ResearchBib Share Your Research, Maximize Your Social Impacts
Sign for Notice Everyday Sign up >> Login

2022 - Enhancing Employee Engagement to Drive Organizational Performance



VenueOnline event, USA - United States USA - United States

KeywordsEnhancing Employee Engagement; What is Employee Engagement?; Utilizing Employee Engagement


Topics/Call fo Papers

What is Employee Engagement?
Employee engagement is an emotional state and a behavioral reaction to an employee's relationship with his/her manager and perception of the organization. Engagement involves an employee's degree of focus, motivation, and passion for his/her job.
Why is Employee Engagement Important?
Engaged employees are motivated toward the organization's success, take pride in their work, suggest improvements, pursue self-development, boost organizational performance, expend discretionary effort, say good things about their organization, and plan to stay.
What is the Business Case?
Most organizations have significant opportunities for improvement. Across the U.S. only 31% of employees are engaged. There have been over 100 research studies proving the improvements in organizational performance resulting from engaged employees.
Organizations have a huge opportunity to benefit from a more engaged workforce because only approximately 30% of employees are engaged:
With approximately 50% unengaged - going through the motions; not performing to their capabilities
And the balance of 20% are disengaged - unhappy at work and their mission is to make sure their co-workers are also unhappy
Employees' Engagement needs are logical - such as:
Being told what's expected of them
Having the materials and equipment they need
Receiving periodic recognition and praise
Feeling their supervisor cares about them
Any supervisor who's willing can improve his/her team's level of engagement because there are employee engagement strategies that prove to be effective
Disney for example:
Trains its supervisors in the Engagement Coaching practices and behaviors expected of them
Gauges their supervisors' performance through Employee Engagement Surveys
Holds their supervisors accountable using coaching, goals, appraisals, merits, bonuses, and promotions
Supervisors are the key to engaging employees. The two factors that have the greatest impact on an employee's degree of engagement are:
the employee's relationships with his/her immediate supervisor
whether his/her supervisor is meeting the employee's few engagement needs
And your supervisors have multiple daily Engagement Coaching opportunities to:
strengthen the relationship
listen, learn and coach
enhance the employee's engagement and performance
Employee Compliance is Not Engagement
Compliance is short-term, forced adherence because there are penalties for noncompliance
Engagement is sustained, enthusiastic & willing performance
Why just telling employees what you want them to do is not enough
What is Employee Engagement?
Characteristics of engaged employees
How to improve employee engagement - three levels of engagement
Strategy + Employee Engagement = Strategy Execution
The Business Case for Increasing Employee Engagement
Highlights of the research study some involving multiple-Industries, over 20 years, with large samples of front-line employees and managers
Why engagement is worth the effort
Improving employee engagement to drive business performance
Companies Utilizing Employee Engagement
Numerous brand name organizations have found that their facilities with high engagement have lower turnover, fewer accidents as well as higher productivity and profitability
The Significance of Your Role as a Manager
The responses to engagement questions are based more on employees' opinions of their immediate manager – than the policies of the company
Managers can impact an employee's discretionary effort by 20% or more
Why great managers are catalysts
How Great Managers Release Their Employees' Potential:
Utilizing manager-employee touch points
The employee performance needs most correlated with positive business outcomes
Numerous practical ways for managers to meet each of the employee performance needs most correlated with positive business outcomes
The secondary set of core employee engagement needs
What about pay?
HR Professionals New to the Field - seeking a comprehensive view of the subject with multiple initiatives
Experienced HR Professionals - seeking a refresher
Leaders & Managers - interested in understanding the benefits to the organization of increasing Employee Engagement
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc
Tel: +1-661-336-9555

Last modified: 2022-09-09 13:17:45