hr summit south africa 2015 seminar presentation by roti balogun, head of learning &...
TRANSCRIPT
Employee Engagement strategies for africa
ROTI BALOGUNHead of Learning & Development,
Ericsson Sub-Saharan Africa
3 takeaways for today
a) What are the key employee Engagement drivers
b) EMPLOYEE ENGAGEMENT APPROACH@ ERICSSON
c) PRACTICAL SUGGESTIONS ON ENGAGING EMPLOYEES
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THE WRONG or right STRATEGY
Source: Forbes Leadership Article (Kevin Kruse- https://youtu.be/HNr4tE74xUE
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Ericsson’s dialog survey
Source: Ericsson Internal Communications - https://youtu.be/Sn9LdUPZo-E
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Survey toolGET YOUR Reports, ANALYSE them, PLAN ACTIONS
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Feedback/Survey follow-up: How can we ensure that Dialog results are discussed in each unit and action plans implemented?
Focus group questions
*Based on Dialog 2014
identified focus areas
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Ensure Continuous Feedback and Monitor Activities
Suggested Actions
FOCUS:Dialog Feedback/ Survey follow-up
Possible Root Cause: Dialog feedback is not always communicated to the teams. Action plans and follow-up are not always properly done or well communicated
Communicate Results and Agree Actions
Appoint Champion or Workgroup
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Leading Performance: According to you, how can line managers improve the quality of performance management?
Focus group questions
*Based on Dialog 2014
identified focus areas
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FOCUS:Leading Performance
Possible Root Cause: Employees don’t clearly understand the individual performance management process. Employees feel that Line managers do not put enough focus on the quality of the discussions.
Suggested Actions
Goal Setting Discourse (SMART, with quality)
Development & Aspiration Discourse ( DO not skip through)
Beyond Mid-year/Annual reviews (Continuous Coaching)
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Learning: What initiatives can be put in place to encourage an everyday learning culture?
Focus group questions
*Based on Dialog 2014
identified focus areas
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Encourage knowledge sharing, collaboration and on-the- job training/mentorship.(70/20/10)
FOCUS:Learning
Possible Root Cause: Employees sometimes feel that their learning needs are not sufficiently supported.
Suggested Actions
Set & measure targeted number of learning hours per employee
Leaders inspire work free time set aside for learning (brown bag lunches, time2learn events)
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Involvement: What ideas would you suggest to improve employees’ involvement in the decisions that affect their job?
Focus group questions
*Based on Dialog 2014
identified focus areas
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Celebrate successes continually with the team
FOCUS:Involvement
Possible Root Cause: Employees feel that they are not sufficiently involved in decisions affecting their work.
Suggested ActionsEncourage bottom-up feedback
Share feedback from the customer with your team.
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Confidence in Ericsson’s future: What can line managers do to ensure that their direct reports are confident about Ericsson’s future?
Focus group questions
*Based on Dialog 2014
identified focus areas
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FOCUS:Confidence in Ericsson's future
Possible Root Cause: Employees feel that they do not have enough information on the Company's direction.
Suggested Actions
Lead by example, be a role model
Be honest and transparent about the Company's direction.
Ensure visibility of region /unit / team scorecards/results.
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Ericsson a great place to work: What initiatives can be put in place so that Ericsson continues to be a great place to work?
Focus group questions
*Based on Dialog 2014
identified focus areas
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FOCUS:Ericsson a great place to work
How can you ensure that your team is engaged?
Suggested ActionsFacilitate creative workspaces, and work-life balance
Create a connection culture
Recognize success socially and tangibly