Building Culture through
Employee Engagement
Presented by Prashant Bhaskar & Pallavi Prabhu

Menu for the Day
 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%
PERFORMANCE
Love my job,
Engaged 29 %
Source: Gallup Management Journal http://gmj.gallup.com Gallup Organization Study
ENGAGEMENT
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

ContractualExternal
Internal
Levels of Commitment = ENGAGEMENT
Internalization
Identification

Commitment Levels
External Commitment
Internal Commitment
PERFORMANCE
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 Performance
Individual Performance
Organizational Pride
Team Productivity
Employee 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

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.

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