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What You Don’t Know About Your Environmental Workers - An Employee Engagement Expose -

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Presentation on theme: "What You Don’t Know About Your Environmental Workers - An Employee Engagement Expose -"— Presentation transcript:

1 What You Don’t Know About Your Environmental Workers - An Employee Engagement Expose -

2 What engages workers? Corporate Culture & Communication Commitment to Results Management Effectiveness Training & Development Treatment, Balance and Respect Job Satisfaction Job Security, Remuneration & Benefits I would recommend my workplace as a good place to work I’m motivated to do more than what is normally required My contribution is valued Heart & Mind Employee Engagement IMPACT Engagement Touchpoints (emotional & rational motivators)

3 Emotional and Rational Motivators Emotional MotivatorsRational Motivators TrustPrideJob Satisfaction All and all, it’s worth it Environmental employees are more connected to their employers by emotional motivators than the average employed Canadian. Environmental employees report higher job satisfaction, but are less likely to believe that their job requirements are "worth it”. Remuneration and job security appear to be concerns for environmental employees

4 Engagement Among Environmental Employees Strategic Switchers Committed DisgruntledDetached Engagement Level Less than Fully Engaged Fully Engaged <3 Years3+ Years Years expected to stay at your company Overall environmental employees are more engaged, although only one-half are fully committed and expect to stay with their current company long term.

5 Who Exactly is Disengaged? Out of all 3 generations, Baby Boomers are most likely to be in the Committed segment A higher proportion of Millenials are Disgruntled. Strategic Switchers Committed DisgruntledDetached Employees managing people or projects tend to be the most ‘Committed’ employees. Subject Matter Experts tend to be ‘Strategic Switchers’ or ‘Detached’. Technologists and Technicians also tend to be 'Detached.

6 The Key Drivers of Employee Engagement My work and my employer’s goals align with my personal values I’m motivated to do more than what is required for my job My contribution is valued by my employer When I do a good job, my performance is recognized My company is doing a good job of developing its people to their full potential Employees are treated with dignity, respect and fairness regardless of their position or background My job gives me a feeling of accomplishment I am proud to work at my company I feel a strong sense of commitment to my company

7 Small to Medium Employers Employees of SME’s need to:SME’s Engagement Strategy Understand their customer’s needs Offer enough flexibility to allow employees to provide good customer service Brainstorm new & improved methods of productivity Encourage innovative thinking and dialogue between all employee levels Access opportunities for training & development Demonstrate effort in the development of their career; Development plans; Funded PD Understand their employer’s goals  Focus on action and communication that emphasizes trust  Make processes and effort to hear employee opinions  Maintain open, honest communication  Ensure employees feel treated with dignity, respect and fairness  Encourage work-life balance through flexible schedules & connection to volunteer activities Feel their value in contributing to a larger cause your chances of MAXIMIZE by properly supporting staff. EMPLOYEE ENGAGEMENT Print and Post this slide for easy reference.

8 Large Company Employers your chances of Employees of Large Companies need to:Large Company Engagement Strategy Be recognized for contributions  Build recognition programs that provide candid acknowledgment for strong performance  Facilitate strong relationships with peer employees and supervisors Be fairly treated Maintain work-life balance  Offer options for flexible work schedules, flex time and opportunities to learn & grow Feel a commitment to their organization  Support employee connection to the organization’s mission statement; celebrate and share group successes; connect with volunteer opportunities MAXIMIZE by properly supporting staff. EMPLOYEE ENGAGEMENT Print and Post this slide for easy reference.

9 Any organization experiencing staff disengagement should look at the following low-cost efforts that have high-engagement potential. Develop methods that create feelings of accomplishment and recognition for good performance among staff Overall Recommendations to Environmental Organizations Reinforce processes of fair treatment for staff Enable broad access to opportunities to allow staff to develop themselves to their full potential Ensure the alignment of work, employer and personal goals for every staff member

10 ECO Canada offers products and services to help you understand your specific human resources needs. To learn more about ECO Canada’s Employee Engagement Program contact Special thanks are extended to the consultants Ipsos for conducting the research and analyzing the data collected through the survey.


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