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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

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 to
Work in/with an
organization where
ALL EMPLOYEES say,

I LOVE MY JOB

A Motivation Problem?

Why
is
Engagement
Important
?
Why is Engagement Important ?
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.

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.

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

1. Create a Partnership
The 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 Employees
Involve 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 Plan
Be 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 Performance
Regularly 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 Promises
Never 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 Environment
A 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 Them
A 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 try

Methods of engaging employees

Aon Hewitt : Engagement


Model

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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 Hew

Hewitt: Engagement
Framework : Six Categories
to Drive Engagement
Work

People

Work
Resources
Processes

Senior Leadership
Manager
Coworkers
Customers

Total Rewards
Pay
Benefits
Recognition

Company Practices
Policies & People Practices
Performance Assessment
Company Reputation

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Engagement

Opportunities
Career Opportunities
Learning & Development

Quality of Life
Work Life Balance

Gallup Study Q12

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 key
expectations, 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 of
superior performance.
The engagement index slots people into one of three categories:
Engaged employees work with passion and feel a profound connection to their
company. They
drive innovation and move the organization forward.
Not-Engaged employees are essentially checked out. They are sleepwalking
through their
workday. They are putting in time, but not enough energy or passion into their
work.
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Actively Disengaged employees arent just unhappy at work; theyre busy
acting out their unhappiness. Every day, these workers undermine what their

The Gallup Q12


1.
2.
3.
4.

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?
5. Does your supervisor, or someone at work, seem to care about you as a
person?
6. Is there someone at work who encourages your development?
7. At work, do your opinions seem to count?
8. Does the mission/purpose of your company make you feel your job is
important?
9. Are your associates (fellow employees) committed to doing quality work?
10.Do you have a best friend at work?
11.In the last six months, has someone at work talked to you about your
progress?
12.In the last year, have you had opportunities at work to learn and grow?
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