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EMPLOYEE ENGAGEMENT HOW TO ACHIEVE EMPLOYEE PARTICIPATION IN YOUR EFFORTS Steve Wise February 2011
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Employee Engagement

Nov 18, 2014

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Steve Wise

EMPLOYEE ENGAGEMENT - This Training Presentation is what I have to offer Leaders of People - on how they can Engage Their People in what they do. We as Leaders must always be constantly reaching out to our People - to include them in what we do and the efforts that we are striving for. Contained herein is what I have found success at. My hope is that it will give you ideas on what you can to - to Engage Your People.
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Page 1: Employee Engagement

EMPLOYEE ENGAGEMENT HOW TO ACHIEVE EMPLOYEE PARTICIPATION IN YOUR EFFORTS

Steve Wise February 2011

Page 2: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  Individual and Organizational Efforts – often and more than likely include the participation of its People.

¨  Getting your People to accept and participate in such efforts – can be a challenging endeavor.

¨  But such participation is extremely critical to the success of Your efforts.

Page 3: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  This Training Presentation is directed to anyone in who Leads People in the attainment of a Goal or Responsibilities.

¨  Included herein you will find what actions that I have found success at with Engaging My People…along my way.

Page 4: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  Why is Employee Engagement Important

¨  Know Your People

¨  Relating Your Efforts to What They Do

¨  Communicating Why it is Important

¨  Include Your People as a Critical Part

¨  Share Your Results

¨  Continuous Involvement

Page 5: Employee Engagement

EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT

Definition:

v  Employee engagement, also called work engagement or worker engagement, is a Business Management Concept.

v  An ENGAGED EMPLOYEE is one who is fully involved in, and enthusiastic about his or her work – and thus will act in a way that furthers their Organization’s interest.

v  http://en.wikipedia.org/wiki/Employee_engagement

Page 6: Employee Engagement

WHY IS EMPLOYEE ENGAGEMENT IMPORTANT

¨  EMPLOYEE ENGAGEMENT – is extremely critical to your Individual efforts or your Organizational efforts. ¤ And how successful you are at engaging your People – will

determine how successful you are at succeeding with your efforts including the time frame it will take you to accomplish.

¨  If your People do not feel that they are part of your Efforts or Processes – than how can you expect them to give anything more than an average effort.

DOES A LEADER LEAD HIS or HER PEOPLE BY –

v  Telling them what to do?

v  Or by Working with them to achieve goals?

Page 7: Employee Engagement

WHY IS EMPLOYEE ENGAGEMENT IMPORTANT

¨  EXAMPLE – As my Company’s Quality Improvement Chair – I am leading an initiative to introduce Lean Six Sigma (LSS) into my Organization.

§  This effort is supported by Senior Management.

§  But will result in additional work and time for anyone so wanting to participate in.

§  WHAT CHANCE is there for this effort to succeed – if I do not reach out to my People and include them as a critical part of this LSS effort?

Page 8: Employee Engagement

WHY IS EMPLOYEE ENGAGEMENT IMPORTANT

¨  EXAMPLE – You are a Supervisor of a Production Line that is experiencing Poor Quality and Inefficiencies on a regular basis.

¤ As the Supervisor – do you think that you can fix the problems yourself?

¤ Or would it be best to reach out to those performing the work and include their input?

Page 9: Employee Engagement

WHY IS EMPLOYEE ENGAGEMENT IMPORTANT

¨  If your People are not Engaged in Your Individual or Organizational Efforts –

¤ They will either resist what you are trying to implement or change – or be reluctant to be a part of your efforts.

¤ The time it will take you to accomplish your efforts – will be delayed and extended due to attempting to get your People on board with your efforts.

¤ More than likely will lead to Your Individual or Organizational efforts falling short of their Goals.

