People Engagement PDF

PEOPLE ENGAGEMENT  OUR TEAM ALESSANDRA SAHAR GIULIA LAURA Extroverted Extroverted Converger Introverted Introverted Accomodator Assimilating Converger Table o...

PEOPLE ENGAGEMENT  OUR TEAM ALESSANDRA SAHAR GIULIA LAURA Extroverted Extroverted Converger Introverted Introverted Accomodator Assimilating Converger Table of contents Creating an Engagement Action Plan 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement ) ) ) ) ) ) ) ) ) LEARNING ) ) ) ) ) ) ) ) ) OBJECTIVES Objectives 01 Understand the importance 02 Identify the factors that influence engagement and of concept of employee reflect on the most important engagement. for you, 03 Be aware of the impact of 04 engagement on Design and propose actions to organizational performance improve engagement. and know how to measure it.  What is Employee Engagement? Creating an Engagement Action Plan 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement EMPLOYEE ENGAGEMENT Kahn, 1990 Individuals expressing themselves MEANINGFULNESS physically, cognitively, and emotionally at work. SAFETY AVAILABILITY Maslach and Leiter, 2001 Schaufeli et al., 2002 The opposite of burnout. A lasting, positive state The presence of energy, involvement, characterized by vigor, dedication, and efficacy and absorption. KEY DIMENSIONS OF ENGAGEMENT Emotional Engagement: Cognitive engagement 33.3% 33.3% Behavioral Engagement: 33.3%  The Key Drivers of Engagement Creating an Engagement Action Plan 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement ENGAGEMENT DRIVERS Working environment Leadership Co-workers relationships Training and career development Compensation and rewards Organizational policies a. WORKING ENVIRONMENT The work environment encompasses: Daci and Ryan Physical office space Available resources, Overall atmosphere, including Autonomy and Levels of the emotional climate fostered competence engagement by the organization. Holbeche and Springett Sense of Levels of meaning engagement b. LEADERSHIP AUTHENTIC LEADERSHIP TRANSFORMATIONAL LEADERSHIP Leaders who are self-aware, transparent, Pursue empathy, clear communication, and operate with high moral standards, alignment between personal and encouraging trust among employees. organizational goals. Authentic leadership Transformational leadership Engagement level Engagement level c. CO-WORKERS RELATIONSHIP Trust and Engagement collaboration Creativity and deeper sense of meaning Psychological safety d. TRAINING AND CAREER DEVELOPMENT Opportunities to learn and develop Growth needs Sense of accomplishment and professional satisfactions Motivation and commitment e. COMPENSATION AND REWARDS COMPENSATION REWARDS Monetary recognition Non -monetary recognition Fair and transparent Praise or compensation Overall employee acknowledgment of systems engagement and the employees’ work motivation f. ORGANISATIONAL POLICIES pect between employee al res s and utu man d m age t an me rus n T t Fairness Transparency Support  Measuring Engagement Creating an Engagement Action Plan 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement WHY AND HOW TO MEASURE ENGAGEMENT WHY Helps companies know if employees are happy Engaged employees are more productive and stay longer Identify problems by managers HOW Feedback tools Monitoring job satisfaction and performance  Engagement Challenges Creating an Engagement Action Plan Across Different 6 Groups Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement  ENGAGEMENT LEVELS ACROSS GROUPS AGE TENURE Young employees Short tenure Mid-career employees Mid tenure Older employees Long tenure EXTERNAL FACTORS JOB ROLE Managerial role Incidents Operational role Work-life balance Back-hand role Professional roles ETHNICITY  The Impact of Engagement on Creating an Engagement Action Plan Performance 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement  ORGANISATIONAL CITIZEN BEHAVIOUR 5 key elements Organizational Citizenship Behavior (OCB) refers to 1 voluntary, extra-role ALTRUISM behaviors that employees engage in, 2 CONSCIENTIOUSNESS which go beyond their formal job requirements 3 and contribute to the SPORTMANSHIP overall effectiveness of the organization. 4 CIVIC VIRTUE 5 COURTESY  ENGAGEMENT DISENGAGEMENT RETENTION VS TURNOVER CAREER LACK OF CAREER DEVELOPMENT GROWTH WORK JOB ENVIRONMENT DISSATISFACTION  ENGAGEMENT WORK LIFE BALANCE RETENTION PRODUCTIVITY CREATIVTY STRESS FLEXIBILITY BURNOUT SUPPORT HEALTHY WORK ENVIRONMENT AUTONOMY RECOGNITION AND SUPPORT FOR PERSONAL COMMITMENTS  Creating an Engagement Creating an Engagement Action Plan Action Plan 6 Engagement Challenges Across Different Groups 4 3 5 Measuring Engagement The Impact of Engagement on Performance What is Employee 1 2 Engagement? The Key Drivers of Engagement EMPLOYEE ENGAGEMENT ACTION PLAN PROCESS Assessment & Evaluation & Implementation Data Collection Feedback Strategy Monitoring & Development Adjustment Thank you for your attention! Keep on learning!