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MD
by Maria Dedato1 view·Updated Dec 4, 2021
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  1. Hello and welcome to my presentation
  2. on developing and sustaining employee engagement.
  3. My name is Maria. Thanks for watching and I hope you enjoy.
  4. So first on the agenda today is my introduction where I'll be introducing
  5. my topic and explaining why it's so important to um workplace development.
  6. Next I'll be introducing key topics such as major benefits of employee engagement
  7. And then go right into five key elements of engagement.
  8. And then we'll look at how to measure
  9. engagement levels in the workplace using surveys.
  10. I will then conclude by making recommendations and
  11. welcoming any questions that you might have.
  12. What is the cost of disengaged employees?
  13. The answer will surprise you.
  14. A study on employee engagement found that companies in the United States lose
  15. between $450 to $550 billion dollars each year due to disengaged employees.
  16. A single disengaged employee costs the company about $3,400
  17. in lost productivity for every $10,000 in salary.
  18. That's a lot.
  19. But how and why does engagement contribute to
  20. the overall success and longevity of an organization?
  21. Well,
  22. let's take dive into major benefits of engaged employees and
  23. why keeping them engaged improves and strengthens corporate culture.
  24. So first team goals become achievable,
  25. A noticeable improvement in productivity and performance
  26. increases in the workplace.
  27. Then
  28. the reduction of the risk of burnout.
  29. Next we have high retention and low turnover
  30. and lastly
  31. deeks decreased absenteeism
  32. to some of the benefits of engagement, improving your corporate culture
  33. will help companies boost workforce engagement, job satisfaction,
  34. employee retention and profitability.
  35. It will foster a pleasant work environment where employees will thrive
  36. and amplified business success.
  37. So on this next side I'll introduce on the magic model
  38. um that basically discusses the factors that contribute to engagement levels.
  39. Research on over 50 million employees helped discover
  40. that these five elements that spell out magic.
  41. Mhm.
  42. Directly contribute
  43. two
  44. employee engagement levels or a decrease in employee engagement levels.
  45. So the M. Stands for meaning
  46. your work has a purpose beyond the job itself.
  47. A stands for autonomy,
  48. the power to shape and to work.
  49. Um An environment that allows you to perform at your best
  50. G stands for growth
  51. being challenged in ways that result in
  52. personal and professional development or progress.
  53. I stands for impact, seeing positive and. Effectual outcomes
  54. in your work,
  55. N. C.
  56. Connection,
  57. the sense of belonging to something beyond yourself.
  58. Survey items that measure these five engagement
  59. um contributions must also measure outcomes perceptions,
  60. attitudes and beliefs just so we can really
  61. grasp how the employee feels in the workplace.
  62. So this survey here is from Gallup, Gallup employee engagement survey.
  63. Um according to Gallup's most recent research, 51%,
  64. as you can see on the graph here of employees are disengaged in the workplace.
  65. 13% are actively disengaged
  66. actively disengaged employees are employees that are noticeably unhappy
  67. and spread negative vibes to their colleagues at work.
  68. And lastly 36% of engaged of employees were actually engaged
  69. which is rather low but it is the highest number since
  70. Gallop started measuring employee engagement back in the 2000s
  71. effective surveys produce results that will help managers and leaders determine
  72. um what action specifically and what area
  73. specifically need the most improvement and focus.
  74. So the questions should revolve around how
  75. employees feel in the workplace so that the
  76. appropriate and most effective action plans can
  77. be implemented for optimal results of course.
  78. So here are some survey questions or some examples of survey questions.
  79. Um there's two types um we'll look at the first one anchor questions.
  80. This first type of ankle question will explore
  81. how employees again currently feel their current job.
  82. The first question asks employees if it's easy to become engaged in their job.
  83. This question indicates how an employee feels at work,
  84. is the job motivating and is it rewarding?
  85. Um We see the second question here says,
  86. I would recommend this company as a great place to work.
  87. This question evaluates the level of commitment
  88. a person feels towards their company.
  89. And our third question here says most days I look forward to coming to work.
  90. This question evaluates an individual's sense of belonging in the workplace.
  91. A sense of belonging is most often times the most the main driver of engagement.
  92. So when employees understand and how and why
  93. their their contributions impact the entire organization,
  94. their work becomes more significant to them.
  95. These are sample magic questions.
  96. Um Again,
  97. these questions investigate the five key
  98. drivers of engagement discussed earlier on.
  99. Um And so these questions evaluate Governor governor
  100. governance policies and procedures in the overall workplace.
  101. So for meaning we have my job provides me with a sense of meaning and purpose
  102. for autonomy. I have the freedom to choose how to best perform my job
  103. for growth.
  104. I feel challenged in my job in a
  105. way that results in personal and professional development
  106. impact. Most days I see positive results because of my work
  107. and connection. I feel like I belong here.
  108. So in conclusion, after extensive research on this topic,
  109. developing and sustaining employee engagement.
  110. The following recommendations have been made to um
  111. strengthen the overall culture and increase engagement levels.
  112. So first we have measure engagement levels using surveys
  113. or other methods of data collection are fine.
  114. Um consistently to focus on which areas of the organization need improvement.
  115. Second recommendation is recognizing top performance.
  116. So for example giving genuine and honest
  117. feedback or recognition programs for employees.
  118. And lastly practicing effective communication,
  119. effective communication can be really helpful to
  120. the employee's success and development and providing
  121. constructive feedback can help them improve and
  122. um make overall adjustments in their work.
  123. So examples can be using the company
  124. internet to advertise personal or company successes.
  125. Um So thanks for watching again, I really hope you enjoyed this.
  126. Please let me know if you have any questions.
  127. I welcome them and I appreciate them and um thanks for watching. I hope you enjoyed