Velas inc 100714

Employee Engagement

Luis VelasquezSilicon Valley, CA

luis@velasconsulting.com

908 967 1606

Types of Assignments

Executive Coaching

Employee Engagement

1- Executive Coaching

• Stakeholder Driven• Action Oriented• Future Focus• Behavior/Perception

targeted• Influential• Transformational

Our Guarantee:• We don’t get paid if

there is no progress!!

Coaching is unlocking a person’s Potential to maximize their growth. --John Whitmore

Start Smart

• Contracting for Coaching

• Selecting Behavior(s) to Develop

• Enrolling Stakeholders

Implementing Suggestions

• Action Planning Stakeholder Suggestions

• Building Momentum

• Reinforcing the Stakeholder-Centered Coaching Process

Sustaining Success

• Measuring Results (Mini-Survey Process)

• After Action Assessments

• Planning the Transition

PHASES OF A STAKEHOLDER-CENTERED COACHING ASSIGNMENT

Change Timeline

Start Smart

Implement Suggestions

Sustaining Success

Behavior Change

Perception Change

Behavior and Perception Changed!!

A DEVELOPMENT TOOL2- Employee Engagement

What we offer

1 2

Survey Services

Management Training

Benefits of Engagement!!

• 18% greater productivity • 12% higher customer

satisfaction • 62% fewer accidents • 52% lower inventory shrinkage • 51% less voluntary turnover • 27% less absenteeism• 12% higher profit • 28% greater earnings per

share

VELAS Employee Engagement Survey

• We provide an employee engagement survey (in partnership with Louis Allen Worldwide)

• We will deliver a Clear root cause impact analysis, what drives engagement in your company?

• Human Capital Metric reports will make all managers own the employee engagement process.

• Will deliver the classical employee engagement report based on scores and predetermined demographics (age, tenure, gender, level etc.)

1

Root Cause Analysis, what others won’t offer you and you should demand!!

Impact

Scor

e

High

High

High

High

Low

Low

Low Low

Impact

Scor

e

Compensation

Management Policies

Immediate Manager: Task

Career

W-L Balance

Job Clarity

FriendshipJob

Challenge

(focus on orange root causes where scores are low in the organization)

(no need to focus on green root causes)

(focus on blue root causes if important for non-engagement reasons)

(give high priority focus on red root causes throughout the organization)

Human Capital Metric ReportWhat you should get from any Survey Company

Each Manager should: • Compare his organization against the Norms• Compare his organization against the whole company• See the engagement score for each group reporting to him• See the engagement of his direct reports

Global Norms

Direct ReportsEach Direct Report EE score

The Company Manager X

Employee Engagement Training

• The manager holds the key to unlock engagement within his / her organization

• The offered workshop / coaching will unlock the manager’s direct reports potential through engagement.

2

Role of the First-line Manager on Engagement

• “The relationship that an individual has with his/her manager is the strongest influencer of his/her engagement”. Buckingham and Coffman (1999)

• “The employee-manager relationship is, in fact, the most powerful driver of the employee’s engagement” The Corporate Leadership Council (2001)

• “views about their relationship with their company were largely the same as their views about their relationship with their immediate manager” Tross and Egerman (2004)

Employee Engagement Training for Managers

VELAS Consulting has developed a 6 module program. Engaging from within!!Each module is designed to train managers to engage and bring the best of his/her direct reports.

Active Listening

The Power of Feedback

A pat in the back

Managing Expectations

Delegating

Setting Smart Goals

Contact us to learn More

Luis Velasquez MBA, PhD.luis@velasconsulting.com

(650) 352-3974