2 What is Employee Engagement? Employee Engagement DefinitionEmployee engagement is the extent to whichemployees 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 OrganizationEngagement with “My Manager”Strategic AlignmentCompetencyHigh 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 alignmentDoes 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.CompetencyDo 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 isonly the first step. You also need to understand the keydrivers of engagement.We employ two techniques that enable you to identifywhat 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 quicklyand clearly identify global engagement themes as well aswhich parts of your organization are "at risk" due to specific,localized engagement problems.Scalpel vs. SledgehammerIn our experience, most engagement issues arelocal. Regardless of how a company is doing overall,there are always things happening further down in an organizationthat are having a negative impact on engagement within a specificdepartment, 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.
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