Page 10: Employee Engagement

KNOW YOUR PEOPLE

In order for You or

Your Organization

to be successful at

Engaging Your People

– You must

Know Your People &

What Drives Them

Page 11: Employee Engagement

KNOW YOUR PEOPLE

A Leader that is looking to Engage their People must know certain aspects of their People including – ¨  What MOTIVATES them or gives them SATISFACTION

in the Workplace.

¨  What provides them SECURITY in the Organization – i.e., Financial Stability, Defined Work Procedures, Ability to be Creative in what they do, or Open Doors.

¨  How willing are they to LEARN new things and what are the avenues available to TEACH THEM.

Page 12: Employee Engagement

KNOW YOUR PEOPLE

A Leader must know certain aspects (con’t) –

¨  How critical and visible must SENIOR MANGEMENT SUPPORT be of your efforts for your People to notice.

¤  In most cases unless your People see such visible Senior Management Support – they will be reluctant to accept and participate in your efforts.

¨  How willing do your People ACCEPT CHANGE.

¤ Do they tend to be receptive of Change Efforts – or are they the type of People that either fight for status quo or must see results before they jump on board.

Page 13: Employee Engagement

KNOW YOUR PEOPLE

A Leader must know certain aspects (con’t) –

¨  What will be the best forum or method to use to solicit the maximum EMPLOYEE PARTICIPATION – and how best to explain to them so that THEY UNDERSTAND.

¨  What AVAILABLE TIME will your People have to participate in your efforts.

¨  How best and often do you need to COMMUNICATE your efforts your People – to spur and keep their interest.

Page 14: Employee Engagement

RELATING YOUR EFFORTS TO WHAT THEY DO

How Do Your

Efforts

Relate – to

What Your

People Do?

Page 15: Employee Engagement

RELATE YOUR EFFORTS TO WHAT THEY DO

¨  Once you know what Matters to Your People – you must then set out to Relate Your Efforts to them and what they do.

¨  Such action will include determining how Your Efforts: ¤ Are a part of the daily responsibilities that Your People

perform.

¤ How Your Efforts can improve what they do and the results that they attain.

¤ And how Your Efforts pertain to Departmental and Organizational Goals.

Page 16: Employee Engagement

RELATE YOUR EFFORTS TO WHAT THEY DO

¨  WHY EXAMPLE: My prior Plant was incurring a rash of Soft Tissue Injuries – resulting in several of our People being placed on restricted duty. ¤  In response – I formed a Corrective Action Team (CAT)

whose Goal was to reduce and prevent such Injuries.

¤ To be successful at this effort – I needed to find out what actions our People were performing that were causing these Injuries including looking at everything that they did.

¤  In order to get their support in this effort – I started by providing Education on these Type of Injuries on how they were incurred by the Operations that they performed.

Page 17: Employee Engagement

RELATE YOUR EFFORTS TO WHAT THEY DO

Ways that you can Relate Your Efforts to Your People –

¨  SPEND TIME WITH YOUR PEOPLE – By going around and discussing how your efforts can/will impact them and how they relate to what they do.

¨  SHOW THEM HOW – Visually show via actual demos, on site training, or videos of 3rd party efforts.

¨  OUTSIDE EXPERT – Have an external expert come in and discuss with those that are/will be affected by – which can reinforce what you are trying to do.

Page 18: Employee Engagement

RELATE YOUR EFFORTS TO WHAT THEY DO

Ways that you can Relate Your Efforts (con’t) – ¨  HOLD INFORMATION SESSIONS – If your efforts

can be considered a major undertaking (i.e., such as implementing Lean Six Sigma) – ¤  It is highly recommended to hold Info Sessions on what

such efforts are about and where Your People can ask Questions regarding.

¨  EDUCATE YOUR PEOPLE – By sharing details of what your efforts entail – including what actions will be needed/taken, timeframe to complete, etc.

Page 19: Employee Engagement

RELATE YOUR EFFORTS TO WHAT THEY DO

Ways that you can Relate Your Efforts (con’t) – ¨  LEARN FROM OTHERS – Includes learning and

sharing what other Organizations have done with similar endeavors – ¤ Spend time to research other Companies that are similar

to yours – find out the problems that they faced and what they did to improve their performance and results.

