Improving Organizational Performance Through Enhanced Employee Engagement
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Maximizing Leadership Effectiveness
- Implementing Strategic HR Initiatives
- Strategic Planning
- Enhancing Customer Loyalty
The Focus Group has provided these consulting and training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East.
Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College & Masters degrees in both Business Administration & Industrial Psychology from Virginia Commonwealth University.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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Businesses 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.
- 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, Blessing White and 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’
I. Employee compliance is not engagement
- Compliance is short term, forced adherence because there are penalties for noncompliance
- Engagement is sustained, enthusiastic and willing performance
- Why just telling employees what you want them to do is not enough
II. What is employee engagement?
- Characteristics of engaged employees
- Three levels of engagement
- Strategy + Employee Engagement = Strategy Execution
III. The business case for increasing employee engagement
- 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
IV. 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
V. The Significance of your role as a manager
- The responses to engagement questions are based more on employee's 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
VI. How great managers release their employees’ potential:
- Utilizing manager -employee touch point
- 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 outcome
- The secondary set of core employee engagement needs
- What about pay?
Who Should Attend
- HR Professionals new to the field - seeking a comprehensive view of the subject with multiple initiative
- Experienced HR Professionals - seeking a refresher
- Leaders and Managers - interested in understanding the benefits to the organization of increasing employee engagement
Why Should You Attend
What is employee engagement?
Employee engagement is an emotional state and a behavioral 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 improvement. 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.
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
Employee's Engagement needs are logical - such as
- 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 to increase Employee Engagement.
Disney for example:
- Trains its supervisors in the engagement coaching practices and behaviors expected of them
- Gauges their supervisor's 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