Building Culture through Employee Engagement

Presented by Prashant Bhaskar & Pallavi Prabhu

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Understand what Employee Engagement is and the relationship between culture, commitment, and performance.

Understand what culture is and its importance in organizations.

Learn how to build employee engagement by motivating your workforce.

What does engagement mean?

The Institute for Employment Studies defines engagement as A positive attitude towards the organization Awareness of business content Works with colleagues to improve performance

Engaged employees are those who are consistently motivated to go beyond expectations and who are committed to the company and customers

How Many of You Would Like to

Work in/with an organization where ALL EMPLOYEES say,

Reality Check

What percentage of your employees…

Love their job? _____% It is OK, do just enough to get by? ____%

Don’t really care much about the job? ____%

The Real Picture

Actively Disengaged: 17%

Do just enough to get by & get paid: 54%

PERF

ORM

ANCE

Love my job, Engaged 29 %

Source: Gallup Management Journal http://gmj.gallup.com Gallup Organization Study

ENG

AGEM

ENT

Current Commitment/Engagement Levels

Why is engagement important?

The impact engagement has on the business success can be dramatic: A recent study found that engaged employees outperform their

counterparts by 20-28% Serota consulting looked at 28 multinational companies and found

that share prices of organizations with highly engaged employees rose by an average of 16% , versus an industry average of 6%

There is a direct co-relation between engaged employees and : Retention of talent Level of customer service Individual performance Team performance Business unit productivity, Financial performance

Organizational Culture Defined

Organizational DNA Culture = Sum of values, virtues,

political environment and behavioral norms

In short, is it the “Way We Do Things Around Here”

What management pays attention to and rewards is the strongest indicator of an

organization’s culture

What Is our Culture?Think About….

1. What words would you use to describe your organization and/or team?

2. How are decisions made?

3. How are promotions determined?

4. What is focused on more?

5. What gets rewarded?

6. What does the physical environment look like?

7. How is feedback given?

Importance of Culture

Culture

High Performance

Employee Engagement

Direct link between

culture and

the level of employee engagement

Contractual External

Internal

Levels of Commitment = ENGAGEMENT

Internalization

Identification

Commitment Levels

External Commitment

Internal Commitment

PERF

ORM

ANCE

ENGAGEMENT

Employees who are engaged

Have a positive attitude and feel pride in the company

Believe in the product and service offered

Act as business owners Feel empowered to make a

difference Believe their work impacts the

organization in a positive way Improve the sharing of information

so all can strive to be “Best in class” Promotes positive culture Takes advantage of being a “global”

company through employee interactions

Allows the environment to be fun

Enhances

Company PerformanceIndividual PerformanceOrganizational PrideTeam ProductivityEmployee Retention

Elements of Engagement

Role of Leaders Role of Managers Communication Building a sense of Team Recognition/ Celebration Proactive Human Resources Measure Progress

Role of leaders

People Leadership Business Leadership Self Leadership

Role of Managers

Managers who have people leadership responsibilities have a critical role to play in employee engagement. Research has proven that the #1 reason for employee job satisfaction and retention is their immediate supervisor.

Successful managers; Inclusive with all team members Provide clarity Care about their employees Show a link between individuals role and business as a whole Impart clear expectations Proactively inform the team how they will be assessed Develop and help the individual grow Reward & Recognize

Communication is a key to creating high engagement culture

- Communicate Frequently

- Create forums to encourage two way

communication-Anchor communication

in data and specifics about business

fundamentals and strategy

- Show employees how their jobs contribute to business objectives-Provide actionable guidance on how employees can contribute to the business objectives

- Ensure the CEO & senior leaders travel to communicate with employees in person

- Appeal to employees emotional commitment by linking peoples personal experience to business initiative

whenever possible

Building a sense of team

Company sponsored activities Community involvement Individual volunteerism Collaborate with co-workers to promote a

positive work environment Clear objectives that the team is all striving

to achieve

Recognition / Celebration

Employee recognition programs On the spot awards Mid level awards Key contributor awards.

During team meetings thanking individuals or teams for a job well done.

Service awards Site celebrations

Proactive Human resources

Higher HR involvement Drive people planning cycle Enhance, motivate and retain are most

important asset – people Drive performance and profitability

Measure Progress

Conduct organizational climate surveys to understand if the employee satisfaction objectives are met.

Use the findings of the survey to improve organization culture and become employer of choice.

Conduct such surveys on a yearly basis

Pieces come together

These elements will drive up employee engagement

“Things that matter to Employees that most Companies must sermon!”

Feeling appreciated for the work they do. Not working in a stressful environment Being valued and respected within the

organization. Career opportunities for advancement

within the organization. The organization effectively utilizes

employee’s knowledge and skills.

Plug HR creates awesome ventures!!!