¤  Include what actions that they took to implement such efforts and how successful were their results.

¤ Post such information to a Company Website that your People can view and learn about on their timeframe.

Page 20: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

Would You Undertake Efforts –

Without a Cause?

Page 21: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

¨  A critical aspect in Engaging Your People – is Communicating to them WHY they should participate in Your Efforts.

¨  Such actions should be taken to – ¤ Show why there is a need to change or improve

Departmental & Organizational Efforts. ¤ Address shortcomings that may be consistent, negatively

impacting financial standings, take too much time to complete, or that have too much variation in their performance.

¤ Show what is available for those that look “Outside Their Box” and their Normal Routines.

Page 22: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

Communicating Why to Your People – is basically an extension of Relating Your Efforts to What They Do –

¨  BENCHMARK CURRENT RESULTS – of Departmental or Organizational Responsibilities to other Company’s that perform similar Operations. ¤ Such efforts should compare Organizational Results to

other like Organizations including your Competitors.

¨  SHARE CASE STUDIES – The internet is a great source to find Examples of similar Actions taken by other Organizations – that include hard results data.

Page 23: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

Communicating Why to Your People (con’t) – ¨  QUANTIFY WASTED EFFORT – With most

Organizational Processes – one can find Wasted Effort without digging too hard. ¤ Such does not add any Value – delays the Completion of a

Process – and adds to the Cost to perform. ¤ AND WASTED COST = JOBS ¤ Take time to analyze the Process that you are looking to

improve – and show Your People how much their wasted effort is Costing the Organization.

Page 24: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

Communicating Why to Your People (con’t) – ¨  SHARE THE DETAILS INVOLVED – To be successful

at engaging Your People – sometimes all it takes is to share the details that are involved. ¤  If your effort is more than a quick fix – and one that will

take planning, time, and commitment – you need to share the details involved with those that will be impacted by.

¤ Along with your sharing your details – include what You expect your major actions to – do, produce, improve, etc.

¤ Make sure to give fair estimates on the additional time that it will require of them to be a part of such efforts.

Page 25: Employee Engagement

COMMUNICATE WHY IT IS IMPORTANT

Communicating Why to Your People (con’t) – ¨  WHAT’S IN IT FOR THEM – Your People will need to

know that if they jump on board with your efforts – how will they Individually benefit from them. ¤ This can include providing them additional Education – to

being part of an effort to improve what their People do.

¨  STAYING CURRENT WITH TODAY – Means that we as Individuals and Organizations must stay current with technology and other means in our Workplace. ¤ Our times are constantly changing and it does not take

long to fall behind what is current today.

Page 26: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

Getting Your People

to Engage in

Your Efforts –

Means that they

become an

Extension of You

Page 27: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

¨  MY EXAMPLE: At my prior Plant I served as the Safety Manager – and had the responsibilities of keeping My People Safe in the Jobs they performed.

¤ To be successful with this Responsibility – I felt that it was critical to My Safety Efforts – that all of my People needed to be actively involved in Plant Safety.

¤  In my efforts I would often talk about having “Safety Eyes” – which watched for unsafe actions and conditions.

¤  In addition to my own – I wanted my People to have “Safety Eyes” as well = Having 300 Pairs of “Safety Eyes” was better than just 1pair.

Page 28: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

¨  Getting your People to be a part of Your Efforts can be a challenging endeavor.

¨  Factors that you should consider here include what has been addressed above – ¤ What is important to your People? ¤ Would there be time made available to them? ¤ What roles could they serve in your Efforts? ¤ Would their efforts matter?

Page 29: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

There are various ways to include your People as part of Your Efforts –

¨  PLANNING PROCESS – Include your People as part of your Planning Process – solicit their Ideas and Recommendations and include them as part of your efforts if so worthy.

¨  CREATE ROLES of RESPONSIBILITY – To progress your efforts you will need People to advance certain Responsibilities – Use your People to fill these Roles.

