Employee Engagement: The Theory of the Next Competitive Advantage Austin Hall Emily Holden Colin Moore David Stroud Michael Ross

Overview O Employee Engagement at Companies O Employee Engagement affecting Turnover Rate O How does Engagement affect the Bottom Line O Employee Engagement Outside of Work O X and Y theories put into actual use

Employee Engagement at Companies O 10 C’s of Employee Engagement -Connect-Collaborate -Career-Credibility -Clarity-Confidence -Convey -Congratulate -Contribute -Control

Employee Engagement at Companies O Good Engagement -Strong Strategic Narrative -Engaging Managers -Employee Voice -Integrity O Bad Engagement -Positive Employees at first -Opposition to Requests

Employee Engagement Affecting Turnover Rate O What can Companies do to control their Turnover Rate? -Respect Employees -Give Employees Responsibilities -Have a good relationship between Coworkers and Managers

Employee Engagement Affecting Turnover Rate O Uncontrollable Factors -Employee Personality Conflicts -Lack of Benefits -Economy changing/Cost of living rising

How Employee Engagement Affects the Bottom Line O Product Life -Input to Output -Standards -Price vs. Cost

How Employee Engagement Affects the Bottom Line O Standard of Living -Money or Enjoyment? -Engagement/Productivity Balance

How Employee Engagement Affects the Bottom Line O Costly Prices -Returns add up -Good Reputation -Bad Reputation

Employee Engagement Outside of Work O Social Media -Connected with Workgroup -Use as Deadline Calendar -Double-Edged Sword -Social Media Policy

Employee Engagement Outside of Work O Medical Issues -Reduce Stress to Manageable Levels -Offer Health Benefits -In unavoidable situations, medical insurance is required

Employee Engagement Outside of Work O Physical Involvement outside of Work -Fact to Face Contact -Company Events -Increase Cohesiveness -Risk of Negative Outcomes

X and Y Theories Put Into Practical Use O X Theory -Negative view on Employees -Need to be “Moved” O Y Theory -Positive view on Employees -Employees are Motivated

X and Y Theories Put Into Practical Use O Which is best for employee engagement? O Both theories has positive and negative impacts, so it is best to use a mix of the two theories.

Conclusion O Mangers must be careful on how they try moving their employees, because one wrong move can cause work cohesiveness to head in the wrong direction.