HR Summit South Africa 2015 Seminar Presentation by Roti Balogun, Head of Learning & Development, Ericsson Sub-Saharan Africa

Employee engagement strategies for Africa

Session Code: HRSA05

Employee Engagement strategies for africa

ROTI BALOGUNHead of Learning & Development,

Ericsson Sub-Saharan Africa

3 takeaways for today

a) What are the key employee Engagement drivers

b) EMPLOYEE ENGAGEMENT APPROACH@ ERICSSON

c) PRACTICAL SUGGESTIONS ON ENGAGING EMPLOYEES

Public | © Ericsson | 2015-09-20 | Page 4

engagement drivers


THE WRONG or right STRATEGY

Source: Forbes Leadership Article (Kevin Kruse- https://youtu.be/HNr4tE74xUE


Ericsson’s dialog survey

Source: Ericsson Internal Communications - https://youtu.be/Sn9LdUPZo-E


Survey toolGET YOUR Reports, ANALYSE them, PLAN ACTIONS

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Feedback/Survey follow-up: How can we ensure that Dialog results are discussed in each unit and action plans implemented?

Focus group questions

*Based on Dialog 2014

identified focus areas


Ensure Continuous Feedback and Monitor Activities

Suggested Actions

FOCUS:Dialog Feedback/ Survey follow-up

Possible Root Cause: Dialog feedback is not always communicated to the teams. Action plans and follow-up are not always properly done or well communicated

Communicate Results and Agree Actions

Appoint Champion or Workgroup


Leading Performance: According to you, how can line managers improve the quality of performance management?





FOCUS:Leading Performance

Possible Root Cause: Employees don’t clearly understand the individual performance management process. Employees feel that Line managers do not put enough focus on the quality of the discussions.

Suggested Actions

Goal Setting Discourse (SMART, with quality)

Development & Aspiration Discourse ( DO not skip through)

Beyond Mid-year/Annual reviews (Continuous Coaching)


Learning: What initiatives can be put in place to encourage an everyday learning culture?





Encourage knowledge sharing, collaboration and on-the- job training/mentorship.(70/20/10)

FOCUS:Learning

Possible Root Cause: Employees sometimes feel that their learning needs are not sufficiently supported.

Suggested Actions

Set & measure targeted number of learning hours per employee

Leaders inspire work free time set aside for learning (brown bag lunches, time2learn events)


Involvement: What ideas would you suggest to improve employees’ involvement in the decisions that affect their job?





Celebrate successes continually with the team

FOCUS:Involvement

Possible Root Cause: Employees feel that they are not sufficiently involved in decisions affecting their work.

Suggested ActionsEncourage bottom-up feedback

Share feedback from the customer with your team.


Confidence in Ericsson’s future: What can line managers do to ensure that their direct reports are confident about Ericsson’s future?





FOCUS:Confidence in Ericsson's future

Possible Root Cause: Employees feel that they do not have enough information on the Company's direction.

Suggested Actions

Lead by example, be a role model

Be honest and transparent about the Company's direction.

Ensure visibility of region /unit / team scorecards/results.


Ericsson a great place to work: What initiatives can be put in place so that Ericsson continues to be a great place to work?





FOCUS:Ericsson a great place to work

How can you ensure that your team is engaged?

Suggested ActionsFacilitate creative workspaces, and work-life balance

Create a connection culture

Recognize success socially and tangibly

Employee engagement strategies for Africa

Session Code: HRSA05

Education

HR Summit South Africa 2015 Seminar Presentation by Roti Balogun, Head of Learning & Development, Ericsson Sub-Saharan Africa