Thank you for joining me
Because you are here
I imagine you're curious to know more about
how to make the business case
for investing in increasing employee engagement
for your team or organisation.
Perhaps you are wondering what conditions really make the difference
to producing sustainable employee engagement?
Would you like to know
whether the bottom line benefits
of investing in this change initiative
for your organisation are really worth it?
What could the level of return on investment be?
How much worse off you will be if you do nothing?
Now, I really appreciate
your desire to develop your understanding,
and while I can't talk to the details of your unique situation
I will try to give you a simple approach
to help you find the answers that you are looking for.
I have split the video into 2 parts
In this first one I will be sharing with you
the 10 Key Conditions necessary
for sustainable employee engagement to flourish.
Then in Part 2 we will be looking at
how to use a simple framework
built on these 10 Key conditions
to put together the business case
for investing in developing employee engagement
for your team or organisation.
Please leave me a comment
or send me an email
if you would like me to help you think about
your own unique situation
I would be happy to do what I can
to help you get moving in the right direction.
So, let's get started
Firstly, what is Employee Engagement?
Well, Employee Engagement is a state of
heightened emotional commitment and energy
we give to and get from our work.
It comes about through
our emotional relationship with
the value of what we do,
who we do it with and who we do it for.
Actively Engaged employees are
more productive, innovative and fulfilled
And they are much less likely
to want to look for work elsewhere
which has a big benefit on reducing
the costs and risks associated with staff turnover.
Please check out my video "What is Employee Engagement"
if you would like to refresh your understanding
of what this is all about.
Now, it is amazing that the business benefits
of having a fully engaged workforce
have been thoroughly researched
and validated since the 1990s
However, just do a Google search for "employee engagement"
and you'll find thousands of
blogs, articles and research reports
broadcasting the persistently high percentage
of employees that are either disengaged or not actively engaged,
and that the price tag
to businesses and the wider economy of this lack of engagement
runs into hundreds of billions of dollars.
Nonetheless it is true
that more and more forward thinking companies,
fighting for their competitive edge
are successfully pushing the envelope
by creating big shifts in how they operate,
including major re-engineering in the nature
of their relationship with their workforce.
Now, I'm not going to regurgitate right now,
all the stats that you can readily find online
from Gallup, Towers Watson and many research experts,
but if you would like to dig into the data a little deeper,
I've given you some links
In the description below to a few useful sources.
Instead, what I would like to do
is give you some simple steps
to help you think about
how to build a business case for investing in
Employee Engagement for your organisation.
To do this you need to have a clear picture
of what changes you would need to make to:
recruitment, work processes, your workplace environment,
leadership behaviour, management practices, support processes and technology
to be able to deliver the right conditions
in which engagement is most likely to flourish.
To help build that picture,
think about your own personal experience.
Engagement is not a permanent condition.
It is very dependent on
your own mental, emotional and physical state
and what you are doing
and who you are doing it with.
All of which are conditions
that can fluctuate from day to day.
However, what will help you to bounce back
into an actively engaged state,
if for whatever reason you are having an off day,
is how you experience and feel supported by
the relationships and conditions in your workplace
and the degree that your work is a natural extension of
and channel for expressing your best self.
So let's first look at what conditions
need to be in place
to give you the best chance
of bumping up your engagement level.
These are the 10 key components of the engagement mix
that in my experience are
necessary preconditions for developing
sustainably higher levels of employee engagement.
As we go through the list
think about how each item
applies to you personally,
to what degree does this describe your relationship
with your work and workplace environment?
and to what degree
does it exist in your workplace, right now?
So - You are more likely to become actively engaged when:
1. You feel your work adds value to the world
and is recognised by others in a way that fits
with your own sense of your own identity.
Your work gives you a sense of Meaning and Purpose.
2. You are given the control,
the flexibility, autonomy and the resources
to do your job in the best way you know how.
3. You can get in a good flow with your work
without unwanted distractions, ambiguities and unrealistic workloads.
4. Your work stimulates and stretches you,
you feel good about how it gives you opportunities
to grow both personally and professionally.
5. Your supervisor demonstrably cares about your personal well-being
and is supportive, empathetic and appreciative.
6. You feel that you are a member of a team or community
connected to, recognised and valued by
your boss, your co-workers and your customers.
7. The work you do is a good fit
for your natural talents, experience,
personality type, values and goals.
8. The organisation you work for
has core values and a purpose
which you feel good about.
9. You feel trusted, held accountable
and rewarded appropriately
by the organisation you work for
10. You have a healthy work-life balance,
the demands of your job leave you enough time and energy
to devote to your life outside of work.
So there you have it:
The 10 Key Conditions
necessary to help increase Employee Engagement
levels across your organisation.
Please feel free to copy paste this list for your own use
you will find it in the description below.
Now, I think you will agree that there is a lot
that organisational leaders can do
to nurture the conditions that promote engagement.
But to achieve this takes a lot of careful thought
and coordination to make effective changes
to behaviours, processes and feasibly technology,
to give you the best chance of success.
If you want to start building your case
for making those changes
and investing in developing Employee Engagement
to produce a more effective,
fulfilling and profitable operation.
Just click here to continue with In Part 2 of this video
where I am going to share with you
a simple framework approach that can help get you started.
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