


WHEN
WHAT


HOW


WHEN
Foster Team Work



Hold mandatory intra-team meetings and invite other MML to participate.



Monthly

WHAT


HOW



WHEN
Team Building



Hold team building activities with salaried people (e.i, soccer games, bike rides, etc)



Monthly
WHAT


HOW


WHEN
SALARY
Networking



Promote face to face communication across the organization.


Daily

WHAT


HOW


WHEN
Networking
Group interaction
One-on-One interaction
Your Boss' boss
WHAT


HOW


WHEN
Group Interaction



Participate in all Q&A sessions



Quarterly

WHAT


HOW


WHEN
One-on-One
Interaction


“A Day in the Life Of" - Spend the day at a site / plant with salary and hourly people.

Quarterly

WHAT


HOW


WHEN
One-on-One
Interaction


“A Day in the Life Of" - Spend the day at a site/plant with hourly people.


Monthly
Group Interaction



Q&A Sessions (1 hour) for all sites. Town hall meetings to allow people to ask questions.

Quarterly

Grass Roots Teams



Involve hourly employees in site problem solving solutions



Monthly

Your Boss' boss



Build a relationship with your boss' boss / all levels of management


Quarterly

SENIOR MANAGEMENT
Network



Hold a lunch and bring people from all divisions to network


Monthly

WHAT


HOW


WHEN
Network
Learning
Care
Support
CSR
WHAT


HOW


WHEN
Learning



Promote cross-divisional site visits / interactions and learning opportunities


Monthly

WHAT


HOW


WHEN
Care



Show direct reports that you care for them - know your people


Daily

Support



Coach all direct reports
Mentor 1 potential successor


Quarterly

WHAT


HOW


WHEN
CSR



Personally encourage and participate in CSR initiatives with salaried employees



Annually
WHAT


HOW


WHEN
FIRST MANAGEMENT
WHAT


HOW


WHEN
Support
Care
CSR
Information
WHAT


HOW


WHEN
WHAT


HOW


WHEN
WHAT


HOW


WHEN
SALARIED
Help others



Help 1 person every day (minimum)



Daily

WHAT


HOW


WHEN
Help others
CSR
Information
WHAT


HOW


WHEN
CSR



Participate in CSR initiatives



Annually

WHAT


HOW


WHEN
Information



Peer-to-Peer share of potentially interesting information / opportunities

Annually

MIDDLE MANAGEMENT
Network



Actively represent HCA in industry boards.


Annually

Network
Support
Care
CSR
Information
WHAT


HOW


WHEN
Support



Coach all direct reports
Mentor 1 potential successor


Quarterly

WHAT


HOW


WHEN
Care



Show direct reports that you care for them - know your people


Daily

CSR



Personally encourage and participate in CSR initiatives with salaried employees


Annually

WHAT


HOW


WHEN
Information



Peer-to-Peer sharing (interdivisional) of potentially interesting information / opportunities


Annually
WHAT


HOW


WHEN
Celebrate
Communicate
Thank others
Appreciate
President Awards for Innovation
FIRST MANAGEMENT
Peer-to-Peer recognition
Thank others
Appreciation
HOURLY
Peer-to-Peer recognition
SALARIED
Peer-to-Peer recognition
Thank others
MIDDLE MANAGEMENT
Celebrate
Communicate
Thank others
Appreciate
Best Practices
WHAT


HOW


WHEN
WHAT



HOW


WHEN
Communicate success




Communicate high performance employees/sites using “Twitter”, “The Hub” and “The Conveyor”


Monthly


WHAT


HOW


WHEN
Thank others


Recognize when people do a good job, show appreciation, say thank you.


Daily

Appreciate


Year end appreciation party/lunch for everyone.
Acknowledge birthdays
Xmas party for kids

Annually

WHAT


HOW


WHEN
President's Award
for Innovation


Reward new ideas / initiatives



Annually
WHAT


HOW


WHEN
Celebrate Success
Reward 1 site with high performance with tickets to a game.
Reward outstanding employees with personalized award reflective of their interest.
Party for promoted/retired employees.
Invite employees to share good news story at Exco / management meetings
Quarterly

WHAT


HOW




WHEN
SENIOR MANAGEMENT
WHAT


HOW


WHEN
WHAT


HOW


WHEN
Appreciation



Acknowledge birthdays



Daily
Peer-to-Peer
recognition


Pass it on, symbol for great initiatives (e.i, RMX truck)


Annually

WHAT


HOW


WHEN
WHAT


HOW


WHEN
Communicate Success



Share with others high performance employees/sites using “Twitter”, “The Hub” and “The Conveyor”.

Monthly
WHAT


HOW


WHEN
Thank others



Recognize when people do a good job, show appreciation, say thank you.


Daily

WHAT


HOW


WHEN
WHAT


HOW


WHEN
Thank others



Recognize when people do a good job, show appreciation, say thank you


Daily

Peer-to-Peer
recognition


Pass it on, symbol for great initiatives (e.i, RMX truck)


Daily

WHAT


HOW


WHEN
Peer-to-Peer
recognition


RMX truck or symbol for great initiatives. Pass it on


Daily

WHAT


HOW


WHEN
Celebrate

Reward 1 site with high performance with tickets to a game.
Reward outstanding employees with personalized award reflective of their interest.
Party for promoted/retired employees.
Invite employees to share good news story at Exco / management meetings

Quarterly

WHAT


HOW




WHEN
Appreciate



Year end appreciation party/lunch for everyone.
Acknowledge birthdays
Xmas party for kids
Annually

Support



Coach all direct reports
Mentor 1 potential succesor


Quarterly

Care



Show directs reports that you care for them - know your people


Daily

Information



Peer-to-Peer sharing of potentially interesting information / opportunities


Annually

CSR



Personally encourage and participate in CSR initiatives with hourly employees


Annually

Skip Level meetings



Participate in team meetings of direct reports


Quarterly

The Face behind
the name


Share important messages to everyone in the organization.
Replace memos with weekly videos (alternating Exco members)
Important News - Video conference or video, not just memo

Weekly
WHAT


HOW


WHEN
Blogs / Tweets



Updated regularly for all employees



Frequently

Compelling Vision
One-on-One Interaction
Group Interaction
Foster Team Work
The Face behind the Name
Blogs / Tweets
ENGAGEMENT ADVISORY TEAMS
By May 31, 2014: Participants of the BFL program must build an Employee Engagement Advisory Team in their respective business units, seeking the input of at least four (4) additional collaborators from various departments.
By October 31, 2014 : Employee Engagement Advisory Teams must identify sustainable actions (interact, share, recognize) likely to enhance our culture of trust and present them to their business unit Management Committee.
By December 31, 2014 : Management Committee will select sustainable actions to be implemented in 2015 and included in Dialogue.
One-on-One
Interaction

“A Day in the Life Of" - Spend the day at a different site / plant / department.


Monthly

Thank others



Recognize when people do a good job, show appreciation, say thank you


Annually

Information



Peer-to-peer share of potentially interesting information/opportunities


Annually
Full transcript