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Solution Support Options….customized to your needs

Building a highly Engaged Workforce…Key Levers to Make a Difference

Summary: Organizations with highly engaging cultures continually build on positive momentum to drive and sustain high performance. There are activities and practices that are common to organizations with high engagement scores…and high Net Promoter Scores. This session will assist you to take some positive steps to examine those factors, assess your present state and ways to move to where you aspire to be!

Preparation: The on-site workshop involves a survey that can be answered by various leaders with emphasis on their views as to readiness to compete and other key indicators tied into engagement. Based upon the data we will design the workshop in concert with a designated C-Level executive and his/her team.

Includes: (On-site Executive Workshop tailored based upon findings of ‘present state’/’desired state’)

• Description: The Continuum of ‘Non-Engaging or below average to ‘highly engaging’ workplaces
• A model to understand what is increasingly important to the workforce of today vs what we have designed and delivered to them…Why development is more important than their benefits!
• Human Capital programs and processes that enable a ‘culture of engagement’—core elements;
• Findings…What are Immediate Managers practices that create a work environment that supports employees to deliver their highest levels of performance?
• Findings…What are the practices at the C-Level that provides the compass and guidance to deliver the highest levels of performance?
• Assessment: Do we have in place High Performing Teams?
• A new way of looking at training/development: Moving from “Know-what’ to ‘Know-how’ to ‘Know-why’…and, ONLY if the culture is right…”Care why” (An engaged worker)

Benefits:

• Clarity as to How Employee Engagement is an important strategy in several top challenges; such as Customer Relationships-Retention; Innovation; Operational Excellence and Brand/Reputation
• An understanding of the base elements of a Highly Engaged Culture and their sequencing;–what moves the needle-
• Understanding of the role and practices of ‘management’—difference in impact:
  • immediate manager plays in producing 70% of engagement with teams they manage;
  • Executive management by their practices and communication -produce 12% with that team
• A framework to move forward–broad outline of a plan of action

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Solution Support Options….customized to your needs

….Offered as a Webinar* or an On-Site Executive Workshop

Building a Highly Engaged Workforce-Workplace

According to Gallup longitudinal research and others it seems clear that management practices at two levels are primary determinants of the Employee Experience, are—the DNA of ‘engagement’: The focus has been on ‘fixing the employee’ when the focus of the fix and attention should be on management practices impacting the experience…the levels.

• Corporate Driven: Communications, Policies/Systems/Processes…driven by the senior leadership team; and
• Immediate Manager of a Team: Individual practices demonstrated on-site throughout the Employee Experience.

Despite this evidence in hand, there continues to be significant resources spent, programs and systems instituted to ‘fix’ employees. This event is offered as a webinar or on-site Executive workshop

Includes:

Presentation/discussion of findings from the survey that was conducted will be integral to the workshop for a specific organization; for the Webinar the framework will be reviewed but less tailored application.

• What is the ‘DNA’ of highly engaged organizations; what is being doing…; when the payoff seems to be
• Strengthening the Bonds: The Genetic Code of Highly Engaging Culture…the key elements
• Corporate Driven activities…the role of the senior leadership teamo    Alignment of Organizational Strategy & Engagement Strategyo    An Organizational Philosophy the emphasizes a Core Purpose…and that being communicated effectivelyo    Formal Programs and Policies the drive the Engagement Agendao    Open, Proactive, Leader-Driven Communications about Leadership, Teamwork and Engagement expectations
• On-Site Management Driven Practices…throughout the Employee Experience vs ‘one-off’o    A Workplace and Organization Structure that Promotes Collaboration and Teamworko    A Regular Cadence for Assessment and Follow-up, vs …o    Leaders who are Expected and Empowered to Build Engagement, and rewarded for such;o    Demonstration of the Business Impact of Engagement through metrics and other messaging;
• With those elements in mind…a ‘Go-Forward’ Plan is developed

Preparation:

We use a short survey to discern how various stakeholder view the issue, its impact and suggested areas of improvement of organization performance in ‘engagement’.

Benefits:

• Attendees will be exposed to best thinking of engagement and engage in a dialogue as to the implications for the present organization
• There will be direct link to the other key elements of the Profitability Formula; principally Leadership, Teamwork…leading to Customer-Attraction and Retention.
• Work Plan…taking a positive first step identified to move the issue forward;
  • What do our employees know about our strategic direction currently, and
  • What should our employees know and why is this important to ‘engagement;

*If offered as a webinar similar issues to the workshop will be covered; however, the depth and level of interaction will be shortened in the 60” webinar.[/vc_column_text][/vc_column][/vc_row]