This document discusses employee engagement strategies at Ericsson in Africa. It outlines key engagement drivers such as involvement, learning, performance management, and confidence in the company. Ericsson's approach includes conducting regular surveys to identify focus areas, holding focus groups to understand root causes, and suggesting actions. Examples of actions provided are goal setting, development discussions, knowledge sharing, feedback, recognition, and ensuring transparency. The overall aim is to make Ericsson a great place to work through an engaged workforce.
3. 3 takeaways for today
a) What are the key employee
Engagement drivers
b) EMPLOYEE ENGAGEMENT
APPROACH@ ERICSSON
c) PRACTICAL SUGGESTIONS ON
ENGAGING EMPLOYEES
According to the employee engagement model by Aon Hewitt there are 6 drivers that lead to engaged employees in an organization namely: Quality of life, Work, People, Opportunities, Total Rewards, Company Practices. Apart from the people (Leadership, Managers, Colleagues, Valuing People, and Customers) dimension the rest are the ones resulting/ originating through the people. Hence the people factor can be stated as the most crucial element driving the rest of the elements. It is here that the need for leaders and managers to be emotionally intelligent arises.
Have team meetings to communicate Dialog results for your unit and agree on an action plan by end of Feb each year.
Appoint someone in your team as ‘Dialog Champion’ . They will be responsible for reporting on the action plan progress on a monthly basis and should also look for initiatives aiming specifically to improve engagement but also other dimensions which you might deem critical to your business.
Depending on the size of your team, appoint a ‘Work group’ who will work on the lowest scores areas to identify ways of improvement.
Ensure that all team members have visibility on Dialog results and the action plan. Put communication mechanisms in place (monthly team meetings, follow up emails, etc.). Feedback should not only be shared around Dialog time but all year round.
Agree on timeline with the team and track completion throughout the year.
Goal Setting
Set SMART goals and ensure that all your direct reports understand their roles and their performance targets.
Have a proper goal setting discussion. Employees will feel commitment if they are involved in their goal setting discussion.
Focus on discussion quality and not only speed and quantity.
Individual Development Planning
Encourage internal mobility and job rotation.
Ensure that your team members take accountability for their own career development.
Continuous Coaching
Have a continual monthly reviews , beyond mid year review conversations and agree on the need for updated goals.
Communicate progress on the operational goals/unit goals, and explain how they impact the individual goals.
Be a ‘Coach’ and advise on career opportunities within the organization.
Facilitate access to opportunities and, when a promise is made,'' Keep your commitments'‘.
Encourage bottom-up feedback, organize team workshops to discuss the unit's strategy, new opportunities, new markets, new business requirements and upcoming projects, and get your team's feedback.
Share feedback from the customer with your team.
Celebrate the successes with the team, communicate formally and informally (team meeting, email, etc.)
Lead by example, be a role model and show your commitment to Ericsson.
Remember that your team expects you to be honest and transparent about the Company's direction –(restructures, org transformations etc)
Ensure your team is familiar with the Regional scorecard as well as your team’s scorecard - Share financial results - good or bad- with your team members and explain the consequences of each result and how the team can contribute to it.( do a pop quiz at team meetings!)
Ericsson Social Recognition
Rewards Points-based system that allows employees to manage their credited points and enables them to redeem them for prizes of their choosing
Makes it easier than ever to engage and motivate employees
Identifies outstanding employees
Simplifies tracking of rewards budgets
Gives managers the option of awarding cash prizes as well
Connection Culture
Create an inspiring vision and live it
Value people
Give them a voice