Employee
Engagement
Sneha Priya. N – 2t333
Sneha Reddy- 2t334
Nagendar Singh- 2t336
T.R.Vishal – 2t337
Manjula – 2t338
Leena Reddy – 2t339

Why Employee Engagement??

Definition of Engagement
Unlocking employee potential to strengthen performance
Company
Performance
Employee
Engagement
Employee Potential
Resulting in the capture of “Discretionary Effort”

In simple terms, Employee
engagement is the level of
commitment and involvement an
employee has towards their
organization and its values.
Employee Engagement is a deep and
broad connection employees have
with an organization that results in a
willingness to go beyond what’s
expected of them to help the
organization succeed.

Employee Satisfaction vs. Employee
Engagement
Employee engagement is not the same as employee
satisfaction.
• Satisfied employees are merely happy or content with their jobs and the
status quo. For some, this might involve doing as little work as possible.
• Engaged employees are motivated to do more than the bare minimum
needed in order to keep their jobs.
Employee satisfaction…
• only deals with how happy or content employees are.
• covers the basic concerns and needs of employees.
• does not address employees’ level of motivation or involvement.

What it is and isn’t
Employee engagement…
Is not about:
• Things
• Having the best of every amenity
• Avoiding making tough decisions
Is about:
• How we treat and relate to
people
• Shared responsibility for
creating the future together
–
–
• Pleasing all the people all the
time
•
• A “catch-phrase” for all HR
programs
•
•
•
Business success
Work environment
Being clear and aligned on
purpose, goals
Interaction between employees
at all levels.
Opportunities for performers
Staff development
“Employee Engagement is not a program, it is a culture”

Employee Engagement Framework
An employee engagement model based on statistical analysis
and widely supported by industry research.
Engagement with
The Organization
Engagement with
“My Manager”
High
Performance
Strategic Alignment
Competency

Engagement with The Organization
• Measures how engaged employees are with the
organization as a whole.
• Includes employee feelings about and perceptions
of senior management.
• Key components include trust, fairness, values,
and respect - i.e. how people like to be treated by
others, both at work and outside of work.

Engagement with “My Manager”
• A more specific measure of how employees feel
about their direct supervisors.
• For most employees, this factor has the largest
impact on day-to-day life at work.
• Factors include mutual respect, feeling valued, being
treated fairly, receiving feedback and direction, etc.

Beyond Engagement – Alignment &
Competency
An organization needs more than just engaged employees in order to
succeed. There are two additional areas that relate to employee
performance and that are closely linked to engagement.
Strategic alignment
Competency
• Does the organization have a clear
strategy and set of goals?
•
Do managers have the skills
needed to get the job done?
• Do employees understand how the
work they do contributes to the
organization's success?
•
Do managers display the
behaviors needed to motivate
employees?
• Strategic Alignment ensures that
employee effort is focused in the
right direction.
•
Competency is measured with
360 Degree Feedback.

Hewitt: Engagement Framework : Six
Categories to Drive Engagement
Work
People
• Work
• Resources
• Processes
• Senior Leadership
• Manager
• Coworkers
• Customers
Total Rewards
• Pay
• Benefits
• Recognition
Engagement
Opportunities
• Career Opportunities
• Learning & Development
Company Practices
• Policies & People Practices
• Performance Assessment
• Company Reputation
Quality of Life
• Work Life Balance

Actively Engaged
Engaged employees work with passion and feel a
profound connection to their company. They drive
innovation and move the organization forward.
Known as the builders
Realize their role expectations and strive to meet and
exceed them
Perform consistently at high levels
Passion, innovation at work are some of their traits

Not Engaged
Not Engaged employees are essentially “checked out”.
They’re sleepwalking through their work day, putting
time- but not energy or passion- into their work
Concentrates more on the tasks rather than goals and
outcomes
Tends to feel that their contribution is being overlooked
and their potential is not being tapped
An unproductive relationship with managers or coworkers exist

Actively Disengaged
Actively disengaged employees aren't just unhappy
about their work; they are busy acting out their
unhappiness. Everyday, these workers undermine what
their engaged coworkers accomplish
Cave dwellers and are “virtually against everything”
Being unhappy at work they sow seeds of negativity at
every opportunity
Undermine the accomplishments of engaged coworkers
Cause great damage to an organizations functioning

According to a study...

