Presentation on theme: "What You Don’t Know About Your Environmental Workers"— Presentation transcript:
1 What You Don’t Know About Your Environmental Workers - An Employee Engagement Expose -
2 Engagement Touchpoints What engages workers?IMPACTEngagement TouchpointsEmployee EngagementCorporate Culture & CommunicationCommitment to ResultsManagement EffectivenessTraining & DevelopmentTreatment, Balance and RespectJob SatisfactionJob Security, Remuneration & BenefitsI would recommend my workplace as a good place to workI’m motivated to do more than what is normally requiredMy contribution is valuedHeart & Mind(emotional &rationalmotivators)
3 All and all, it’s worth it Emotional and Rational MotivatorsEnvironmental 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 employeesTrustPrideJob SatisfactionAll and all, it’s worth itEmotional MotivatorsRational Motivators
4 Years expected to stay at your company Engagement Among Environmental EmployeesStrategic SwitchersCommittedDisgruntledDetachedFully EngagedEngagement LevelLess than FullyEngagedOverall environmental employees are more engaged, although only one-half are fully committed and expect to stay with their current company long term.<3 Years3+ YearsYears expected to stay at your company
5 Who Exactly is Disengaged? Strategic SwitchersCommittedDisgruntledDetachedA higher proportion of Millenials are Disgruntled.Out of all 3 generations, Baby Boomers are most likely to be in the Committed segmentEmployees 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 valuesI’m motivated to do more than what is required for my jobMy contribution is valued by my employerWhen I do a good job, my performance is recognizedMy company is doing a good job of developing its people to their full potentialEmployees are treated with dignity, respect and fairness regardless of their position or backgroundMy job gives me a feeling of accomplishmentI am proud to work at my companyI feel a strong sense of commitment to my company
7 Small to Medium Employers Print and Post this slide for easy reference.Small to Medium EmployersMAXIMIZEyour chances ofEMPLOYEE ENGAGEMENTby properly supporting staff.Employees of SME’s need to:SME’s Engagement StrategyUnderstand their customer’s needsOffer enough flexibility to allow employees to provide good customer serviceBrainstorm new & improved methods of productivityEncourage innovative thinking and dialogue between all employee levelsAccess opportunities for training & developmentDemonstrate effort in the development of their career; Development plans; Funded PDUnderstand their employer’s goalsFocus on action and communication that emphasizes trustMake processes and effort to hear employee opinionsMaintain open, honest communicationEnsure employees feel treated with dignity, respect and fairnessEncourage work-life balance through flexible schedules & connection to volunteer activitiesFeel their value in contributing to a larger cause
8 Large Company Employers Print and Post this slide for easy reference.Large Company EmployersMAXIMIZEyour chances ofEMPLOYEE ENGAGEMENTby properly supporting staff.Employees of Large Companies need to:Large Company Engagement StrategyBe recognized for contributionsBuild recognition programs that provide candid acknowledgment for strong performanceFacilitate strong relationships with peer employees and supervisorsBe fairly treatedMaintain work-life balanceOffer options for flexible work schedules, flex time and opportunities to learn & growFeel a commitment to their organizationSupport employee connection to the organization’s mission statement; celebrate and share group successes; connect with volunteer opportunities
9 Overall Recommendations to Environmental Organizations 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 staffReinforce processes of fair treatment for staffEnable broad access to opportunities to allow staff to develop themselves to their full potentialEnsure 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 contactSpecial thanks are extended to the consultants Ipsos for conducting the research and analyzing the data collected through the survey.