Employee
Engagement
PPT
All rights reserved by culturemonkey
In a day, your employees
spend more time at work
than doing anything else
But, did you know that 85%
Of the global workforce is
unhappy at work
Source: Gallup
We’ve got a
An unhappy and
workforce
Here’s what you offer them through
Employee Engagement..
High Salary Perks and Benefits Growth Opportunities
Overview
Employee engagement creates a culture of open communication and fosters a sense of
belonging, where businesses can cultivate engagement that will reap the rewards in
spades. Engaged employees convey “I’m all in!” attitude that will leave competitors
green with envy.
What is employee engagement?
Employee engagement is like a "golf swing" - you need to put in the effort to get the
desired results! So it is all about getting employees involved and excited about their
work, which will drive them to be creative, productive, and innovative to achieve the
company’s goals.
Categories of employees engagement
Actively engaged employees
An actively engaged employee in a workplace is like a bee in a hive - always buzzing
with enthusiasm and leaving a lasting impression. It's no wonder why businesses that
invest in their employees are reaping the sweet rewards.
When companies actively invest in their employees, they can be sure their hive will
buzz with success.
Not engaged employees
Employees who don’t feel engaged in the workplace are like a ship without a sail –
they can’t seem to get anywhere! Without engagement, employees may become
unmotivated, uninspired and unproductive. But it’s time to get those sails up and move
the ship forward!
Actively disengaged employees
An actively disengaged employee is like a car stuck in reverse; they may be moving
but not going anywhere. It's important to analyze the problems early on before it leads
to a full-blown breakdown. Identifying the underlying issues and working with the
employee to develop solutions can help drive forward.
When employee disengagement is a larger problem
than you realise, it impacts
Individual Team Talent attraction
Output Morale And retention
Back at the office
If this doesn’t boost employee engagement,
then what does?
Employee Engagement Models
Employee engagement models help employers measure how motivated and engaged
their employees are in the workplace. A model typically consists of several
components that can gauge the feelings of employees about their work and their
environment.
The Zinger Model
This model, created by psychologist and educator David Zinger, emphasizes using the
relationships between people to achieve desired outcomes. It recognizes that
employees' energy is limited and thus essential in achieving true satisfaction.
The central part of The Zinger Model is the acronym CARE.
C - Connection; A - Authentic Relationships; R - Recognition; E - Engage
The Gallup Model
Gallup, a highly esteemed polling and statistics firm, developed a model that assesses
employee engagement by analyzing responses to twelve key questions and statements.
Those 12 questions include the following:
● My fellow employees or associates are committed to doing quality work
● In the last year, I have had opportunities at work to learn and grow
● I do have a best friend at work
● I have the opportunity to do what I do best every day at work
And that's not all, there is so much more...
Your organization is unique, your
approach should be unique too!
Key drivers of employee engagement
Employee engagement key drivers are the primary motivators for employees to remain
engaged and productive in their work. They create an environment where employees
feel connected and valued and provide a framework for setting goals and expectations.
Here are the primary key drivers of employee engagement:
Communication
Without proper communication,
employees are left in the dark, unable
to make connections or understand the
organization's goals and objectives.
Communication ensures employees
know what's expected of them and feel
invested in the company's success.
Professional development
By investing in professional development, the organization not only improves
employee performance but also shows its commitment to the success of its employees.
And investing in professional development can help the organization stay competitive
in their industry.
Autonomy
With autonomy, staff are empowered to
use their creativity and expertise to
improve the company's operations,
resulting in increased efficiency and
productivity. Autonomy also helps to
boost morale and motivation, allowing
employees to feel more fulfilled in their
work and thus more engaged with the
organization.
Work-life balance
Work-life balance is no joke! When
employees are able to find a healthy
balance between work and play, they
become more engaged, productive and,
overall, happier. A good work-life
balance also helps reduce stress and
fatigue, which can lead to better mental
and physical health; it's a win-win
situation.
Psychological safety
Psychological safety is like a breath of fresh air for any organization. It allows
employees to feel comfortable taking risks and trying new things, knowing that if they
fail, they won't be punished or excluded as it also encourages open communication
and encourages employees to speak up.
Why should you focus more on
employee engagement?
As per Gallup, employee engagement in the U.S. saw its first annual decline in 2021,
which continued in 2022.
Here what people leaders have to
say on how organizations can
improve their engagement:
“When I think about what people leaders
need to do, it’s really super simple, and
they need to follow the golden rule, and
they need to treat other people the way
they want to be treated.
Trust your people, empower and support
them to do meaningful work, and they’re
going to do a great job.”
- Donna M Brown, Head of People &
Culture at Electriphi, Inc.
“People have always had their struggles,
their challenges. It was never okay to talk
about it, but it is more than okay to talk
about it. So, one thing organizations need
to do is make sure that their people leaders
have some training on how to have those
conversations.”
-Barbie Winterbottom, CEO of the
Business of HR
“Gen-Z is more vocal than previous
generations. So they’re going to demand of
their managers like, “I need you to explain
why we’re doing what we’re doing so that
I can understand how I can fit into that
picture.” So, it’s crucial to make sure that
managers themselves are feeling
supported, that their needs are met so then
they can take care of other people.”
-Angela Cheng-Cimini, SVP, Talent &
CHRO, Harvard Business Publishing
“I often find that with Gen Z versus
Millennials, if they really want to be able
to, it’s not like they’re just self-starting.
They want to understand and be able to
have a partnership with the manager. Be
able to have a map, it’s not like the map
has to have the entire GPS that’s going to
get you there 100%, but it’s really the
understanding.”
-Melinda Honcoop, Interim Head of
People Ops at [Link]
Why should you focus on measuring employee
engagement?
Measuring employee engagement helps organizations identify areas of potential
improvement, as well as assess the effectiveness of current policies and practices. It
also helps organizations identify which employees are at risk of leaving, allowing
them to intervene and retain their key talent.
And why should you rely on surveys to measure
engagement?
● Surveys provide organizations with a quantitative measure of employees'
engagement levels, which can be used to inform decision-making, including
hiring, training, and productivity improvement initiatives.
● Surveys can provide organizations with qualitative feedback, which can be used
to better understand employees’ perspectives and experiences.
● They provide organizations with an opportunity to identify areas of concern and
take action to address them.
● Surveys also help organizations build relationships with their employees, as they
provide employees with a platform to voice their opinions and concerns. This
builds an environment of trust and understanding.
Now, why you should choose CultureMonkey?
CultureMonkey is an employee engagement platform that helps organizations
measure, monitor, and improve employee engagement.
The platform provides you with the ability to listen to employee feedback, analyze
survey outcomes, and allows you to act upon the feedback to ensure a tailored
employee engagement in the organization.
01
Make feedback a
pleasant experience
“An engaging process that invites more
answers...precise, conversational,
anonymous and convenient”
02
Listen more
often
“Make employee engagement a part of
culture...ask more frequently and consistently”
03
Deep dive into
feedback
“Dig deep on your employees feedback...identify
engagement trends and track their driving
factors”
04
Close the
Feedback loop
“Use their feedback to make changes. Prepare
action plans and track them regularly”
What’s your employee engagement story?
