engagement august 2015

All you need to know about employee engagement

by Toronto Training and HR

August 2015

CONTENTS3-4 Introduction5-6 Definition7-8 Levels of employee engagement9-10 Drivers of employee engagement 11-14 Work experience indicators15-19 Questions to ask20-21 Employee engagement around the world22-23 Employee engagement trends compared to economic

indicators 24-25 Factors and outcomes of employee engagement26-27 Business outcomes28-29 The impact of higher employee engagement levels30-31 Building an engaged workforce32-34 Steps to monitor and improve employee engagement35-36 Initiatives to increase levels of employee engagement37-38 Pitfalls to avoid when targeting employee engagement 39-45 Employee engagement in low wage, low skill jobs46-48 Trends for late 201549-50 Conclusion, summary and questions

Introduction

Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Definition

Definition • Employee engagement

Levels of employee engagement

Levels of employee engagement

• Engaged• Not engaged• Actively

disengaged

Drivers of employee engagement

Drivers of employee engagement

• Work• People• Opportunities• Total rewards• Company

practices• Quality of life

Work experience indicators

Work experience indicators 1 of 3

• Organization reputation

• Safety• Diversity• Benefits• Valuing people/people

focus• Customers• Coworkers• Work-life balance• Work processes• Resources


• Sense of accomplishment

• Autonomy/choice• Work tasks• Pay• Recognition• Physical work

environment• Managing

performance• Manager• Senior leadership• Learning &

development


• Career opportunities• People/HR practices• Customer focus• Brand alignment• Innovation• Communication• Business unit/division

leadership

Questions to ask

Questions to ask 1 of 4

• Do you have a set of organizational values your employees can relate to?

• What % of your workforce do you feel behave in a manner which reflects the values of your organization?

• Is your organization’s engagement strategy set out in your organization’s business plan for 2015?


• How confident are you that your organization has the tools and skills to achieve its objectives?

• Does your organization have a ‘voice of the employee’ engagement program?

• What tools does your ‘voice of the employee’ program include?

• Does your organization measure engagement?


• How do you measure employee engagement?

• How strongly do you believe that your organization recognizes the link between engagement and customer satisfaction, and employee engagement/business performance?


• What is the key employee engagement challenge your organization faces in the second half of 2015?

Employee engagement around the world

Employee engagement around the world

• Global• North America• Europe• Asia Pacific• Latin America• Africa/Middle East

Employee engagement trends compared to economic indicators

Employee engagement trends compared to economic indicators

• Canada• US• Europe• Asia Pacific• Latin America• Africa/Middle East

Factors and outcomes of employee engagement

Factors and outcomes of employee engagement

• Factors• Individual

outcomes• Organizational

outcomes

Business outcomes

Business outcomes

• Talent• Operational• Customer• Financial

The impact of higher employee engagement

levels

The impact of higher employee engagement levels

• Absenteeism• Turnover• Shrinkage (theft)• Safety incidents• Quality incidents

(defects)• Higher customer

metrics• Productivity• Profitability

Building an engaged workforce

Building an engaged workforce

• Know them• Grow them• Inspire them• Involve them• Reward them

Steps to monitor and improve employee

engagement

Steps to monitor and improve employee engagement 1 of 2

• Know the engagement levels of employees

• Measure employee engagement

• Design and implement programs and initiatives designed to target disengaged workers

Steps to monitor and improve employee engagement 2 of 2

• Ensure that leadership teams are on board with and held accountable for employee engagement levels on their teams

Initiatives to increase levels of employee

engagement

Initiatives to increase levels of employee engagement

• Focus on the individual

• Get buy-in from decision makers

• Make engagement part of your hiring process

• Equip your line managers

• Show you care• Follow through

Pitfalls to avoid when targeting employee

engagement

Pitfalls to avoid when targeting employee engagement

• Lack of follow-up after an employee engagement survey

• Focus on the wrong areas of improvement

• Poor communication

• Failure to take responsibility

• A “one-size-fits-all” approach

Employee engagement in low wage, low skill

jobs

Employee engagement in low wage, low skill jobs 1 of 6

What can employers do?• New performance

management• Emphasis on

learning, development, problem solving and career progression

• Teamwork and participation in business development

• Flexible working and supporting work-life balance


What does good work look like?• Secure employment• Varied and

interesting work• Autonomy, control,

ownership and task direction

• A fair workplace• Effort-reward

balance• Learning,

development and skill use


What does good work look like (cont.)?• Employee voice• Strong working

relationships


The benefits of good work• Absence, health &

wellness• Health and safety• Innovation• Engagement and

customer/client satisfaction

• Employee retention• Productivity and

performance


Enriching jobs• Emphasis on

learning, development, problem solving and career progression

• A focus on teamwork and participation in business development

• Relaxed performance measures

• External involvement schemes


Enriching jobs (cont.)• Flexible working and

supporting work-life balance

Trends for late 2015

Trends for late 2015 1 of 2

• Understand the trends affecting your talent strategy

• Focus on the engagement behaviours required for performance and business success

• Deliver on a compelling employee value proposition

• Create a culture of employee engagement

Trends for late 2015 2 of 2

• Protect the foundational elements

• Build engaging leaders

Conclusion, summary and questions

Conclusion, summary and questions

ConclusionSummaryVideosQuestions

engagement august 2015

Business

levels of employee engagement

employee engagement

employee engagement

questions page

employee program

disengaged page

work experience indicators

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