employee engagement
DESCRIPTION
EMPLOYEE ENGAGEMENT - This Training Presentation is what I have to offer Leaders of People - on how they can Engage Their People in what they do. We as Leaders must always be constantly reaching out to our People - to include them in what we do and the efforts that we are striving for. Contained herein is what I have found success at. My hope is that it will give you ideas on what you can to - to Engage Your People.TRANSCRIPT
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EMPLOYEE ENGAGEMENT HOW TO ACHIEVE EMPLOYEE PARTICIPATION IN YOUR EFFORTS
Steve Wise February 2011
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EMPLOYEE ENGAGEMENT
¨ Individual and Organizational Efforts – often and more than likely include the participation of its People.
¨ Getting your People to accept and participate in such efforts – can be a challenging endeavor.
¨ But such participation is extremely critical to the success of Your efforts.
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EMPLOYEE ENGAGEMENT
¨ This Training Presentation is directed to anyone in who Leads People in the attainment of a Goal or Responsibilities.
¨ Included herein you will find what actions that I have found success at with Engaging My People…along my way.
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EMPLOYEE ENGAGEMENT
¨ Why is Employee Engagement Important
¨ Know Your People
¨ Relating Your Efforts to What They Do
¨ Communicating Why it is Important
¨ Include Your People as a Critical Part
¨ Share Your Results
¨ Continuous Involvement
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EMPLOYEE ENGAGEMENT
EMPLOYEE ENGAGEMENT
Definition:
v Employee engagement, also called work engagement or worker engagement, is a Business Management Concept.
v An ENGAGED EMPLOYEE is one who is fully involved in, and enthusiastic about his or her work – and thus will act in a way that furthers their Organization’s interest.
v http://en.wikipedia.org/wiki/Employee_engagement
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WHY IS EMPLOYEE ENGAGEMENT IMPORTANT
¨ EMPLOYEE ENGAGEMENT – is extremely critical to your Individual efforts or your Organizational efforts. ¤ And how successful you are at engaging your People – will
determine how successful you are at succeeding with your efforts including the time frame it will take you to accomplish.
¨ If your People do not feel that they are part of your Efforts or Processes – than how can you expect them to give anything more than an average effort.
DOES A LEADER LEAD HIS or HER PEOPLE BY –
v Telling them what to do?
v Or by Working with them to achieve goals?
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WHY IS EMPLOYEE ENGAGEMENT IMPORTANT
¨ EXAMPLE – As my Company’s Quality Improvement Chair – I am leading an initiative to introduce Lean Six Sigma (LSS) into my Organization.
§ This effort is supported by Senior Management.
§ But will result in additional work and time for anyone so wanting to participate in.
§ WHAT CHANCE is there for this effort to succeed – if I do not reach out to my People and include them as a critical part of this LSS effort?
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WHY IS EMPLOYEE ENGAGEMENT IMPORTANT
¨ EXAMPLE – You are a Supervisor of a Production Line that is experiencing Poor Quality and Inefficiencies on a regular basis.
¤ As the Supervisor – do you think that you can fix the problems yourself?
¤ Or would it be best to reach out to those performing the work and include their input?
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WHY IS EMPLOYEE ENGAGEMENT IMPORTANT
¨ If your People are not Engaged in Your Individual or Organizational Efforts –
¤ They will either resist what you are trying to implement or change – or be reluctant to be a part of your efforts.
¤ The time it will take you to accomplish your efforts – will be delayed and extended due to attempting to get your People on board with your efforts.
¤ More than likely will lead to Your Individual or Organizational efforts falling short of their Goals.
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KNOW YOUR PEOPLE
In order for You or
Your Organization
to be successful at
Engaging Your People
– You must
Know Your People &
What Drives Them
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KNOW YOUR PEOPLE
A Leader that is looking to Engage their People must know certain aspects of their People including – ¨ What MOTIVATES them or gives them SATISFACTION
in the Workplace.
¨ What provides them SECURITY in the Organization – i.e., Financial Stability, Defined Work Procedures, Ability to be Creative in what they do, or Open Doors.
¨ How willing are they to LEARN new things and what are the avenues available to TEACH THEM.
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KNOW YOUR PEOPLE
A Leader must know certain aspects (con’t) –
¨ How critical and visible must SENIOR MANGEMENT SUPPORT be of your efforts for your People to notice.
¤ In most cases unless your People see such visible Senior Management Support – they will be reluctant to accept and participate in your efforts.
¨ How willing do your People ACCEPT CHANGE.
¤ Do they tend to be receptive of Change Efforts – or are they the type of People that either fight for status quo or must see results before they jump on board.
