Engagement ‘War Cry’ Go for Gold! Dare to WIN.. Unleashing 100% Potential… Must WIN Battles…. The Next Big Leap.

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Presentation transcript:

Engagement ‘War Cry’ Go for Gold! Dare to WIN.. Unleashing 100% Potential… Must WIN Battles…. The Next Big Leap.

Consistently Speak Positive Say Desire to be part of the Organisation Stay Reflect extra effort and behaviours for Organisation Success Strive What is ‘Engagement’?

Levels… Highly Engaged Not Engaged Disengaged

Signs.. Employee turnover Lower performance Low motivation and lower training effectiveness It’s a VIRUS!!

Global Scenario BlessingWhite LOW Employee Engagement Only 31% Engagement Globally Highest in India - 37% Australia/New 36%; 30% and 17%. The overall level of 17%. India 12% and China 29%.

Engagement Matrix Engaged but not commited Engaged and Commited Neither Engaged nor commited Not Engaged but commited 37%

Pitfalls.. Assumption..that you know.. Leaving it to Line Managers.. Actions basis inputs from ‘Known Sources’ Guessing that its all about ‘Salaries’…

The Change.. Significant workplace transformation Higher pressure and stress Employee (Talent) engagement is top on CEO priority list Communication is everywhere!

Acceptance.. Engagement is ‘Top Management’ Priority and Not HR KPI ‘Organisation Development’ function and not HR process Employees ‘want’ to be highly engaged

Engagement Survey Identification - Key Engagement factors Involvement - all employeesTransparency - processMobilisation - high participation Identification - Strengths and ‘Development’ needs

Actions to mobilise Timebound actions Trust and Transparency with the Team Specific People Focus – Engagement Involvement of Top Talents in Engagement Core teams lead by Top Management

Regular planned Review Celebrate success and close Regular communication to employees on progress Measure impact and share Ensure quick implementation of ‘Low hanging fruits’ – Hygiene factors Regular planned review with Top Management Vibrant communication to mobilise the teams