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International Conference “ А DDRESSING QUALITY OF WORK IN EUROPE”, 18-19 October 2012. Employees` engagement – effects on business performance and main drivers Gergana Gancheva, PhD Candidate, SU”St.Kliment Ohridski”, email@example.com. Contents.
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Employees` engagement – effects on business performance and main driversGergana Gancheva,PhD Candidate, SU”St.Kliment Ohridski”,firstname.lastname@example.org
2.1. Theoretical background
2.2. Employee engagement VS Other Constructs
2.3. AONHewitt definition of EE
How organizations in Bulgaria improve the level of engagement of their employees?
Does and How EE reflects on the overall company performance and other business metrics?
360 Bulgarian companies, 13 industries
61 273 employee opinions gathered
587 top managers
4 consecutive years - 2008-2012
What are the drivers that influence employee performance in the recent years in Bulgaria?
Which factors from the working environment have impact on employee engagement?
Opinions were measured on a scale of 6 (1= I absolutely do not agree, 6= I totally agree), so as to force even those to voice an opinion for whom it is harder to explain/voice what they think.
Section: About the Study
3. Employees perspective
2. Business/Management perspective
1. Academics – Kahn, Macey, Schaufeli
Do people like working for this company?
Do employees want to contribute to the success of the company?
Employees do want to contribute to the success of the company,
and they really act upon that?
Engagement is the state of emotional and intellectual involvement that motivates employees to do their best work.
Three key behaviors cumulatively indicate strong Engagement:
Employees consistently speak positively about the organization to co-workers, potential employees and most critically, customers (current and potential)
Employees have an intense desire to be a member of the organization
Employees exert extra effort and engage in work that contributes to business success
What links have you established to employee engagement?
Retention of key talent
Customer satisfaction or loyalty
180° / 360° manager feedback
% of organisations
Source: Aon Hewitt Future of Engagement Study May 2010
…understand the organization’s objectives and their role
…passionate and enthusiastic about their work
…have a strong desire to be part of the organization
…motivated to go above and beyond in their jobs
…have significantly better outcomes
Strong Senior Leaders
Employee Value Proposition
1.Organization is considered a best place to work
2.Organization delivers on promises to employees
3.Support learning and development of employees
1.Benefit plan meets needs well
2.Recognition for accomplishments
3.Future career opportunities
1.Tools and resources to support productivity
2.Work processes support productivity
Colleagues and the support they get from them
Physical Work environment
Quality of the work equipment
Pay and benefits