How to cultivate Engaged Employees

Group 9:
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Gagandeep (118) Jaideep (119) Merlin (120) Husein (121) Ashish (122) Namita (123)

Employee Engagement
Employee Engagement is a combination of commitment to the organisation and its values plus a willingness to help out colleagues.

What is it?
A positive attitude towards, and pride in, the organisation Belief in the organisations products/services A sense that the organisation enables the employee to perform well A wish to behave collaboratively and be a good team player A willingness to go beyond the requirements of the job. A desire to work to make things better An understanding of business context and bigger picture Being respectful of, and helpful to, colleagues

Components of Employee Engagement:

Career DevelopmentOpportunities for personal development Career Development Effective Management of talent Leadership- Clarity of company values Leadership Respectful treatment of employees Leadership Companys standards of ethical behavior

Empowerment Image Equal opportunities & fair treatment Performance Appraisal Pay & benefits Health & Safety Job satisfaction Communication Family friendliness Co-operation

Charalambos A. Vlachoutsicos with his experiences learned how to Engage contributions from and thereby Promote engagement by, local employeesin a multinational organization
His article detailed some of his lessons learned in Fostering a sense of Mutual Dependence or what he termed

Lesson 1 Lesson 1: Be Modest

Provide condescending, absurdly detailed instructions together with irrelevant stories.

What You CAN DO :

-If you recount your own experiences, relate to your audience. -Make clear to your business team that your ideas and advice can help them do more, and better, business. Learn -Show that you are a HUMAN; Even you have made mistakes. From your Point to Remember:

Mistakes

Lesson 2

Listen Seriously and Show it!

Communication is Multi-Faceted Managing your Body Language is very important.

Must be Aware of your Cultural setting and Surroundings.

- Viewed as rude to take extensive notes while listening to another person. If needed: Explain in advance. - Viewed as an Insult if no notes are taken

Invite Disagreeme nt

Every interaction should be an Opportunity to tap into the expertise of your workforce and encourage them to express. Problem: Inspite of Flattened Hierarchies, strong cultural and company norms work against The Voice of Disagreement Mitigation: -Reformat meetings eg. Instead of having rectangular tables use round tables. -Consider all your Team Mates especially those from other generations, cultures or professional backgrounds. -Get more with a Personal Approach.

Lesson 4

Focus The Agenda

Trouble: - All Ideas are on the Table : More you put on Agenda , the less time each person gets to talk Lengthy discussions. - If a time limit is set End up racing through parts of Agenda causes Alarm. - Critical problems never reached on the time allotted. Solution: - Develop a set of Agenda guidelines. - Sequencing issues according to importance so that the key issues are reached. - If issues of lesser importance not reached held over another meeting or handled offline. - Reduce Discussion time by sending prior briefings.

Dont try to have ALL the ANSWERS!

Lesson 5

Difficult Solution

Feeling of Inadequacy

Finding solution On the Spot

Im not sure what the answer is. Lets have the team toss some ideas about it.

Managers must see themselves more as solving than as

Lesson 6 : Dont Insist that a Decision must be made

A Flawed Decision is better than No Decision

If you make a decision all the time the chances are that, some of that time, you may well make the Wrong Decision !!!

Beyond this factor

- People may stop proposing ideas to you.

- This could kill any information which might come to you through dissent.

The key here is not to avoid making a decision; it is to follow a process which allows input before final decision is made.

Summary
Our Behaviour as a Manager can Reinforce or destroy a sense of mutuality with our employees. Recognise your dependence on subordinates to make Practical Decisions and implement them effectively. Instead of controlling your subordinates, ENGAGE, Empower and Motivate them to contribute their knowledge and experience. Work in Collaboration

THANK YOU