TA: Week 4 (Engagement Drivers in the workplace)

Gallup

According to ___________, Employee Engagement is the involvement and enthusiasm of employees in their work and workplace.

measure and manage

Employee Engagement, according to Gallup, is the involvement and enthusiasm of employees in their work and workplace.

It helps _______ and ________ employees’ perspectives on the crucial elements of workplace culture.

Ernst and Young

For ______ & _______, Employee Engagement is the emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities.

Willis Towers Watson

According to _______ _________ ________, Employee engagement is the intensity of the employee relationship with an employer, marked by three elements: Engaged, Enabled, and Energized.

Engaged

an element of employee engagement which refers to a committed effort to achieve goals.

It is the attachment to the company and willingness to give discretionary effort.

Enabled

an element of employee engagement which includes an environment that enables work

a local work environment that supports productivity and performance.

Energized

Individual, physical, and interpersonal and emotional well-being at work.

Sustainable engagement

is achieved when an employee is engaged, enabled, and energized.

heads, hearts, and hands

being ENGAGED means motivating _______, _______, and _________.

worth it

ENGAGED: To give committed effort requires believing the goals of your exertion are __________.

Goals of the company

When one is engaged, EFFORT must be grounded in truly believing in the _____________ and feeling good about working there.

easy

Being enabled means making it “_____” to get things done.

For example, an employee will stay late to complete that one extra task if there are no obstacles to that work and the systems to deliver it are efficient.

Barriers to meeting work challenges are frustrating and discouraging,

fuel

Energizing employee performance is putting _____ in the tank.

capacity

Low _________ can come from high workloads, unsupportive colleagues, or highly stressful workplaces. These challenges eat away at accomplishment from work, no matter how much effort is exerted.

1. Take responsibility

2. Produce high quality work

3. Desire to progress

4. Admit their mistakes

5. Collaborate with others

When an employee is engaged, they:

1. Take ________.

2. Produce ____-_____ work

3. Desire to _______.

4. Admit their __________

5. ____________ with others

1. Run from responsibility

2. Provide bare minimum

3. Constantly look for new jobs

4. Make excuses

5. Avoid interactions

When an employee is disengaged, they:

1. ______ from responsibility

2. Provide ______ ________

3. Constantly look for ____ ______.

4. Make ________.

5. Avoid _________.

1. Highly Engaged

2. Unsupported

3. Detached

4. Disengaged

What are the levels of employee engagement?

1. Engaged

2. Not Engaged

3. Actively Disengaged

What are the 3 Personas of Engagement according to Gallup?

Not Engaged

Identify the persona described:

“An employee who completes their work but is fueled by duty rather than passion or personal interest. An employee who does the bare minimum. This employee may prefer to fly under the radar and might back down from more intense or high-profile work.”

psychologically

Employees who are NOT ENGAGED are _____________ unattached to their work and company.

Their engagement NEEDS are NOT FULLY MET and they are allotting TIME but NOT ENERGY OR PASSION in their work.

Engaged

Identify the persona described:

“Employee who logs in for a few hours longer to get a project finished and an Employee who spends more time on the phone with a client who needs help because they are committed to their organization’s “client first” values.”

highly involved and enthusiastic

An ENGAGED persona is _______ _______ in and _______ about their work and workplace. They drive high performance and innovation, and contributes to move the organization forward.

Actively disengaged

Identify the persona described:

“Employee spends time talking negatively about coworkers, current projects, leaders, etc.”

They may be searching for other employment opportunities in their spare time and do not plan to stay at their current job much longer.

resentful

Actively disengaged employees are not just unhappy at work. They are ______ that their needs are not being met and are acting out of their unhappiness.

Every day, these workers undermine what their engaged coworkers accomplish.

1. Employee engagement impacts the bottom line.

2. Employee engagement drives the customer experience.

3. Employee engagement makes for a more productive, safer work environment.

Why is it important to know the levels of engagement of employees?

Employee engagement impacts the bottom line

Identify which importance of employee engagement is being described:

Willis Towers Watson conducted a research that shows that a more engaged workforce links with better financial performance in a statistically significant way.

They have conducted a study of 41 global companies for which had data on all three elements on engagement.

18%

Companies with high sustainable engagement outperform their sectors in terms of earnings growth by an average of ___%.

gross profit and total assets

Companies with low scores on all three sustainable engagement factors perform the worst, as evidenced by rates of change in _______ and _______ that are 3% to 13% below sector averages.

Employee engagement drives customer experience

identify which importance of employee engagement is being described:

In a global, financial services organization studied by Willis Towers Watson, bank branches with the most engaged employees achieved customer satisfaction scores 19 points higher than units with the least engaged employees.

feedback

In a large retailer, stores with high engagement levels received customer _______ ratings two points higher than stores with low engagement.

loyalty

In another study in banking, bank branches with the highest engagement levels also experienced significantly better customer ________ than other branches.