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KNOW YOUR PEOPLE
A Leader must know certain aspects (con’t) –
¨ What will be the best forum or method to use to solicit the maximum EMPLOYEE PARTICIPATION – and how best to explain to them so that THEY UNDERSTAND.
¨ What AVAILABLE TIME will your People have to participate in your efforts.
¨ How best and often do you need to COMMUNICATE your efforts your People – to spur and keep their interest.
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RELATING YOUR EFFORTS TO WHAT THEY DO
How Do Your
Efforts
Relate – to
What Your
People Do?
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RELATE YOUR EFFORTS TO WHAT THEY DO
¨ Once you know what Matters to Your People – you must then set out to Relate Your Efforts to them and what they do.
¨ Such action will include determining how Your Efforts: ¤ Are a part of the daily responsibilities that Your People
perform.
¤ How Your Efforts can improve what they do and the results that they attain.
¤ And how Your Efforts pertain to Departmental and Organizational Goals.
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RELATE YOUR EFFORTS TO WHAT THEY DO
¨ WHY EXAMPLE: My prior Plant was incurring a rash of Soft Tissue Injuries – resulting in several of our People being placed on restricted duty. ¤ In response – I formed a Corrective Action Team (CAT)
whose Goal was to reduce and prevent such Injuries.
¤ To be successful at this effort – I needed to find out what actions our People were performing that were causing these Injuries including looking at everything that they did.
¤ In order to get their support in this effort – I started by providing Education on these Type of Injuries on how they were incurred by the Operations that they performed.
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RELATE YOUR EFFORTS TO WHAT THEY DO
Ways that you can Relate Your Efforts to Your People –
¨ SPEND TIME WITH YOUR PEOPLE – By going around and discussing how your efforts can/will impact them and how they relate to what they do.
¨ SHOW THEM HOW – Visually show via actual demos, on site training, or videos of 3rd party efforts.
¨ OUTSIDE EXPERT – Have an external expert come in and discuss with those that are/will be affected by – which can reinforce what you are trying to do.
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RELATE YOUR EFFORTS TO WHAT THEY DO
Ways that you can Relate Your Efforts (con’t) – ¨ HOLD INFORMATION SESSIONS – If your efforts
can be considered a major undertaking (i.e., such as implementing Lean Six Sigma) – ¤ It is highly recommended to hold Info Sessions on what
such efforts are about and where Your People can ask Questions regarding.
¨ EDUCATE YOUR PEOPLE – By sharing details of what your efforts entail – including what actions will be needed/taken, timeframe to complete, etc.
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RELATE YOUR EFFORTS TO WHAT THEY DO
Ways that you can Relate Your Efforts (con’t) – ¨ LEARN FROM OTHERS – Includes learning and
sharing what other Organizations have done with similar endeavors – ¤ Spend time to research other Companies that are similar
to yours – find out the problems that they faced and what they did to improve their performance and results.
¤ Include what actions that they took to implement such efforts and how successful were their results.
¤ Post such information to a Company Website that your People can view and learn about on their timeframe.
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COMMUNICATE WHY IT IS IMPORTANT
Would You Undertake Efforts –
Without a Cause?
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COMMUNICATE WHY IT IS IMPORTANT
¨ A critical aspect in Engaging Your People – is Communicating to them WHY they should participate in Your Efforts.
¨ Such actions should be taken to – ¤ Show why there is a need to change or improve
Departmental & Organizational Efforts. ¤ Address shortcomings that may be consistent, negatively
impacting financial standings, take too much time to complete, or that have too much variation in their performance.
¤ Show what is available for those that look “Outside Their Box” and their Normal Routines.
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COMMUNICATE WHY IT IS IMPORTANT
Communicating Why to Your People – is basically an extension of Relating Your Efforts to What They Do –
¨ BENCHMARK CURRENT RESULTS – of Departmental or Organizational Responsibilities to other Company’s that perform similar Operations. ¤ Such efforts should compare Organizational Results to
other like Organizations including your Competitors.
¨ SHARE CASE STUDIES – The internet is a great source to find Examples of similar Actions taken by other Organizations – that include hard results data.
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COMMUNICATE WHY IT IS IMPORTANT
Communicating Why to Your People (con’t) – ¨ QUANTIFY WASTED EFFORT – With most
Organizational Processes – one can find Wasted Effort without digging too hard. ¤ Such does not add any Value – delays the Completion of a
Process – and adds to the Cost to perform. ¤ AND WASTED COST = JOBS ¤ Take time to analyze the Process that you are looking to
improve – and show Your People how much their wasted effort is Costing the Organization.
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COMMUNICATE WHY IT IS IMPORTANT
Communicating Why to Your People (con’t) – ¨ SHARE THE DETAILS INVOLVED – To be successful
at engaging Your People – sometimes all it takes is to share the details that are involved. ¤ If your effort is more than a quick fix – and one that will
take planning, time, and commitment – you need to share the details involved with those that will be impacted by.
