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EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT. Why Employee Engagement is Important for Your Organization Presented by Columbus Area Labor-Management Committee. EMPLOYEE ENGAGEMENT. Your Presenters: Dr. Jim Cowles Executive Director Meredith Porterfield Program Manager Columbus Area Labor-Management Committee.

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EMPLOYEE ENGAGEMENT

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  1. EMPLOYEE ENGAGEMENT Why Employee Engagement is Important for Your Organization Presented by Columbus Area Labor-Management Committee

  2. EMPLOYEE ENGAGEMENT Your Presenters: Dr. Jim CowlesExecutive Director Meredith PorterfieldProgram Manager Columbus Area Labor-Management Committee

  3. EMPLOYEE ENGAGEMENT What Is It? According to Wikipedia: An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests.

  4. EMPLOYEE ENGAGEMENT Why Is Employee Engagement Important? • Organizations today face tremendous challenges. • Customer demands • Rapid change • Doing things the same way isn’t working any more. • Need more and new ideas to face the competition.

  5. EMPLOYEE ENGAGEMENT Why Is Employee Engagement Important? • Helps with job retention • Can encourage more flexible environments • Better use of limited resources.

  6. EMPLOYEE ENGAGEMENT Basic Principles: • The person who does a job usually knows the most about that job. • Most people want to be informed and involved. • Everyone deserves a voice in determining their own future. • Healthy organizations are in everybody’s interest.

  7. EMPLOYEE ENGAGEMENT • People drive change. • People make the difference. • Unless people are involved and committed to making fundamental change, any employee engagement process will not work.

  8. EMPLOYEE ENGAGEMENT Advantages: • Greater productivity & efficient use of time. • Better workplace communication. • Improved relationships and higher trust levels between employees and management.

  9. EMPLOYEE ENGAGEMENT Advantages: • Can be effective in unionized or non-unionized organizations. • Opportunity for REAL problem-solving.

  10. EMPLOYEE ENGAGEMENT How do you achieve it? Develop a culture where employees feel valued and can contribute their ideas freely.

  11. Employee Engagement How do you achieve it? • Make the commitment to the process • Select a team or teams • Provide training • Identify a problem • Use good problem solving processes • Work to solve the problem, not affix blame

  12. EMPLOYEE ENGAGEMENT How do you achieve it? • Need to demonstrate commitment through actions, not just words • Have an open mind and be willing to take some risks • Actively listen to employee ideas and provide feedback

  13. EMPLOYEE ENGAGEMENT How do you achieve it? • May have to go the “extra mile” to show the importance of doing this, develop trust • Start with a small project or something most would agree is important. • Sometimes better to have outside facilitator to help

  14. EMPLOYEE ENGAGEMENT Be aware – this process: • Not easy • Be patient. It takes time and determination – not a quick fix • Not a cookie-cutter approach

  15. EMPLOYEE ENGAGEMENT Be aware – this process: • Must be consistent – all the time, not stop & start • No finger pointing

  16. EMPLOYEE ENGAGEMENT Be aware – this process: • There must be mutual respect and empathy, treat each other as equals • Must be honest, share information

  17. EMPLOYEE ENGAGEMENT A Word About Professional Outside Assistance: • Can make a new process easier • Confronting issues can be difficult when everyone has a stake in them • Can help keep the process moving • Professionals bring experiences from other organizations

  18. EMPLOYEE ENGAGEMENT A Word About Professional Outside Assistance: • Help build trust • Can help build a more cohesive team • Professionals have tools and techniques to help groups as needed • Can be more cost efficient

  19. EMPLOYEE ENGAGEMENT For more information or assistance with your employee engagement process, contact: Columbus Area Labor-Management Committeehttp://calmc.org

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