1. Employee Engagement

2. What is Employee Engagement?
Employee Engagement Definition
Employee engagement is the extent to which
employees feel passionate about their jobs,
are committed to the organization,
and put discretionary effort into their work.

3. Employee Satisfaction vs. Employee Engagement
Employee engagement is not the same as employee satisfaction.
Satisfied employees are merely happy or content with their jobs and the status quo. For some, this might involve doing as little work as possible.
Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs.
Employee satisfaction…
only deals with how happy or content employees are.
covers the basic concerns and needs of employees.
does not address employees’ level of motivation or involvement.

4. Employee Engagement Framework
An employee engagement model based on statistical analysis and widely supported by industry research.
Engagement with The Organization
Engagement with “My Manager”
Strategic Alignment
Competency
High Performance

5. Engagement with The Organization
Measures how engaged employees are with the organization as a whole.
Includes employee feelings about and perceptions of senior management.
Key components include trust, fairness, values, and respect - i.e. how people like to be treated by others, both at work and outside of work.

6. Engagement with “My Manager”
A more specific measure of how employees feel about their direct supervisors.
For most employees, this factor has the largest impact on day-to-day life at work.
Topics include mutual respect, feeling valued, being treated fairly, receiving feedback and direction, etc.

7. Beyond Engagement – Alignment & Competency
An organization needs more than just engaged employees in order to succeed. There are two additional areas that relate to employee performance and that are closely linked to engagement.
Strategic alignment
Does the organization have a clear strategy and set of goals?
Do employees understand how the work they do contributes to the organization's success?
Strategic Alignment ensures that employee effort is focused in the right direction.
Competency
Do managers have the skills needed to get the job done?
Do managers display the behaviors needed to motivate employees?
Competency is measured with 360 Degree Feedback.

8. Employee Engagement Dynamics
Drivers of Engagement - What matters most?
Knowing whether employees are engaged or disengaged is
only the first step. You also need to understand the key
drivers of engagement.
We employ two techniques that enable you to identify
what to focus on and how to improve in those areas.
Priority Level - we look at the statistical patterns across all groups in your organization to determine which items are impacting overall engagement within each demographic group.
Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the survey that ask employees to provide examples of problems as well as suggestions for how to improve. These comments often provide the detailed and specific what, why, and how so you can take action.

9. Employee Engagement Dashboard
This is where things start to get exciting!
The Employee Engagement Dashboard enables you to quickly
and clearly identify global engagement themes as well as
which parts of your organization are "at risk" due to specific,
localized engagement problems.
Scalpel vs. Sledgehammer
In our experience, most engagement issues are
local. Regardless of how a company is doing overall,
there are always things happening further down in an organization
that are having a negative impact on engagement within a specific
department, location, workgroup, etc. The employee engagement dashboard will enable you to instantly identify these problem areas within your organization so you can take action more quickly and with greater precision.

10. Email info@custominsight.com
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