Employee engagement sequel

Engagement The New metrics of PERFORMANCE

Engagement is all about Involvement and Commitment

People

Organizations

Organizations

Good Employees

I am sure all of us will agree that we all are not only GOOD BUT EXCELELENT people

We love to prefix all possible

ADJECTIVES to our

Names…

The question?

Is it our definition of

GOOD that matters?

Is it Organization’s

definition of GOOD that

matters?

OUTSIDE

INN

Definition of GOOD

Are you Dependable?Can Do Types..NOT

Will Do Types

Are you GOOD at

Communication ?Ability to Express clearlyComposure of thought

Are you a GOOD Listener?Follow instructions and

Lead

Are you best suited for the Job?

Your Capabilities

Do you have the Personality?Appearance

How good is your Body

Language?Postures and Gestures

How good is your Mannerism?Etiquettes

Your JOB related awareness?Knowledge

Your JOB related awareness?Theoretical

Your JOB related awareness?Perfect blend of Theory & Application

How well you are grounded?Morally and Socially

How IMPORTANT is your

CAREER?

If you focus on RESULT,

you will never Change

If you focus on CHANGE,

you will get result

GOOD jobs..

BAD..

REASONS

Perfect MISMATCH

Weak CommunicationComposure of thoughts

Clarity of Expression

Poor LISTENING habits“Running tapes in head”

Lack of Job Awareness

Lack of ApplicationI am too se.... for this job

Lack of Exposure

Above ALL

When companies hire,Language and

Communication skills are basics...What matters the most

Is OUR ATTITUDE

The majority of employers find itdifficult to assess candidates’ SOFT SKILLS

therefore find it most difficultto select candidates

- with appropriate skills,- ability to multi-task- and right level of

commitment to the job

Hiring Mistakes…

People often get selected simply because they click in the interview.

People most of the time get selected because of references (obligations)

HARD to say NO

People often get selected who share some common background – School, College or

Training

Homogenous

Like minded people

Most IMPORTANTLY recruiters

Tend to select people who are under some obligation and assume they will never

Be THREAT to their Job or Position

WEAK CANDIDATURE

AA

Attitude Aptitude

Aptitude

Attitude

?

?

Bad attitudes that isn’tin line with thecompany cultureleads to highturnover.

Low morale – Lack Enthusiasm

Funky productivityHigh expectationsLow performance

Bad Attitudes

STAR PERFORMER

Ability to do the workOpen- mindedLearn & Teach

TALENTED TERRORCan do the work

Close minded Believes to know

everything

CONSISTENTLY COMPETENT

Ability to do the workBehaviour support

Work & people

TRAIN & DEVELOPBuild their skills

UP or OUTNeeds to Improve

PERFORMANCE ATTITUDE

INCONSISTENTLYCOMPETENT

Needs supervisionAlienate behaviour

AP

TITU

DE

vs. A

TTI

TUD

E

GOOD Fit

POOR Fit

ATTITUDE

APTITUDE

The Right fit...

Behaviour

Knowledge

Skills

Has sufficient relevant understanding

The Right fit..

combination of Knowledge, Skills and

Behaviours

QUALITIES

The Right / Perfect fit..1. Accountability2. Good Listener & Thinker 3. Has sense of GRATITUDE4. Commitment5. Communicate clearly & precisely6. Responsibly work in TEAM7. Honest, Sincere....8. Skilful

But ... most of us have a common career concern....

We have our expectation from the Organization?

What is your definition of REWARDING

CAREER?

Stable Career path

JOBSECURITY

HEAVY INCREMENTS

Stable Career path

MAXIMUMBENEFITS

LESSACCOUNTABLITY

Stable Career path

MINIMUMWORKLOAD

MAXIMUMRECOGNITION

Stable Career path

LIFE WORKBALANCE

CAREERENHANCEMENTOPPORTUNITIES

Stable Career path – more personalized definition goes here...

?

?

Stable career paths are DISAPPEARING.

Stability is precursor to DEATH

Every Organization gets its identity from individuals working for it.

Organization’s definition of SUCCESSBusiness Goals, Values & Strategy

Individual’s definition of SUCCESSPromotion, Reward, Recognition & Vacation..???

Definition of SUCCESS varies

Every Individual tends to work for their MAXIMUM Satisfaction

Individuals represents all 3 levels of Management

Organization is pursuing its definition of SUCCESS

Individuals are pursuing their definition of SUCCESS

Organization and IndividualsIntercept each other every day

At point called..

JOB

Organization expects MAXIMUM CONTRIBUTION

Individual expects MAXIMUM SATISFACTION

Individual expects MAXIMUM SATISFACTION

Organization expects MAXIMUM CONTRIBUTION

ENGAGEMENT

REASONABLECONTRIBUTION

MAXIMUM SATISFACTION

MA

XIM

UM

SA

TISF

AC

TIO

N

MAXIMUM CONTRIBUTION

MINIMUMCONTRIBUTION

MINIMUM SATISFACTION

MAXIMUM CONTRIBUTION

MINIMUM SATISFACTION

MAXIMUM CONTRIBUTION

MAXIMUM SATISFACTION

Engagement should be a DAILY Priority

Individuals

ManagersExecutives

Individuals

ACTA – Assess – Goals, aspirations – success def.

C – Communicate – share with Mgrs.