¤ Along with your sharing your details – include what You expect your major actions to – do, produce, improve, etc.
¤ Make sure to give fair estimates on the additional time that it will require of them to be a part of such efforts.
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COMMUNICATE WHY IT IS IMPORTANT
Communicating Why to Your People (con’t) – ¨ WHAT’S IN IT FOR THEM – Your People will need to
know that if they jump on board with your efforts – how will they Individually benefit from them. ¤ This can include providing them additional Education – to
being part of an effort to improve what their People do.
¨ STAYING CURRENT WITH TODAY – Means that we as Individuals and Organizations must stay current with technology and other means in our Workplace. ¤ Our times are constantly changing and it does not take
long to fall behind what is current today.
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
Getting Your People
to Engage in
Your Efforts –
Means that they
become an
Extension of You
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
¨ MY EXAMPLE: At my prior Plant I served as the Safety Manager – and had the responsibilities of keeping My People Safe in the Jobs they performed.
¤ To be successful with this Responsibility – I felt that it was critical to My Safety Efforts – that all of my People needed to be actively involved in Plant Safety.
¤ In my efforts I would often talk about having “Safety Eyes” – which watched for unsafe actions and conditions.
¤ In addition to my own – I wanted my People to have “Safety Eyes” as well = Having 300 Pairs of “Safety Eyes” was better than just 1pair.
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
¨ Getting your People to be a part of Your Efforts can be a challenging endeavor.
¨ Factors that you should consider here include what has been addressed above – ¤ What is important to your People? ¤ Would there be time made available to them? ¤ What roles could they serve in your Efforts? ¤ Would their efforts matter?
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
There are various ways to include your People as part of Your Efforts –
¨ PLANNING PROCESS – Include your People as part of your Planning Process – solicit their Ideas and Recommendations and include them as part of your efforts if so worthy.
¨ CREATE ROLES of RESPONSIBILITY – To progress your efforts you will need People to advance certain Responsibilities – Use your People to fill these Roles.
¨ USE VOLUNTEERS – Find People who would be willing to try out something new – and have them report to you Their Findings and Results.
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
There are various ways to include your People (con’t) – ¨ SOUNDING BOARDS – Use a Work Group Leader
to discuss elements of your efforts and your expectations.
¤ Then ask them for their Feedback & Suggestions. ¨ SUBJECT MATTER EXPERTS – Make use of SME’s
that can add extra know-how and experience to your efforts – which can promote buy-in.
¨ FOLLOW THROUGH – As questions, concerns, and issues come up – make sure that you address them on a timely basis.
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
¨ PEOPLE ARE IMPORTANT – Make sure that you conduct your efforts with Your People in mind.
¨ THEIR NEEDS & ACTIONS – Include them as part of your efforts – Your People will notice and take interest.
¨ EMPLOYEE RECOGNITION – Take time to recognize your People that partake in your efforts.
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INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS
There are various ways to include your People (con’t) –
¨ FORM TEAMS or COMMITTEES – If your effort is a large undertaking – consider forming a Team that will help lead and see your efforts through.
¨ PROVIDE THEM ADVANCED TRAINING – To get your People on board – you may need to provide them Advanced Training on your efforts.
¨ STAY ACTIVE WITH YOUR EFFORTS – Make sure that you stay active with your efforts – do not tire lest your People will fall out of interest.
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SHARE YOUR RESULTS
If You are someone
looking in – wouldn’t you
want to know
HOW YOU ARE DOING?
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SHARE YOUR RESULTS ¨ If you are someone that is leading a New or Change
Effort – I feel strongly that you must SHARE YOUR RESULTS with your People.
¤ This includes with both the People that are directly impacted or affected by your Efforts
¤ As well as the Senior Staff of your Organization
¨ To be successful here, you must know – ¤ What and How to Share ¤ How Frequent to Communicate your Results ¤ Where to Share Your Results for maximum exposure
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SHARE YOUR RESULTS Reasons why you need to SHARE YOUR RESULTS –
¨ Get and sustain Senior Management Support
¨ Benchmark against other like endeavors
¨ Being able to Continuously Improve
¨ Requesting Operating or Capital Funding
¨ To Stay Ahead of your Competition
¨ Keep People Interested & Involved in Your Efforts
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SHARE YOUR RESULTS You should use various ways to Share Your Results in order to maximize your exposure – ¨ COMPANY WEBSITE – Post Information and Results
of your efforts to the Company Website – which allows your folks to view them at their leisure.
¨ HOLD CELEBRATIONS – If you attain significant milestones (i.e., attaining Green Belt Certification) – hold an event to celebrate and talk about.
