What is Employee Engagement?
It is the collective level of intellectual and emotional commitment employees have toward their work and organization.
Why is Employee Engagement so important?
Despite, and in spite of, the economic downturn and high levels of unemployment, there is an alarming level of discontent in the workplace. People are being expected to do the work of displaced colleagues, leadership is under extreme pressure to do more with less resources and all of this is resulting in melting pot of discontent. This manifests itself in people generally doing just enough to get by or looking for alternative employment. Both of these are huge financial drains on an organization at a time when they can least afford it. In fact independent research is supporting this as follows:
- 2011 Blessing White report on employee engagement indicates 45% of workers in the US are ‘likely’ or ‘definitely’ planning on leaving their jobs in the next 12 months
- Four in ten of self-employed, full-time and part-time workers believe it’s “likely” they’ll find a job that matches their experience and salary in the next six months, according to a 2010/11 survey by career website Glassdoor.com
- Four in ten employees say a heavy workload, unrealistic job expectations and long hours have created stress, reports a study by the American Psychological Association.
The affect to this alarming development is a lack of Employee Engagement. New England Coaching proposes the following strategy to proactively help to address this business epidemic.
Our Employee Engagement Program involves all or some of the following:
Phase 1: Conduct a survey across the population identified (group, department, division, company wide) to assess current levels of engagement (see below).
Phase 2: Review and analyze the data output using multiple view points and determine appropriate action plans
Phase 3: As appropriate, provide a developmental program that builds upon the three Engagement Improvement Pillars of Motivation Fit (Why), Emotional Intelligence (How) and Coaching Skills (What).
Phase 4: After a period of time conduct a follow up survey to assess the level of change in engagement.
Client needs can be customized based on their unique circumstances, needs and budget.
The Engagement Survey does the following:
- Assess the degree to which employees demonstrate the following Engagement Behaviours
- Praise the organization
- Perform above what is expected of them
- Persist in the face of challenges
- Perfect the work they do through innovation and continuous improvement
- Select from the following Engagement Drivers how employees feel in relation to:
- Job Satisfaction
- Role Clarity
- Working Conditions
- Performance Management
- Executive Leadership
- Decision Making
- Reward & Recognition
- Learning & Development
- Interdepartmental Cooperation
- Financial Management
- Mission & Vision
- Innovation / Continuous Improvement
- Dealing with Change
- Responsibility & Ethics
- Career Development Opportunities
- Customer Service
- Human Resource
- Free Text – customize questions pertaining to client organization
Please contact us for more information or a complimentary informational meeting.