T – Take Action – find the way ahead

Managers CARE C – Coach A – Align

R – RecognizeE - Engage

Executives

CASEC – CommunityA - AuthenticityS – SignificanceE - Excitement

Individuals

ENGAGEMENTVOLUNTEER to work in TEAMS

Managers

ENGAGEMENTFAIR Resource ALLOCATION & UTILIZATION

Executives

ENGAGEMENTFoster Sense of COMMUNITY in the Org.

HELP!

Executives

Managers

Individuals

Make HELPING as the norm.

Collaborative GENEROSITY!

Culture of HELPING!

HELPING Behaviour

Why HELPING is so DIFFICULT!

Helpfulness doesn’t arise automatically among people

People in Social Groups experience conflicting Impulses

A potential HELPER is often inclined to

COMPETE

A potential HELP seeker often takes

PRIDE in doing alone

A potential HELP SEEKER often

DISTRUST the potential HELPER

HESITATION – Norm of Reciprocity

HESITATION – Norm of Incapability

BEST HELPERS = GREATEST EXPERTISE

ATTITUDE

TRUST and ACCESSIBILITYSupersedes the COMPETENCE

Executives

ENGAGEMENTFoster Sense of COMMUNITY in the Org.

ENGAGEMENTProfessional with HIGH level of Commitment

Perfect Balancing

1

2

3

WORK LIFE

1

NEGOTIATION

2

RISK

3

1

WORK LIFE BALANCE

High Paying Job

Not only You but

Want your type of DREAM JOB

For anything DESIRABLEThere is

COMPETETION!

The only way toEARN your DREAM JOB

Get FULL ENGAGEMENTShow ENTHUSIASM

FULL ENGAGEMENTIs a place where Organization and Individual

EXPECTATIONS MEET

Competitive AdvantageCombination of

1. Our Assets2. Aspirations3. Expectations

Our ASSETS

KNOWLEDGE

Awareness

Appearance Confidence

PersonalityGestures & postures

Our ASPIRATION

EXPECTATIIONS

Market Realities.

EXPECTATIIONS

ACTUALS

REMEMBER It is all a matter of

GIVE and TAKE

The best career allows you to pursue Worthy ASPIRATIONS, using your ASSETSWhile navigating the MARKET REALITIES

Realize your TRUE potential

Who Says...?SELF AWARENESS – Not what other say…

ACCEPT your WEAKNESSES

DO NOTDEFEND / PRETEND

VOLUNTEER - HELP OTHERS

This way you learn to understand

Other people’s NEEDS

HELP and GROW!

NEGOTIATION

2

That's OBVIOUS!

NEGOTIATION is a SERIOUS Issue

NEGOTIATE with PURPOSEEvery JOB boils to negotiating with PEOPLE

PEOPLE controlRESOURCES , OPPORTUNITIES & INFORMATION

OPPORTUNITIES are

attached to PEOPLE

If you’re looking for OPPORTUNITIES, you’re really

looking for a PERSON

BUT REMEMBER!

The PEOPLE you spend time will SHAPEWHO you are and WHO you will BECOME

CHANGE yourself by hanging with PEOPLE who are alreadyTHE WAY YOU WANT TO BE!

Meet New PEOPLE Via PEOPLE YOU ALREADY KNOW

CIRCLE OF INFLUENCE

Meet New PEOPLE MOVE – WALK AROUND

Meet New PEOPLE DISCUSS - Talk about ..

Start the CONVERSATION

POSSIBLYIt’s very likely that

SOMEONE YOUALREADY KNOWKnows someone

Who could beGREAT HELP

To You!

Of Extending HELP!

3

Manage RISK

Afraid

RISK of FAILURE

To know the best plan You have to...

LEARN by DOING!

NOT by PASSING to OTHERS

Take the INITIATIVEDON’T WAIT for Instructions!

Not sure .... What to do?

Spend some time!

CURIOUSOther person JOB is a better than

what you are currently doing?

The other side of grass is always GREEN

FOCUS ON YOUR WORK – Don’t be suggestive

VOLUNTEER - CAN I BE OF ANY HELP TO YOU

STRATEGY OF EXTENDING HELP

HELP others achieve their TRUE POTENTIAL

DO SOMETHING..

ACTION help us Discover where we want to Goand also how to GET there

MOST SUCCESSFUL PROFESSIONALSKnows how & when to take INTELLIGENT RISKS

Most of us assume that we can get career stability by

MINIMIZING RISK

Stability is precursor to DEATH

Stable career paths are DISAPPEARING.

PLAYING SAFE is one of the

RISKIEST thing one can do

DO NOT AVOID RISK,TAKE INTELLIGENT RISKS

Always Focus on LEARNING

NOT

Position, Power and Comfort

Do not DISMISS a ASSIGNEMENTJust because you keep hearing what others have to say…….

ALL are Actions are with PREDEFINED INTENTIONS

Losing Extra time Losing Extra Money

Working HardSome discomfort – work life adj.

IT IS A RISK ONE SHOULD BE WILLING TO TAKE(Intelligent Risk)

The BEST OPPORTUNITIES are the oneswith the MOST QUESTION MARKS

Most of us AVOID ALTOGETHERwhen in doubt

Take INTELLIGENT RISKSSEEK for OPPORTUNITIES other MISS

Volunteer to participate & LEAD

We all areWIP

WORK IN PROGRESS

Each Day

Presents an

pportunityto

LEARN MOREDO MORE

BE MORE

Every day is EXAM DAY at workplace

If you’re Not GROWING,You’re CONTRACTING

If you’re not moving FORWARDYou’re moving BACKWARD

WORK LIFE

1

NEGOTIATION

2

RISK

3

RISK

3

Thank You