In This Presentation
♠ What is Employee Engagement?
♠ What are the benefits of Employee Engagement?
♠ How to build an engaged workforce?
♠ Is there a dark side to Employee Engagement?
♠ Employee Engagement in Pakistan
♠ Harvard Business Review
What is Employee Engagement?
This measures work engagement, which has three elements:
♠vigour (energy, resilience and effort)
♠dedication (for example, enthusiasm, inspiration and pride)
♠absorption (concentration and being engrossed in one’s work).
What is Employee Engagement?
It identifies three dimensions of employee engagement:
♠intellectual engagement – thinking hard about the job and
how to do it better
♠affective engagement – feeling positively about doing a good
♠social engagement – actively taking opportunities to discuss
work-related improvements with others at work.
How to build an Engaged Workforce?
Fundamentals of any employee engagement strategy:
♠Leadership that gives a ‘strong strategic narrative about the organisation, where
it’s come from and where it’s going’.
♠Line Managers who motivate, empower and support their employees.
♠Employee Voice throughout the organisation, to challenge or reinforce the status quo
and involve employees in decision making.
♠‘Organisational integrity’: stated values are embedded into organisational culture;
what we say is what we do.
♠Integrity, closely relates to the sense of fairness and trust in the organisation and the
psychological contract, which depend on employers delivering on their commitments
and fulfilling employees’ expectations.
What are benefits of Employee Engagement?
We consider three important outcomes of engagement:
♠innovative work behaviour – or the extent to which people
innovate in their jobs
♠and intent to quit.
OUTCOMES OF ENGAGEMENT
♠ Employee engagement is associated with a range of positive outcomes at the individual and
♠ Engaged employees perform better.
♠ The majority of our respondents were rated ‘good’ in their last appraisal.
♠ Engaged employees are more innovative than others.
♠ Engaged employees are more likely to want to stay with their employer.
♠ In our sample, 35% indicate that they would like to continue working for their employer for five
or more years, compared with 17% who want to leave within the next two years.
♠ Engaged employees enjoy greater levels of personal well-being.
♠ Engaged employees perceive their workload to be more sustainable than others.
♠ One-third of employees are ‘fit-performers’, enjoying high levels of personal well-being and
♠ Our data indicate that excessively high levels of engagement might lead to ill-health and
How the Employee Satisfaction Index (ESI) works and how to use
Employee Satisfaction Index is a method used to get an overall
idea of how satisfied employees are with their workplace. The
procedure is built on three questions that are developed to
visualize in-house satisfaction in a way that is easy to measure
and present to employees. The questions are produced so that
they can be applied to all sorts of companies and industries.
Three questions of the Employee Satisfaction Index
These are the three questions which the Employee Satisfaction Index (ESI) is
♠How satisfied are you with your current workplace?
♠How well does your current workplace meet your
♠How close is your current workplace to the ideal one?
Together they establish a company’s ESI. The employees answer the
questions on a scale from 1 to 10, where 1 is the lowest and worst value while
10 is the highest and best value.
Pakistan Employee Engagement
♠ ‘Excellence in Engagement’ award
was received by DHL for their
exceptional level of employee
engagement. Other winners included
Shell, Bayer, English Biscuit
Manufacturing, Midas Safety, IGI
Insurance, National Foods, Telenor,
Maersk and Metro Cash and Carry.
♠ PSHRM and Engage Consulting are
pioneers in studying and recognising the
best companies to work for in Pakistan. The
study was introduced in 2008 and has been
conducted every alternate year since then.
♠ Published in The Express Tribune,
Employee Engagement Pakistan
Findings and recommendations
♠It is observed in broad range that the employees working in various private
organizations have a positive approach toward employee’s engagement.
♠Most of the employees viewed that employee engagement adds to the profitability
and services improvement in respective organization.
♠Employee engagement inclination differs from department to department one
employee to employee basis and employee’s mindset toward employee engagement
is also different.
♠ Employees are inclined towards engagement if they are given proper rewards
system, employee motivation, and involvement in major organizational activities with
an active participation in
♠decision making. These finding are also supported via statistical results.
♠Whereas leadership, employee involvement and customer orientation do not have
significant impact in engaging the employees.
Forbes Employee Engagement
♠ Employee Engagement does not
mean Employee Happiness or
♠ Employee Engagement is the
Emotional Connection of the
Employee to Organization
♠ Engaged Employees lead to…
♠ higher service, quality, and productivity,
which leads to…
♠ higher customer satisfaction, which
♠ increased sales (repeat business and
referrals), which leads to…
♠ higher levels of profit, which leads
♠ higher shareholder returns (i.e.,
Forbes Employee Engagement
♠ Employee Engagement Stagnant in
♠ OfficeVibe releases slack bot to
measure Employee Engagement
♠ White Paper High Performing Work
♠ Workplace Coach: Cultivating
Employee Engagement leads to
♠ Employee Engagement Tactics to
Prevent Retail Workers from
Harvard Business Review: Employee Engagement
from 200,000 employees across 40 companies in 60
countries and found several troubling trends:
♠Engagement scores decline with employee tenure,
meaning that employees with the deepest knowledge
of the company typically are the least engaged.
♠Engagement scores decline as you go down the org
chart, so highly engaged senior executives are likely to
underestimate the discontent on the front lines.
♠Engagement levels are lowest among sales and
service employees, who have the most interactions
♠Line supervisors, not HR, lead the charge.
♠Supervisors learn how to hold candid dialogues
♠Teams rally ’round the customer.
♠They also do regular “pulse checks.”
Harvard Business Review
♠ We are truly grateful to our dearest Instructor Mr. Shiraz
♠ Ms. Samia Nasir Team Lead Resourcing at UEP
♠ HR SSGC. Thank You
Its ace presentation
Parece que tiene un bloqueador de anuncios ejecutándose. Poniendo SlideShare en la lista blanca de su bloqueador de anuncios, está apoyando a nuestra comunidad de creadores de contenidos.
¿Odia los anuncios?
Hemos actualizado nuestra política de privacidad.
Hemos actualizado su política de privacidad para cumplir con las cambiantes normativas de privacidad internacionales y para ofrecerle información sobre las limitadas formas en las que utilizamos sus datos.
Puede leer los detalles a continuación. Al aceptar, usted acepta la política de privacidad actualizada.