Alerting Your Leadership Team to the Economic Benefits of Employee Engagement

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Category Employee engagement survey; Employee engagement strategies;Employee engagement to drive business performance

Deadline: October 09, 2018 | Date: October 09, 2018

Venue/Country: Training Doyens 26468 E Walker Dr,Aurora, Colora, U.S.A

Updated: 2018-09-11 12:52:54 (GMT+9)

Call For Papers - CFP

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.

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

o Compliance is short term, forced adherence because there are penalties for noncompliance

o Engagement is sustained, enthusiastic & willing performance

o Why just telling employees what you want them to do is not enough?

• What is Employee Engagement?

o Characteristics of Engaged Employees

o Three Levels of Engagement

o Employee engagement strategies

• The Business Case for Increasing Employee Engagement

o Employee Engagement Survey - Highlights of the research studies some involving Multiple-Industries, over 20 years, with large Samples of Front Line Employees and Managers

o Why Engagement is Worth the Effort

• Companies Utilizing Employee Engagement

o 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

o The responses to Engagement Questions are Based More on Employees' Opinions of Their Immediate Manager – Than the Policies of the Company

o Managers can Impact an Employee's Discretionary Effort by 20% or More

o Why great Managers are Catalysts

• How Great Managers Release Their Employees’ Potential:

o Utilizing Manager - Employee Touch Points

o The Employee Performance Needs Most Correlated with Positive Business Outcomes

o Numerous Practical Ways for Managers to Meet Each of The Employee Performance Needs Most Correlated with Positive Business Outcomes

o The Secondary Set of Core Employee Engagement Needs

o 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

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