Employee Engagement

1. Employee Engagement

2. What is Employee Engagement? Employee Engagement Definition Employee engagement is a business management concept in which the workers are fully involved in, and enthusiastic about work and thus will act in a way that furthers their organization's interest. It refers to an employee's involvement with, commitment to, and satisfaction   with work. 

3. What is Employee Engagement? Employee Engagement Definition Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.

4. Employee Satisfaction vs. Employee Engagement Employee engagement is not the same as employee satisfaction. • Satisfied employees are merely happy or content with their jobs and the status quo. For some, this might involve doing as little work as possible. • Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs. Employee satisfaction… • only deals with how happy or content employees are. • covers the basic concerns and needs of employees. • does not address employees’ level of motivation or involvement.

5. Employee Engagement Framework An employee engagement model based on statistical analysis and widely supported by industry research. Engagement withThe Organization Engagement with“My Manager” High Performance Strategic Alignment Competency

6. Engagement with The Organization • Measures how engaged employees are with the organization as a whole. • Includes employee feelings about and perceptions of senior management. • Key components include trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.

7. Engagement with “My Manager” • A more specific measure of how employees feel about their direct supervisors. • For most employees, this factor has the largest impact on day-to-day life at work. • Topics include mutual respect, feeling valued, being treated fairly, receiving feedback and direction, etc.

8. Beyond Engagement – Alignment & Competency An organization needs more than just engaged employees in order to succeed. There are two additional areas that relate to employee performance and that are closely linked to engagement. Strategic alignment • Does the organization have a clear strategy and set of goals? • Do employees understand how the work they do contributes to the organization's success? • Strategic Alignment ensures that employee effort is focused in the right direction. Competency • Do managers have the skills needed to get the job done? • Do managers display the behaviors needed to motivate employees? • Competency is measured with 360 Degree Feedback.

9. Employee Engagement Dynamics Drivers of Engagement - What matters most? Knowing whether employees are engaged or disengaged is only the first step. You also need to understand the key drivers of engagement. We employ two techniques that enable you to identify what to focus on and how to improve in those areas. • Priority Level - we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group. • Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. These comments often provide the detailed and specific what, why, and how so you can take action.

10. Employee Engagement Dashboard This is where things start to get exciting! The Employee Engagement Dashboard enables you to quickly and clearly identify global engagement themes as well as which parts of your organization are "at risk" due to specific, localized engagement problems. Scalpel vs. Sledgehammer In our experience, most engagement issues are local. Regardless of how a company is doing overall, there are always things happening further down in an organization that are having a negative impact on engagement within a specific department, location, workgroup, etc. The employee engagement dashboard will enable you to instantly identify these problem areas within your organization so you can take action more quickly and with greater precision.

11. Employee INVOLVEMENT Syed Imtiaz Hussain

12. Introduction • Getting employees' ideas and getting their involvement is critical in our rapidly changing world. If your company is going to be competitive, it's mandatory to involve not just hands, but the ideas from everyone in your organization.  • This issue is about ways to involve employees. People who work for organizations often have ideas and thoughts that could make all the difference but they don't express them. • Employee involvement significantly benefits a business by tapping into their greatest resources, their employees.

13. What is Employee Involvement?

14. What is Employee Involvement? It is a participative style of management and a range of activities that are designed to increase employees' understanding of the organization, utilize their talents, enable them to influence decisions, and encourage their commitment to the goals of the organization.

15. What is Employee Involvement? Employee involvement is the degree employees share information, knowledge, rewards, and power throughout the organization. It is the regular participation of employees in deciding how their work is done, making suggestions for improvement, goal setting, planning, and monitoring of their performance. People involved in a process know best and involved employees are more motivated to improve their performance. Employee involvement entails a one-on-one approach between the employee and management. This process encourages the employees to take ownership of the outcome of the project.

16. What is the Purpose of Employee Involvement? Why is it important to capture ideas and suggestions? For starters, the process improves individual motivation and morale. Involvement programs help capture the creativity, energy, and ideas many people have. They also allow departments and individuals to work cross-functionally, and create an environment of learning and constant renewal.

17. What are the Benefits of Employee Involvement? Employee involvement can: • improve efficiency • improve quality and competitiveness • increase job satisfaction and motivation • Encourage co-operation and improve industrial relations.

18. Methods of Involving Employees There are two methods of involving employees: • indirect involvement where a representative acts on behalf of employees • direct involvement where employees are involved in decisions about how they work

19. Methods of Involving Employees • Effective communications are essential to the success of employee involvement. • It is important to create the right climate and maintain communications systems which aid a free flow of information within an organization. • Regular meetings also help to involve employees.

20. Conclusion • One of the greatest underlying factors in the success or failure of any organization is the power of its people, and how well that power is focused towards meeting the organization's objectives.

21. Conclusion • Employee involvement is a process for empowering employees to participate in managerial decision-making and improvement activities appropriate to their levels in the organization.

22. Conclusion • Empowerment means that all employees feel that they have the responsibility and authority to participate in decision making and problem solving in their appropriate operating levels. It's obvious that a whole company of skilled and capable problem solvers will have a distinct competitive advantage over an organization with only a few keys contributors and an army of drones.

23. Employee Participation • Employee participation occurs when employees participate in a business activity and share the activity with others. These others form one  team with the employee and the team is responsible for completion of a goal or project. The team provides the forum where the employee can suggest ideas to make the item more  efficiently and make decisons about his portion of the team's project.