how to improve your bottom-line through employee engagement
DESCRIPTION
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication? In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.TRANSCRIPT
How to Improve Your Bottom Line Through
Employee Engagement
Nov 19th, 2014
Presented by: Paula Calderon
Talent Management Solutions Consultant
For audio, it is recommended you dial in A copy of the slides + recording will be available post webinar
AGENDA
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1. Employee Engagement in Numbers
2. What is Employee Engagement?
3. The benefits of Employee Engagement
4. Measuring Engagement
5. How to Drive Employee Engagement?
Q&A
6. Employer Branding
3
1. Employee Engagement in numbers
Of leaders believe that Employee Engagement
is critical to their business
90% Of employees say they
are disengaged
42%
Of companies have no strategy to strengthen
the commitment of employees
75% Of employees plan to explore other career
opportunities outside of the company
60%
Source: Engagement Study in Business- Gallup, 2013
2. What is Employee Engagement?
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Joy Motivation Satisfaction
Engaged Employees
5
Come up with new ideas
Work until the task is done
Look for ways for company to improve performance
Promote your brand
Recruit/recommend other high performers
Look for ways/routes to grow INSIDE your company
Use free time to learn and get better at their job
Volunteer for committees/community service projects
Foster Engagement in other employees
Signs of Disengagement
6
Oppositional Withdrawal
Undermining Apathy
The 3 levels of Engagement
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• FULLY ENGAGED
EMPLOYEE
Consistently utilising talents
Always high-performing
Networker-Makes
connections
Committed to the company
Good attitude / energy
New ideas / Techniques
Profitable for company
• MODERATELY ENGAGED
EMPLOYEE
Meeting performance goals
Satisfied with position in
company
Equal cost / benefit scale
• DISENGAGED EMPLOYEE
May not know what is
expected of them
May not feel they have the
resources to do their work
effectively
Not tied to company /
coworkers
Costing their company
$3.400 for every $10.000 paid
salary
3. The Benefits of Employee Engagement
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Quality
Customer Satisfaction
Productivity
Absenteeism Turnover
Accident at work
Employee Engagement =
Customer Engagement
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Emotional decision-making
Emotional engagement
Best quality of service
Customer satisfaction
Increase Sales
Increase Profits
Higher returns for Shareholders
Cost of Disengagement
• Actively disengaged employees are disruptive
and negatively influence their peers
• Loss of key talent
• Severe client dissatisfaction
• Significant impact on Organization’s bottom
line
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4. Measuring Engagement
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• Ratio of engaged vs. non-engaged employees
• Measured over a period of time
• Look at business unit, team, or country scores
• Measure favourable scores as well as unfavourable
scores
• Focus hugely on customer interacting employees
• Measure customer engagement
• Communicate results openly to employees
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4. Measuring Engagement
What Drives Engagement?
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Knowing what’s expected at work
Having the tools needed to
perform work
Having the opportunity to leverage one’s
strengths
Recognition
Feeling supported
A mentor or a coach
Being heard
Sense of importance of
the job performed
Commitment of co-workers to quality work
Frequent & relevant
feedback on performance
Having a friend or a trusted confidant
Opportunities to learn and grow
5. How Can You Drive Engagement?
It’s a continuous process that requires involvement and
commitment across all levels within an organization:
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Get your strategy right
Get intimate with your business
problems
Align your recruitment process – It’s
about FIT
The Importance of Fit
Are you looking for the right fit when hiring?
Fit with culture
Fit with Manager
Fit with the team
Fit within Role or
task
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Recruitment
Integration
Development
Performance
Employer Branding
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Employer Branding
Framework
Phase 1: Audit & Analysis
Phase 2: EVP Strategy
Development
Phase 3: Testing and
Approval
Phase 4: Alignment & Communicati
on
Phase 5: Management and Metrics
Critical Skill
17
Recognize strengths of individuals and teams and align them
with your organization’s goals.
Free Offer
We’re offering a free cost of turnover calculation:
– A Drake Consultant will help identify the most
common costs incurred and allow you to determine
how much impact employee turnover is really having
on your bottom line.
– A brief analysis and recommendations
Contact Paula to take advantage of this exclusive offer!
416.216.1094
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Questions & Answers
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