Do you wonder how to get the best out of your employees’ efforts? Interested to learn tips to align them better with your team's goals? Keen to improve connection with your team? Learn all this and more in this research led perspective on engagement and what matters to employees now and in the future. Appreciate evolving changes at the workplace and workforce and gain from insights to enhance your impact and value as a manager and leader. Interested to know what you think.

1. Getting The Most Of Your Employees’ Efforts
Aniisu K Verghese
31th October, 2014

2. 2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee Engagement
“Managers are no longer the centre of an employee’s universe”
Employees find information on their own, both inside and outside the
company, and construct their own information networks and dialogues.
Managers can help influence the dialogue and be a part of
the conversation. And they can continue to interpret and shape opinion and behavior.
But, they can no longer strictly dictate the terms of the dialogue, or when or
how it takes place. They can no longer determine the rules of engagement.
The company and the employee now have a more direct relationship.

3. 80 percent of Millennials expect regular feedback and recognition, 70 percent expect flexibility and "me time," and one-third say they would choose these over higher pay. http://www.atkearney.ch

4. Transforming Employees into Advocates 8 Steps to Launching a Successful employee advocate program Power, Social Chorus
Your colleagues’ actions are more powerful

5. Source: VML Qais, Generation Asia Study
http://www.wppindia.in/wpp/press/2013/jan/09/vml-qais-research-finds-individualism-is-the/
‘We’ society to a ‘Me’ lifestyle
“Individualism, one’s aspirations and a personalized way of life, emerged as the central theme amongst 18-35 year olds in India”

6. •Purpose
•Mastery
•Autonomy
6
http://en.wikipedia.org/wiki/Drive:_The_Surprising_Truth_About_What_Motivates_ Us
What motivates people

7. Source: Edelman’s Trust Barometer, 2013
Company’s employee is more credible than the CEO

8. Volunteering enriches employees’ lives
UnitedHealthcare / VolunteerMatch Do Good Live Well 2010 Study

9. Your Brand Is Your Company's Engine http://www.gallup.com/businessjournal/164045/brand-company-engine.aspx
46% managers and 37% employees know what their company stands for and what differentiates it

10. Nearly six in 10 (56%) surveyed have either defended their employer to family and friends or in a more public venue — such as on a website, blog, or in a newspaper.
Employees Rising: Seizing the Opportunity in Employee Activism,
Weber Shandwick & KRC Research

11. Employees are posting about the organization without any encouragement
Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick & KRC Research

12. 21% of employees are positive activists
Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick & KRC Research
•They make engagement visible
•Defend their employers
•Actively advocate – online and offline

13. http://resources.glassdoor.com/employer-brand-analytics-101-ty.html?aliId=33935514
Your perception is your brand

14. http://www.vikalpa.com/pdf/articles/2007/oct_dec_13_to_27.pdf
“Employee commitment may be shifting from the organisation to one’s occupation.”
An individual with higher occupational commitment would strongly identify with his occupation and have positive feelings towards it
Probably why Engineer’s Day, Doctor’s Day etc gets a lot more attention these days?

15. Source: 2012 Kelly Global Workforce Index
Why people stay: cause they enjoy the work

16. http://simply-communicate.com/news/book-reviews/future-work-journey-2022#.VBQWyjbPBjI.twitter
Hunger for autonomy
•“People are more likely to see themselves as members of a particular skill or professional network than as an employee of a particular company.”
•According to the findings, 2 out of 5 respondents think that the traditional employment will disappear. Instead, individuals “will have their own ‘brands’ and sell their skills to those who need them.”
•This will be part of a generational shift, with younger people hunger for autonomy and entrepreneurialism.

17. Globoforce Workforce Mood Tracker™, The September 2011 Report
The Impact of Recognition on Employee Retention
Case for flexibility and personalisation

18. Unlocking the Power of Employees to Drive Success: Actionable ideas for companies of any size, Interbrand’s (2010
Engagement effort lacks direction
90% of companies invest in some form of employee engagement activity.
But these tend to be unrelated and/or uncoordinated, meaning opportunities are missed to build on prior initiatives and enable engagement to truly take root.