Employee Engagement Grid

Employee Engagement Grid

Your observations & challenges
• What’s most difficult for you
right now in terms of
keeping employees
engaged?
• What are the most impactful
things
– you’ve done
– are doing right now
– to strengthen
engagement?
© The Employee Engagement Group 2011, All
Rights Reserved
ment
Engage
es
Challeng
actice
Best-pr
ideas

Employee Engagement Dynamics
Drivers of Engagement - What matters most?
Knowing whether employees are engaged or disengaged is
only the first step. You also need to understand the key
drivers of engagement.
We employ two techniques that enable you to identify
what to focus on and how to improve in those areas.
1. Priority Level - we look at the statistical patterns across all groups in your
organization to determine which items are impacting overall engagement within
each demographic group.
2. Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the
survey that ask employees to provide examples of problems as well as suggestions
for how to improve. These comments often provide the detailed and specific
what, why, and how so you can take action.
www.custominsight.com

•
The dual role of an effective manager
To positively impact performance and engagement:
Role #1
Manage the
employee’s work
and
performance
Employee
Manager
Role #2
Manage the
employee’s relationship
with the company
Employee’s
Job
Company
Team &
Colleagues
Foundation:
© The Employee
Engagement Group 2011,
All Rights Reserved
Demonstrate honesty, integrity, respect
and trust, and personal credibility

Key behaviors and engagement strategies
Role # 1
Manage the employee’s
work and
performance
Role # 2
Manage the employee’s
relationship with the
company
© The Employee
Engagement Group 2011,
All Rights Reserved
1.
2.
3.
4.
5.
6.
7.
8.
7.
8.
Clarify performance expectations
Provide fair and accurate informal feedback
Emphasize employee strengths in ongoing
discussions and performance reviews
Leverage employee “fit” and motivation
Help build problem-solving capacity and
provide solutions to day-to-day challenges
Amplify the good and filter the bad
Connect employees with the company
and its success
Instill a performance culture
• Open communication
• Flexibility
• Innovation
Connect employees with talented co-workers
Demonstrate a “credible commitment” to
employee development

Employee Engagement!
Five Actions to
Convert the Enrolled
and Enlist the
Disenchanted
• KNOW THEM
• GROW THEM
• INSPIRE THEM
• INVOLVE THEM
• REWARD THEM

Disengagement Gap
• The gap that’s created
when an agency tries to
execute its strategy
despite its people
rather than through
them.

Methods of engaging employees – from entry to exit
Employee engagement approaches for new employees
· The right person at the right position and giving them a realistic
job preview
· A strong induction and orientation program
· Rigorous training and development, from technical to soft skills to
leadership development program
· Regular technical/soft-skill updates.
· Certification programs to drive people towards excellent
performance
Employee engagement approaches for all employees
· Communications activities
· Reward schemes
· Activities to build the culture of the organization
· Team building activities
· Leadership development activities

Employee Engagement Approaches Communications Activities

Employee Engagement Approaches Communications Activities

Employee Engagement Approaches Reward Schemes

Employee Engagement Approaches Reward Schemes

Employee Engagement Approaches –
Culture Building Activities

Employee Engagement Approaches –
Culture Building Activities

Employee Engagement Approaches Team building activities

Employee Engagement Approaches Leadership Development Activities

Importance Of Engagement

Employee Engagement holds a very important position, few key benefits
include:
Better Performance - Engaged employees work smarter, not harder. They
keep looking for ways to improve performance at their workplace. This means
more sales, lower costs, better quality and innovative products.
Better Communication - Engaged employees communicate – they share
information with colleagues, they pass on ideas, suggest and advice and they
speak up for the organization. This leads to better performance, greater
innovation and happier customers.
Greater Customer Satisfaction – Engaged employees go out of their way to
meet customers’ needs. Customers aren’t slow to notice and this leads to
higher levels of repeat business, at a good cost.

 Better Team Working - Employee engagement is about increasing the
employees connection with the principles, strategies, processes, culture
and purpose of the organization. It is a matter of commitment and
encouragement. It is a matter of focusing on business results, and the
employees having a clear sense of responsibility for delivering on the
business agenda.
 Greater Commitment - Engaged employees care about the future of the
organization they work for, they feel proud to work for their company and
they get on better each day with their colleagues.
 Lower Employee Turnover and Greater Ability to Recruit Great People –
Higher engagement leads to low attrition, they actively seek out new
people who they believe can help the company get even better.

Attrition rate reduces

Higher Productivity
Engaged employees
are 50% more
productive than
colleagues who are
not engaged

Lower Costs
Dissatisfied
employees lead to
more absenteeism
thus leading to
higher loss in
production for the
company

Innovation
Employee
engagement drives
innovation and
optimism

Thank
you!