OVERVIEWBusinesses today are
striving to generate greater productivity, quality, customer satisfaction and
profitability with fewer employees. And Employee Engagement is a proven method
for doing just that.
Engaged employees:
- Expend
discretionary effort doing more than they are asked
- Are
motivated toward the organization’s success
- Work the
hardest, stay the longest and perform to their capabilities
Employee Engagement has been well researched in studies by: Gallup, Towers Watson, Hay Group, DDI,
The Conference Board, WorldatWork, BlessingWhite & Aon Hewitt
The research has shown that engaged employees generate:
- higher
profitability
- enhanced
customer satisfaction
- increased
productivity
- less
absenteeism
- less
turnover
- fewer
accidents
One study found that
companies with the highest levels of Employee Engagement have a significantly
greater increase in stock price.
When leadership teams become aware of these economic benefits of engaged
employees,they usually want to take advantage of the opportunity and avoid
‘leaving money on the table.’
WHY
SHOULD YOU ATTEND
Organizations have a
huge opportunity to benefit from a more engaged workforce because only approximately
30% of employees are engaged:
- With
approximately 50% unengaged – going thru the motions; not performing to
their capabilities
- And the
balance of 20% are disengaged – unhappy at work and their mission is to
make sure their co-workers are also unhappy
Need of employee
engagement strategies is logical and employees can be benefitted by:
- Being told
what’s expected of them
- Having the
materials and equipment they need
- Receiving
periodic recognition and praise
- Feeling
their supervisor cares about them
Any supervisor who’s
willing can improve his/her team's level of engagement because there are
practical ways that tell you how to improve employee engagement.
Disney for example:
- Trains its
supervisors in the Engagement Coaching practices and behaviours expected
of them
- Gauges
their supervisors’ performance through Employee Engagement Surveys
- Holds
their supervisors accountable using coaching, goals, appraisals, merits,
bonuses and promotions
Supervisors are the
key to engaging employees. The two factors that have the greatest impact on an
employee's degree of engagement are:
- the
employee's relationships with his/her immediate supervisor
- whether
his/her supervisor is meeting the employee's few engagement needs
And your supervisors
have multiple daily Engagement Coaching opportunities to:
- strengthen
the relationship
- listen,
learn and coach
- enhance
the employee’s engagement and performance
AREAS
COVERED
- Employee
Compliance is Not Engagement
- Compliance
is short term, forced adherence because there are penalties for
noncompliance
- Engagement
is sustained, enthusiastic & willing performance
- Why just
telling employees what you want them to do is not enough?
- What is
Employee Engagement?
- Characteristics
of Engaged Employees
- Three
Levels of Engagement
- Employee
engagement strategies
- The
Business Case for Increasing Employee Engagement
- Employee
Engagement Survey - Highlights of the research studies some involving
Multiple-Industries, over 20 years, with large Samples of Front Line
Employees and Managers
- Why
Engagement is Worth the Effort
- Companies
Utilizing Employee Engagement
- Numerous
Brand Name Organizations have Found that their Facilities with High
Engagement have Lower Turnover, Fewer Accidents as well as Higher
Productivity and Profitability
- The
Significance of Your Role as a Manager
- The
responses to Engagement Questions are Based More on Employees' Opinions
of Their Immediate Manager – Than the Policies of the Company
- Managers
can Impact an Employee's Discretionary Effort by 20% or More
- Why great
Managers are Catalysts
- How Great
Managers Release Their Employees’ Potential:
- Utilizing
Manager - Employee Touch Points
- The
Employee Performance Needs Most Correlated with Positive Business
Outcomes
- Numerous
Practical Ways for Managers to Meet Each of The Employee Performance
Needs Most Correlated with Positive Business Outcomes
- The
Secondary Set of Core Employee Engagement Needs
- What
About Pay?
LEARNING
OBJECTIVES
What is Employee
Engagement?
Employee engagement is an emotional state and a behavioural reaction to an
employee's relationship with his/her manager and perception of the organization.
Engagement involves an employee's degree of focus, motivation and passion for
his/her job.
Why is Employee Engagement Important?
Engaged employees are motivated toward the organization's success, take pride
in their work, suggest improvements, pursue self development, expend
discretionary effort, say good things about their organization and plan to
stay.
What is the Business Case?
Most organizations have significant opportunity for improving employee
engagement to drive business performance. Across the U.S. only 31% of employees
are engaged. There have been over 100 research studies proving the improvements
in organizational performance resulting from engaged employees.
WHO
WILL BENEFIT
HR Professionals New
to the Field - seeking a comprehensive view of the subject with multiple
initiatives
Experienced HR Professionals - seeking a refresher
Leaders & Managers - interested in understanding the benefits to the
organization of increasing Employee Engagement
For more detail please click on this below
link:
https://bit.ly/2NwgyAr
Email: support@trainingdoyens.com
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Fax: +1-888-909-1882