19. “Give people ingredients, rather than the finished article. Consider also building a ‘minimum viable brand’ that people can adopt, adapt and improve. Engage DIYers and give them a platform so that they can become brands themselves”
People as personal brands
- Wolff Olins, Game Changers Report 2013

20. “Employees are your next new product”
-Source: 2011: Trends in Internal Communications
(Edelman Change & Employee Engagement)

21. 2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee Engagement
“Your best talent is looking to become more engaged with the organization or brand. Especially in a manner that suits their interests and ambitions. If they can’t, there is a good chance they will leave. Time is now to unleash this powerful new product – institutional knowledge – to the marketplace.”
Engage in ways that connect to their interests/ambitions

22. Give employees more ownership
The Future of Employee (Re)Engagement, MSL Group, 2013
“Beyond a stream of income, people expect more from their jobs today – ownership, meaningful work, social contribution – their personal motivations differ.”

23. 2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee Engagement
“People are more inclined to self-identify as individuals rather than part of a discrete organization or brand. This is
enhanced and encouraged by one’s ability to connect and link to one’s peers and to find self-defined communities.”
Help them build their own brands

24. Breaking Them in Or Eliciting Their Best? Reframing Socialization Around Newcomers’ Authentic Self-Expression, Cable, Daniel M.; Gino, Francesca and Staats, Bradley R. Administrative Science Quarterly 2013
When initial socialization focused on personal identify (emphasizing newcomers’ authentic best selves) led to greater customer satisfaction and employee retention after 6 months than socialization that focused on organizational identity (emphasizing the pride to be gained from organizational affiliation) or the traditional approach focused on skills training.
Focus on Personal Identity

25. Employees trust a social media active leader
Source: 2012 CEO, Social Media and Leadership Survey, BrandFog

26. Employees with socially-encouraging employers are significantly more likely to help boost sales
Employees Rising: Seizing the Opportunity in Employee Activism,
Weber Shandwick & KRC Research

27. Source: Empowering employees: new rules of engagement. Engage and youGov study, October 2008
http://www.ioic.org.uk/content/training/knowledge-bank/1457-engagement-yougov-survey-results.html
Involve and empower in big and everyday decisions

28. http://hbr.org/2010/01/the-hbr-list-breakthrough-ideas-for-2010/ar/1
Making progress in one’s work—even incremental progress is more frequently associated with high motivation

29. Recognition is what they seek: shelf life is one week!
“recognition for good work has a shelf life…..of just one week!” Read more: http://comerecommended.com/publish2/how-often-do-employees-need- recognition/#ixzz3HVpR7r1i

30. http://www.theglobeandmail.com/report-on-business/careers/careers-leadership/goldsmith-engagement-comes- from-within/article558146/?page=all
“How engaged are you?” If you ask passive questions, you tend to get environmentally based answers, such as, “I am not engaged because my company is bad,” or “my boss is mean,” or, “I don’t get enough pay or recognition.”
Ask active questions, such as, “Did you do your best to increase your own engagement, happiness or meaning?”
The group asked active questions self-reported being 50 per cent to 100 per cent more engaged than the group we ask passive questions.
What you ask is what you get!

31. The Future of Business Citizenship, MSL Group (2014)
http://mslgroup.com/insights/2014/the-future-of-business-citizenship.aspx
CSR is a driver of employee activism

32. http://www.theglobeandmail.com/report-on-business/careers/careers-leadership/goldsmith-engagement-comes- from-within/article558146/?page=all
•Realize that the workforce and workplace has changed
•You can’t control how employees feel about your organization or you as a manager; however you can influence, position and reinforce the right approach
•Recognize employees more often
•Involve them in big and everyday decisions
•Learn to accept and let go
•Allow employees to co-create, shape the brand and their own career paths
•Be open to feedback from the millennials
•Invest in learning newer skills for the future
•Encourage employees to be socially active
•Support their community commitments
To Summarize

33. •Linkedin: http://in.linkedin.com/in/aniisu
•Twitter: www.twitter.com/aniisu
•Visit the Internal Communications Book FB page :http://www.facebook.com/ICbook2012
•E-mail: intraskope@yahoo.com
•Visit my blog: www.intraskope.wordpress.com
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