1.What is Employee Engagement ? 2.Video of the survey (Interview of employees) 3.Employee satisfaction v/s Employee Engagement ? 4.Employee Engagement Framework (Slide # 7 from diptis ppt) along with this (Video or game based on frame work) (Why Employee Engagement matters video)? 5.Importance of Employee Engagement (slide # 22 from richards folder) 6.Methods of engaging employees (Engagement ppt slide # 15, 23 & 24) 7.Managers role in driving engagement (slide # 25) 8.One more game 9.Feedback session 10.Case Study : Slide # 37

1.What is Employee Engagement ?2.Video of the survey (Interview of employees)

3.Employee satisfaction v/s Employee Engagement ?4.Employee Engagement Framework (Slide # 7 from diptis ppt) along with this(Video or game based on frame work)(Why Employee Engagement matters video)?5.Importance of Employee Engagement (slide # 22 from richards folder)6.Methods of engaging employees (Engagement ppt slide # 15, 23 & 24)7.Managers role in driving engagement (slide # 25)8.One more game9.Feedback session10.Case Study : Slide # 37

EMPLOYEE ENGAGEMENT

What according to you is Engagement?

What is Employee Engagement ?

An engaged employee is enthusiastically and proudly involved in his or her organization and day-to-day job responsibilities, and engagement keeps employees committed to their work.

A heightened emotional connection that an employee feels for his or her organization.

How Many of You Would Like toWork in/with an organization where ALL EMPLOYEES say,

I LOVE MY JOB

Raise hands Yep we all would!

A Motivation Problem?

According to Robert Half International, as many as 34% of employees who leave a company cite a lack of appreciation or very little appreciation for their contribution as their reason for leaving.. 34%.. That says VOLUMES!

Revenue: engaged employees play a major role in helping achieve revenue goals.Employee retention: engaged workforces enjoy higher retention rates.Productivity: engaged employees are more productive.Morale: engaged employees have higher morale.Creativity: engaged employees are viewed as more creative and innovative.Stakeholder loyalty: engaged employees are key to creating more loyal stakeholders.Why is Engagement Important ?

7

Employee Satisfaction: A measurement of an employees happiness with current job and conditions; it does not measure how much effort the employee is willing to expend.

Satisfaction is generally enough to retain employees, its not enough to ensure productivity Employee Engagement: A measurement of an employees emotional commitment to an organization; it takes into account the amount of discretionary effort an employee expends on behalf of the organization.

Employee engagement does promote increased productivity.

1. Create a PartnershipThe best way to encourage your people to consistently give their very best on the job is to create a partnership. Treat each employee as a valuable member of your team, and give them the autonomy to make decisions and do their work as they see fit, so long as they meet their performance standards.2. Involve Your EmployeesInvolve employees more deeply in your organization by inviting them to join cross-functional teams that draw on the expertise and talent of people from different parts of the organization. Let each team have the authority they need to make decisions on their own -- especially when the decisions directly affect them.3. Let Your Team in on the PlanBe as transparent with your people as you can be, in terms of providing information on how the company makes and loses money, letting them in on any strategies you may have and explaining to them their role in the big picture. When your employees understand the overall plan, they will view themselves as an important, vital piece of the puzzle.4. Provide Feedback on PerformanceRegularly set aside time to tell your people what they are doing right and point out any areas for improvement. If performance is not up to par, work with them to develop ideas on how to improve. Its important that employees feel they are supported by you and the organization, rather than being left behind because of an occasional mistake or bad call.5. Keep PromisesNever make a promise you cant keep, and when you do make a promise -- no matter how small it might be -- be sure to follow through with it. Even if you think your employees dont care about it, you can be sure that they are keeping score. If you arent certain that you will be able to follow through on a promise, then dont make it.6. Create a Productive Work EnvironmentA workplace that is trusting, open and fun will be the most productive and successful. Be open to new ideas and suggestions that come from your employees, and show them that their voices are being heard. Regularly set time aside for team-building exercises and meetings, and make them fun so your employees actually look forward to participating rather than looking for reasons to ditch them.7. Thank ThemA sincere thank-you for a job well done can be a powerful motivator for continued success and is an essential tool for every manager. Thank your employees personally and promptly when you catch them doing something right by writing a quick thank-you email or text message, or by dropping by their office to tell them in person.Take a walk in your employees shoes -- would you be enthusiastic about working for yourself? If not, then give these 7 steps a tryMethods of engaging employees

11Aon Hewitt : Engagement Model

The Engagement Model goes beyond measuring peoples satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance. Another key premise of the Engagement Model is that the Engagement Drivers are interrelated; they do not operate in isolation.Source : Aon Hewitt

Explanation11

Engagement

People Senior Leadership Manager Coworkers CustomersTotal Rewards Pay Benefits RecognitionCompany Practices Policies & People Practices Performance Assessment Company Reputation WorkResourcesProcesses WorkOpportunities Career Opportunities Learning & DevelopmentQuality of Life Work Life Balance12Hewitt: Engagement Framework : Six Categories to Drive Engagement

The Gallup Q12 is a survey designed to measure employee engagement. The instrument was the result of hundreds of focus groups and interviews. Researchers found that there were 12 keyexpectations, that when satisfied, form the foundation of strong feelings of engagement.Comparisons of engagement scores reveal that those with high Q12 scores Exhibit lower turnover,higher sales growth, better productivity, better customer loyalty and other manifestations ofsuperior performance.The engagement index slots people into one of three categories:Engaged employees work with passion and feel a profound connection to their company. Theydrive innovation and move the organization forward.Not-Engaged employees are essentially checked out. They are sleepwalking through theirworkday. They are putting in time, but not enough energy or passion into their work.Actively Disengaged employees arent just unhappy at work; theyre busy acting out their unhappiness. Every day, these workers undermine what their engaged co-workers accomplish.

13Gallup Study Q12

Do you know what is expected of you at work? Do you have the materials and equipment you need to do your work right? At work, do you have the opportunity to do what you do best every day? In the last seven days, have you received recognition or praise for doing good work? Does your supervisor, or someone at work, seem to care about you as a person? Is there someone at work who encourages your development? At work, do your opinions seem to count? Does the mission/purpose of your company make you feel your job is important? Are your associates (fellow employees) committed to doing quality work? Do you have a best friend at work? In the last six months, has someone at work talked to you about your progress? In the last year, have you had opportunities at work to learn and grow?

14The Gallup Q12