What Is Engagement
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This document discusses employee engagement. It defines engagement as employees regularly doing what is needed without being told to improve effectiveness and achieve organizational goals. Engaged employees have a greater sense of urgency, focus, adaptability, and initiative. Transformational leaders engage employees by creating strategic alignment, being role models of fairness, providing recognition and support, and empowering employees. Engaging cultures also have alignment between vision and work, consistency and fairness, an ability to learn and adapt, and involve teams in their work. The document provides suggestions for how HR can improve engagement through hiring, benchmarking, building an engaging culture, and developing engaging leaders.
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What Is Engagement
- 1. What is engagement Why it mattersWhat YOU can do about ItEngaging Leaders & Organizations
- 2. A Quick Introduction to John DorrisFounding Associate at Sino Associates
- 3. 9 Years training and consulting experience in Asia
- 4. 7 Years China Leadership Development Experience
- 5. Certified Assessor and Coach ¨C Leadership Development Profile & Framework (Action Logic)
- 10. Languages: English, Mandarin, and ItalianA Selection of John¡¯s Clients
- 11. Our Topics and ObjectiveDefine what engagement meansDescribe the mindset of an engaged employeeIdentify what engaging leaders do differently from other leadersReview case studies on engaging organizations
- 12. What does it feel like to be engaged?What does giving 120% feel like?Work together to make a picture of being engaged
- 13. Our Understanding of EngagementWe describe engagement as:¡°When employees regularly do what is needed, without being told, to improve effectiveness and achieve their organization¡¯s vision and goal.¡±We believe companies who have engaged employees have better access to their employees¡¯:Sense of UrgencyFocusIntensityAdaptabilityPersistencePersonal Initiative
- 14. Take a Moment to Consider¡What % of employee potential or available energy do you think your company gets every day from the following areas:UrgencyFocusIntensityAdaptabilityPersistencePersonal InitiativeWhat % do you think your most significant competitor gets?
- 15. Where Engagement MeetsThe feeling of being engaged and the feeling of being able to engageDo your people DRIVE themselves?Transformational Leadership and what leaders do to create engaged teamsDo they MOTIVATE employees?Organization Culture and how it affects engagementDoes it ENABLE people?
- 16. What is an engaged employee¡¯s mindset?On a scale of 1-5 describe your feelings:Do you believe your work creates a positive impact ?Do you feel good after a day¡¯s work?Can you stay focused for an extended period of time?How do you feel if your team does NOT hit it¡¯s targets?Does time seem to fly by when your at work?Do you feel like you have the knowledge, skills, and equipment to do your job?
- 17. What kind of leader engages you?What kind of leader creates 120% effort from you?Work together to make a picture of this kind of leader and their traits
- 18. Compare these two picturesIs this engaging? Why?Is this engaging? Why?
- 19. 4 Keys That Transformational Leaders Use to Access Engagement Leaders create alignment by setting goals that link strategy and individual actionThey are role models of fairness and consistency toward their team membersEngaging leaders motivate team members with appropriate recognition and supportThey demonstrate and build trust by empowering their key team members
- 20. Creating Strategic AlignmentCommon ³Ò´Ç²¹±ô²õ¹²Í¬Ä¿±ê
- 21. Feeling Fairly Treated¡°One of problems is that ethics is never a business issue or social issue or a political issue. It is always a personal issue.¡±John C. Maxwell Congruency is the key, leaders are always being watched by their followersBeing treated fairly is 100% subjectiveWhen was the last time you felt you were treated unfairly? What about the last time you were treated fairly?
- 22. Recognition and FeedbackWhat do these two topics have in common?What is different between the two?What kind of feelings do they create?The key to both of these skills is that they are communicated regularly and timelyWhat kind of impact can this kind of leadership communication create?
- 23. Empowerment and TrustYour manager trusts in your ability to get things done in your departmentSo much so you can never delegate responsibility or develop your employees to take over your responsibilitiesImagine this scenario¡
- 24. Let¡¯s take a quick break!Be ready to continue in fifteen minutesWelcome Back!
- 25. What would it look like to work at 120%?Imagine that when you go to work tomorrow everyone is at 120%Work together to make a picture of what this would look like
- 26. 4 Keys Found in Engaging CulturesGive your organization a score 1-5Alignment between vision, Core Purpose and individual contributionA culture of consistency and fairnessA culture that learns and adapts to changeAn atmosphere that involves teams in their work
- 27. Vision AlignmentDo the people where you work know the organization¡¯s vision?Do they feel like their work goals contribute to the organization¡¯s purpose/ mission?
- 28. A Culture of Consistency and FairnessAsk yourself the following questions: (quantify your answer 1-5)Do people at my office find it easy to reach agreement across departments?Do the people on my work team share my values? What about other departments?Do my colleagues understand how their work impacts each other?Do people where I work feel like the people management systems are fair?
- 29. Learning and Change OrientationThink of the last time your team failed to achieve an important goalDid your colleagues share information to help each other grow from the failure?Did your team adopt new ways to face the problem in the future?Did people learn from the failure?
- 30. What is the atmosphere like at a company with involved teams?The atmosphere in the organization is trusting, supporting, and caring. People are proactive and willing to expand their work roles and show team skills.Does this sound like your team?
- 31. Why Does Engagement Matter?Take a moment to brainstorm as a small groupA recent global study by Tower Perrins showed highly engaged companies to be:70% more productive40% more profitable100% greater share holder value
- 33. So What Can You (HR) Do About It?Hire people who are easier to engageAn engaged mindset can be assessed at the point of hiring through target interviews and psychometricsBenchmark your organizationThere are plenty of organizational diagnostics availableCurrently Sino Associates is sponsoring a China wide engagement survey and the service is FREE
- 34. So What Can You (HR) Do About It?Build an Engaging CultureStart at the top and create a clear localized vision for the next 10 ¨C 20 yearsEx. Global Vision ¨C Be a global leader in x product supplyEx. Localized Vision ¨C In 2020 we will double our product turnoverIdentify your localized Core PurposeIdentify your localized Core Values and their behavior traitsDetail your organization¡¯s strategic rolesBuild a vision road map and share it down the company gathering bottom up feedback
- 35. So What Can You (HR) Do About It?Develop Engaging LeadersCreate an awareness and buy-in to your local visionCreate projects to share the vision and tie it to performance evaluation and coachingEmphasize effective communication that regularly recognizes achievementsCreate opportunities for leaders to share feedback and information and show them how to do it rightRemind them about and coach them for congruency to create a fair work environmentTrain them to be effective at empowering others through coaching and delegation
- 36. Any Questions?
- 37. What Are You Going to Do?Work in small teamsTell us what you are going to do to improve engagementGive a short presentation
- 38. Thank You!For additional feedback or questions contact:John DorrisSkype: john.dorrisE-mail: john.dorris@sino-associates.comMobile: 13603099924
Editor's Notes
- #8: We hope that employees drive themselves hard.What do I get what do I give do I belong how can we growSay stay striveEnjoyment belief values