Employee engagement makes for a more productive, safer work environment.

identify which importance of employee engagement is being described:

In a global mining company, job sites with the highest engagement levels completed work two percent above their target rate. While job sites with the lowest engagement levels, which completed work two percent below their target.

In a global manufacturer, the most engaged sites had half the rate of work injuries compared to the least engaged sites.

Employee behavior and productivity-oriented

Employee __________ and _________-oriented metrics also link with employee engagement.

call times

In a telecommunications company, the most engaged teams reached 94% of goal for ________, compared to the least engaged teams, which averaged only 88% of goal.

turnover

Employee _________ links with employee engagement levels.

In a synthesis of results across five ratailes, rates of employee turnover were 23 points lower in stores with high engagement versus low engagement.

1. Positive Working Culture

2. Inspiring Leadership

3. Meaningful Work

4. Professional Development

5. Freedom: Sense of Autonomy

6. Recognition

What are the drivers of employee engagement and strategic outcomes?

Organizational culture

__________ is where shared values and practices of the people are regarded as a means that drives the achievement of organizational goals.

high-performance company culture

Employee engagement is a primary result of ________________, as it only draws behavior and standards that are healthy and reassuring.

improvement

The organization culture requires constant _________ for long-term benefit. The organizations investing in better working culture perceive rising employee engagement.

1. Flexible and support work environment

2. Relaxed, collaborative, and happy employees

3. Fosters positive social relations

4. Boosts commitment and performance

What are the strategic outcomes of “Positive Working Culture”?

1. _______ and support work environment

2. Relaxed, _______, and _______ employees.

3. Fosters positive social ________.

4. Boosts _________ and performance.

kindle a fire

The inspirational leaders ___________ within their employees and followers that drive them to act. The ability to inspire is one of the important leadership skills that separates great leaders from average ones.

1. Dedicated followers

2. Sparks passion and creativity

3. Facilitates progress towards goals

4. Enhances a strong sense of purpose

What are the STRATEGIC OUTCOMES of INSPIRING LEADERSHIP?

1. ______ followers

2. Sparks passion and _______.

3. Facilitates _______ towards goals.

4. Enhances a strong sense of ________.

Meaningful work

Employees crave to know their work serves others, not just themselves. It helps employees to feel a part of something larger than themselves. This is what constitutes a ____________.

work and personal

Leaders and managers’ real and open conversations with employees help to understand the connection between ________ and _______ life values.

1. Greater drive for producing results.

2. Higher job satisfaction

3. Increased employee retention.

4. Builds supportive relationships and a sense of community among people.

The STRATEGIC OUTCOMES of MEANINGFUL WORK are

1. Greater ______ for producing results.

2. Higher job ________.

3. Increased employee _________.

4. Builds supportive relationships and a sense of _________ among people.

Professional Development

____________ is about recognizing individual expertise and giving career development opportunities for employees to ADVANCE THEIR SKILLS.

This is a significant element in a sound talent management strategy.

Workers believing in not developing their skills are more likely to leave the company than those learning new information and advancing their careers consistently.

1. Increases the collective knowledge of the team

2. Boosts employee confidence

3. Creates a positive company reputation

4. Attracts highly driven and career-focused talent

The STRATEGIC OUTCOMES of PROFESSIONAL DEVELOPMENT

1. Increases the _______ knowledge of the team

2. Boosts _______ confidence

3. Creates a positive company _________.

4. Attracts highly driven and _______-focused talent.

Job Autonomy

__________ follows a positive connection with engagement and it works as an antecedent of commitment.

self-starters

Autonomy is not about letting employees be independent. Promoting autonomy at work means empowering employees to be _______, giving them stewardship over their work and their environment, and providing support instead of exerting control.

1. Positive effect on employee overall well-being

2. Drives higher employee motivation

3. Optimized productivity

4. Facilitates greater comfort and less stress

STRATEGIC OUTCOMES of Freedom: Sense of Autonomy

1. Positive effect on employee overall ______.

2. Drives higher employee _______.

3. Optimized ________.

4. Facilitates greater _______ and less stress.

Recognition

Employees always feel a lot more appreciated when their managers mention their hard work and see their jobs and the workplace more pleasant as a result.

Society of Human Resource Managers

A report by the _______________ in 2015 explained the influence of recognition on employee engagement.

It determined that companies with employee recognition programs and excellent career development direction observed a 63 percent increase in employee productivity, a 58 percent profit on their profit margins, a 52 percent rise in customer retention, and a 51 percent boost in employee retention.

1. Improves employee-manager relationship

2. Improves employee morale

3. Employees feel valued

4. Cultivate a culture of self improvement

Strategic outcomes of Recognition:

1. Improves ____-______ relationship

2. Improves employee _____.

3. Employees feel ________.

4. Cultivate a culture of ____-_______.