¨  USE VOLUNTEERS – Find People who would be willing to try out something new – and have them report to you Their Findings and Results.

Page 30: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

There are various ways to include your People (con’t) – ¨  SOUNDING BOARDS – Use a Work Group Leader

to discuss elements of your efforts and your expectations.

¤ Then ask them for their Feedback & Suggestions. ¨  SUBJECT MATTER EXPERTS – Make use of SME’s

that can add extra know-how and experience to your efforts – which can promote buy-in.

¨  FOLLOW THROUGH – As questions, concerns, and issues come up – make sure that you address them on a timely basis.

Page 31: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

¨  PEOPLE ARE IMPORTANT – Make sure that you conduct your efforts with Your People in mind.

¨  THEIR NEEDS & ACTIONS – Include them as part of your efforts – Your People will notice and take interest.

¨  EMPLOYEE RECOGNITION – Take time to recognize your People that partake in your efforts.

Page 32: Employee Engagement

INCLUDE THEM AS A CRITICAL PART OF YOUR EFFORTS

There are various ways to include your People (con’t) –

¨  FORM TEAMS or COMMITTEES – If your effort is a large undertaking – consider forming a Team that will help lead and see your efforts through.

¨  PROVIDE THEM ADVANCED TRAINING – To get your People on board – you may need to provide them Advanced Training on your efforts.

¨  STAY ACTIVE WITH YOUR EFFORTS – Make sure that you stay active with your efforts – do not tire lest your People will fall out of interest.

Page 33: Employee Engagement

SHARE YOUR RESULTS

If You are someone

looking in – wouldn’t you

want to know

HOW YOU ARE DOING?

Page 34: Employee Engagement

SHARE YOUR RESULTS ¨  If you are someone that is leading a New or Change

Effort – I feel strongly that you must SHARE YOUR RESULTS with your People.

¤ This includes with both the People that are directly impacted or affected by your Efforts

¤ As well as the Senior Staff of your Organization

¨  To be successful here, you must know – ¤ What and How to Share ¤ How Frequent to Communicate your Results ¤ Where to Share Your Results for maximum exposure

Page 35: Employee Engagement

SHARE YOUR RESULTS Reasons why you need to SHARE YOUR RESULTS –

¨  Get and sustain Senior Management Support

¨  Benchmark against other like endeavors

¨  Being able to Continuously Improve

¨  Requesting Operating or Capital Funding

¨  To Stay Ahead of your Competition

¨  Keep People Interested & Involved in Your Efforts

Page 36: Employee Engagement

SHARE YOUR RESULTS You should use various ways to Share Your Results in order to maximize your exposure – ¨  COMPANY WEBSITE – Post Information and Results

of your efforts to the Company Website – which allows your folks to view them at their leisure.

¨  HOLD CELEBRATIONS – If you attain significant milestones (i.e., attaining Green Belt Certification) – hold an event to celebrate and talk about.

¨  KEY PERFORMANCE INDICATORS – If your effort has merit – establish and post KPI’s and keep them updated on a timely basis.

Page 37: Employee Engagement

SHARE YOUR RESULTS You should use various ways to Share (con’t) – ¨  EMPLOYEE INFO BOARDS – Make use of Information

Boards where your People gather to read various updates on Company Matters. ¤  But make sure that you tailor your Postings to provide the

needed info in quick manner.

¨  DAILY BRIEFINGS – If your organization makes use of Workgroup / Departmental Communications – make sure to use this avenue when appropriate.

¨  INFO FLYERS – Posting teaser type information in Common Areas – could spur your People to want more.

Page 38: Employee Engagement

SHARE YOUR RESULTS ¨  COMPANY NEWS – If

your organization makes use of a Company Newspaper – write an Article on what you have accomplished.

¨  READER BOARDS – When used are in common areas – make sure your message is too!