¨ KEY PERFORMANCE INDICATORS – If your effort has merit – establish and post KPI’s and keep them updated on a timely basis.
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SHARE YOUR RESULTS You should use various ways to Share (con’t) – ¨ EMPLOYEE INFO BOARDS – Make use of Information
Boards where your People gather to read various updates on Company Matters. ¤ But make sure that you tailor your Postings to provide the
needed info in quick manner.
¨ DAILY BRIEFINGS – If your organization makes use of Workgroup / Departmental Communications – make sure to use this avenue when appropriate.
¨ INFO FLYERS – Posting teaser type information in Common Areas – could spur your People to want more.
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SHARE YOUR RESULTS ¨ COMPANY NEWS – If
your organization makes use of a Company Newspaper – write an Article on what you have accomplished.
¨ READER BOARDS – When used are in common areas – make sure your message is too!
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SHARE YOUR RESULTS Other Considerations when Sharing Your Results – ¨ HOW OFTEN – In order for your People to want to
frequently read, you have to keep your Results and Information – up-to-date. ¤ Postings that are old and outdated – will not spur your
People to come back to read more.
¨ WHAT TO SHARE – If you want your People to be a part of your efforts – you must show Results that affect them or that show improvements gained. ¤ Sharing “Case Study” type info with results attained
can answer – What, Why, When, Where, and How.
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SHARE YOUR RESULTS ¨ ENLIST HELP – When
sharing your Results – don’t do it alone – use others to help spread the word.
¨ BE A VOICE – As the Driver of your efforts – you must be a constant cheerleader. ¤ Seize all opportunities to
communicate your Results.
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CONTINUOUS INVOLVEMENT
A Successful Manager – is
one that is always
looking to keep His / Her
People ENGAGED
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CONTINUOUS INVOLVEMENT
EMPLOYEE ENGAGEMENT to me – is a never ending task for a Supervisor,
Manager, or Department Head.
¨ If you can keep Your People Engaged in what you do – the potential that you can achieve as a Work Group could be endless.
¨ But doing so will not be as easy – it will take hard work on your part and will most often require you to look outside your means.
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CONTINUOUS INVOLVEMENT
The following are essential skills that are needed for Continuous Involvement –
① Leaders should never be happy with Status Quo. § Doing so will allow you and your People to be
passed by those wanting more.
② Never Ending Learning – should be the personal characteristic of anyone looking to better themselves.
§ How else do you keep up with our constantly changing times before it leaves you behind.
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CONTINUOUS INVOLVEMENT
The following are essential skills needed for CI (con’t) –
③ Embrace Change and expect Your People too! § Be willing to accept Change – lest you be changed.
④ As mentioned above – Look Outside Your Box.
§ We all must find it in ourselves to look outside our norm, our everyday routine, the things that we find comfort with. Don’t take today for granted.
⑤ Don’t go it Alone – It is much easier to get there with many hands on deck…beating to the same drum…and going in the same direction.
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CONTINUOUS INVOLVEMENT
The following are essential skills needed for CI (con’t) – ⑥ Continuous Involvement always looks for something
new – something not tried before. § You must be continually looking to reshape what you
and your People do – in order to be prepared for tomorrow.
⑦ Learning from Others provides you the ability to not spend as much initial effort – since someone else has already done the leg work. § There are so many sources available – Internet, Social
Portals, Networking – learn to use them all.
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CONTINUOUS INVOLVEMENT
⑧ Always asking your People – “What If”. § Often and frequently
ask your People for their Thoughts and Recommendations.
§ Include what they have to offer – since more than likely they are the ones involved with the every day details.
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CONTINUOUS INVOLVEMENT
The following are essential skills needed for CI (con’t) –
⑨ Learn from Your Mistakes and don’t be afraid to admit and show it.
§ Not everything that you try or do will work.
§ You must be able to identify when it doesn’t – then recalibrate and try something new.
⑩ Make sure that the Goal of your effort is sound. § Special efforts at your workplace should be intended
for the advance of your Organization or your People.
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EMPLOYEE ENGAGEMENT
¨ This sums up what I have to offer on Employee Engagement.
¨ I hope that you may have found something worthwhile for you to use in your efforts to Engage Your People.
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EMPLOYEE ENGAGEMENT
¨ My Thanks to those who took the awesome Lighting Strike Pictures that I found off the web.
¨ All credit goes to them whom took them.
¨ Their inclusion is to give you something to look at and wonder.
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EMPLOYEE ENGAGEMENT
¨ If you care to send me Your Comments – I welcome them.
¨ Please e-mail me at [email protected]
¨ Good Luck in your endeavors to Engage Your People…They are so critical in what you do.