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Employee Engagement: Fluffy Nonsense or Mission Critical?

  1. Employee Engagement: Fluffy Nonsense or Mission Critical? 1
  2. Presenters Kim Carlson Ambassador Heidi Farris VP, Marketing 2
  3. Why focus on engaging employees? Employee engagement is often attributed to an employee’s emotional attachment to their job. This attachment, whether positive or negative, affects the quality of effort put forth at work. Thus, impacting the employee’s contribution to the company. Every employee’s part in the organization ultimately drives performance outcomes and affects the bottom line. Empowering employee engagement is crucial in an organization in order to maximize overall performance. 3
  4. Employee Engagement Full Engagement Disengaged or Less Engaged 4
  5. What happens when you have low engagement?  Lower productivity The disengaged employee loses an average of 14.1 days a year to lost productivity  High turnover 40% of disengaged employees said they are likely to leave their employer within the next two years  Negative financial impact on the company (lower returns, lower revenue) Based on a 500 person company, fully disengaged employees cost a company $960,000 annually 5
  6. What happens when you have low engagement? Employee turnover causes U.S. businesses to lose $11 billion annually 6
  7. Poll Question How much do you think disengaged employees costs US businesses in total on an annual basis? A. $350 Billion B. $100 Billion C. $50 Billion D. $30 Billion 7
  8. Why you should keep engagement aligned with business goals  Aligning with business goals helps to justify pushing your initiative.  Securing executive sponsorship will motivate other business units to come online and support your goal.  Without a greater aligned purpose, your efforts will usually fall flat and fail due to poor adoption. 8
  9. Why you should keep engagement aligned with business goals U.S. Businesses invest $125 billion per year in employee learning and training. Why not align your employee engagement initiatives with and in support of this type of budget? 9
  10. How does gamification fit in?  Gamification taps into humans natural needs for achievement, reward, recognition, competition, etc.  Psychological triggers that cause people to take action, stay motivated and actively engaged  Encourages employees to maximize their full potential 10
  11. How do proven gamification strategies create healthy competition and increase engagement?  Gamification strategies are aimed at achieving an organizational goal  Competition motivates people to become active – keep people on their toes  Inspire innovation  Causes an increase in morale, engagement and productivity  Easy to acknowledge contributions 11
  12. Traditional versus Technology Gamification Traditional In-Person Competition In-Person Games Employee of the Month Physical Feats Online Interaction Benchmarks Technology-Based Achievement Contests 12
  13. Poll Question What kinds of engagement are you using today? A. Traditional B. Technology-based C. Both D. Neither 13
  14. Understanding the spectrum of engagement 14
  15. How do you identify an engaged worker? 15
  16. Which proven strategies help supercharge engagement practices? 16
  17. Poll Question Do you think you have an engagement issue in your organization? A. Yes B. No C. Maybe D. I don’t know 17
  18. Leveraging data to justify engagement programs 18
  19. Leveraging data to justify engagement programs 19
  20. Prove your results impact your bottom line  Only 1:5 employees engaged on the job  That engaged employee recommends their products and services 78% of the time while disengaged employees only recommend 13%.  Improving this 1:5 ratio to 4:5… 20
  21. Resources http://business 21
  22. 14 Day Free Trial 22

Notas do Editor

  1. HCI Introduction
  2. Kim – Heidi -
  3. Heidi
  4. Heidi81% of American workers are "not engaged" or "actively disengaged" in their work, meaning they are emotionally disconnected from their workplaces and are less likely to be productive. That leaves nearly one-third of American workers who are "engaged," or involved in and enthusiastic about their work and contributing to their organizations in a positive manner. This trend remained relatively stable throughout 2011. – Gallup Poll
  5. Heidi
  6. Heidi
  7. HeidiAudience PollWe know that turnover costs US businesses to lose $11 billion annually. How much do you think unengagment costs US businesses in total on an annual basis?A. $350 Billion - ANSWER B. $100 BillionC. $50 BillionD. $30 Billion
  8. Heidi
  9. Heidi
  10. KIMDefine gamification for the audience first.
  11. KIM
  12. KIMTalk about the pros and cons of each.Traditional: usually loosely aligned with business goals, but more interactive with face-to-face; hard to save results for posterityTechnology: Able to get broader participation by spanning time and space; able to save for posterity; sometimes harder to get initial participationAudience Poll – what engagement strategies do you useTraditionalTechnology BasedBothNeither
  13. What kinds of engagement are you using today?A. Traditional B. Technology-basedC. BothD. Neither
  14. KIM
  15. KIM
  16. KIMReally, it comes down to communication: make sure you understand their needs, communicate openly and effectively about the business, include them in decision making so they feel ownership, and identify leaders. Audience PollDo you think your organization has an employee engagement issue?
  17. Do you think you have an engagement issue in your organization?A. Yes B. NoC. MaybeD. I don’t know
  18. HeidiBeing able to accurately measure the engagement of your team will help you justify your program spend and tie your program directly to business success.
  19. Heidi
  20. Heidi
  21. CloseQ&AHeidiWhat employee engagement strategies or tools do you find the most effective/least effective?KIMHow do you kick off an employee engagement program when you have no budget?Try Lunch & Learns. BYOLFree Trials or Freemium ProductsHeidiHow do you get buy-in from key decision makers to support social engagement technology? Have a purpose. Start small. KIMThe common theme here is getting people to share knowledge. What if I have a group of people who don’t like to share their knowledge because it makes them feel less valuable to an organization if everyone knows what they know?