Page 39: Employee Engagement

SHARE YOUR RESULTS Other Considerations when Sharing Your Results – ¨  HOW OFTEN – In order for your People to want to

frequently read, you have to keep your Results and Information – up-to-date. ¤ Postings that are old and outdated – will not spur your

People to come back to read more.

¨  WHAT TO SHARE – If you want your People to be a part of your efforts – you must show Results that affect them or that show improvements gained. ¤ Sharing “Case Study” type info with results attained

can answer – What, Why, When, Where, and How.

Page 40: Employee Engagement

SHARE YOUR RESULTS ¨  ENLIST HELP – When

sharing your Results – don’t do it alone – use others to help spread the word.

¨  BE A VOICE – As the Driver of your efforts – you must be a constant cheerleader. ¤  Seize all opportunities to

communicate your Results.

Page 41: Employee Engagement

CONTINUOUS INVOLVEMENT

A Successful Manager – is

one that is always

looking to keep His / Her

People ENGAGED

Page 42: Employee Engagement

CONTINUOUS INVOLVEMENT

EMPLOYEE ENGAGEMENT to me – is a never ending task for a Supervisor,

Manager, or Department Head.

¨  If you can keep Your People Engaged in what you do – the potential that you can achieve as a Work Group could be endless.

¨  But doing so will not be as easy – it will take hard work on your part and will most often require you to look outside your means.

Page 43: Employee Engagement

CONTINUOUS INVOLVEMENT

The following are essential skills that are needed for Continuous Involvement –

①  Leaders should never be happy with Status Quo. §  Doing so will allow you and your People to be

passed by those wanting more.

②  Never Ending Learning – should be the personal characteristic of anyone looking to better themselves.

§  How else do you keep up with our constantly changing times before it leaves you behind.

Page 44: Employee Engagement

CONTINUOUS INVOLVEMENT

The following are essential skills needed for CI (con’t) –

③  Embrace Change and expect Your People too! §  Be willing to accept Change – lest you be changed.

④  As mentioned above – Look Outside Your Box.

§  We all must find it in ourselves to look outside our norm, our everyday routine, the things that we find comfort with. Don’t take today for granted.

⑤  Don’t go it Alone – It is much easier to get there with many hands on deck…beating to the same drum…and going in the same direction.

Page 45: Employee Engagement

CONTINUOUS INVOLVEMENT

The following are essential skills needed for CI (con’t) – ⑥  Continuous Involvement always looks for something

new – something not tried before. §  You must be continually looking to reshape what you

and your People do – in order to be prepared for tomorrow.

⑦  Learning from Others provides you the ability to not spend as much initial effort – since someone else has already done the leg work. §  There are so many sources available – Internet, Social

Portals, Networking – learn to use them all.

Page 46: Employee Engagement

CONTINUOUS INVOLVEMENT

⑧  Always asking your People – “What If”. §  Often and frequently

ask your People for their Thoughts and Recommendations.

§  Include what they have to offer – since more than likely they are the ones involved with the every day details.

Page 47: Employee Engagement

CONTINUOUS INVOLVEMENT

The following are essential skills needed for CI (con’t) –

⑨  Learn from Your Mistakes and don’t be afraid to admit and show it.

§  Not everything that you try or do will work.

§  You must be able to identify when it doesn’t – then recalibrate and try something new.

⑩  Make sure that the Goal of your effort is sound. §  Special efforts at your workplace should be intended

for the advance of your Organization or your People.

Page 48: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  This sums up what I have to offer on Employee Engagement.

¨  I hope that you may have found something worthwhile for you to use in your efforts to Engage Your People.

Page 49: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  My Thanks to those who took the awesome Lighting Strike Pictures that I found off the web.

¨  All credit goes to them whom took them.

¨  Their inclusion is to give you something to look at and wonder.

Page 50: Employee Engagement

EMPLOYEE ENGAGEMENT

¨  If you care to send me Your Comments – I welcome them.

¨  Please e-mail me at [email protected]

¨  Good Luck in your endeavors to Engage Your People…They are so critical in what you do.