To engage employees in the workforce examples of ways. Yes, hmmm.

Source: yodaspeak.co.uk

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Some eye-opening facts about employee

engagement

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Engaged employees are…

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38% more productiveSource: Workplace Research Foundation

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Engaged employees are…5X less likely to have a safety incident

7X less likely to have an LTISource: MolsonCoors study

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Engaged employees are…

87% less likely to leaveSource: Corporate Leadership Council

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Engaged employees …

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Businesses in the top 25% of employee engagement increased profitability by 4% (Source: Taleo Research 2009)

Fabick CAT improved “% of industry net sales” by 300%

Increase profitability..

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Whereas…

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Working for a bad boss doubles your risk of heart attacksSource: Nyberg, et al. The Swedish WOLF study

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Disengaged workers have children who are more likely to misbehaveSource: Stewart et al, Father’s Work Experiences Effect Childrens’s Behaviours

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So being engaged is a better option!

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INTERNAL

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But to engage employees how,

hmm? Some examples, what

are, hmm? Hmmmmmm.

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Start before day one..

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Get the right person into the right role

Have a strong onboarding program

Employee experiences in the first few months critical.

Turnover of employees <12months is 35%+ so room for improvement

Make work meaningful

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Communication is key..Organisational

communication is responsible for

23% of variance in employee

engagement

And yes..the TeamBrief process when genuinely followed does impact on employee engagement in a

positive fashion!

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But not just formal comms..

Companies who implement regular employee feedback have turnover rates that are 14.9% lower than for employees who receive no feedback. (Source: Gallup)

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But perhaps work to be done?425 respondents

26% of respondents ie 1:4 employees

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Invest in mentoring

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Mentoring increases employee engagement, knowledge & skills (Source: Perrin, 2003)

Mentoring is not just for HiPOs

Mentoring – High Impact Low Cost Strategy to Engage Employees (Source: Kaye, 2009; Arms, 2010)

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INTERNALFoster Great ManagementHigh performing managers:

Create simple goals that are clear and transparentIn addition a coaching culture correlates highly with business performance, engagement & retention (Source: Bersin, 2007)

GROW coaching model

G R O W

Leading @ Metso : Coach for Success

Know when to Manage and when to Coach

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Competence

Direct

Delegate

Develop

Use directive style when:•The employee has low to moderate competence•Is new to the role

Define excellence (what, how and when), and provide specifics

Delegate when:•Employee has some experience in the role•Has a track record or competence

Define excellence and clear goals. Then let the employee determine the approach

Develop when:•Employee has high competence and high commitment•Has experience •Is trying new approaches

Define excellence and get out of the way! Give plenty of recognition for success

Com

mitm

ent

“The more time you spend delegating and developing the more effective you will be!”

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Foster employee growth

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Career opportunities a key driver of engagement #1 driver globally (Source: Hewitt, 2015)

425 respondents

For both questions - 132 respondents or 1:3 employees either neutral or negative. If just ratings 1-4 then 1 in 4 employees answered in the negative

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