1. Engage For Success CIPD Thames Valley Branch Annual Meeting
3 June 2014
Bec Normand, CIPD and EFS
‘Engage for Success (EFS) is a voluntary movement committed to the idea that there is a better way to work, a better way to enable personal growth, organisational growth and ultimately growth for the UK by releasing more of the capability and potential of people at work.  It’s two main purposes are to raise the profile of employee engagement and share good practice, so that more people take action to make our workplaces more engaging.  This session will take you on a whistle-stop tour of Engage for Success, the four enablers of engagement and how you can get more involved.’

2. Get Engaged Video:

3. Engage for success: A Movement …
Engage for Success is a movement committed to the idea that there is a better way to work, a better way to enable personal growth, organisational growth and ultimately growth for the UK by releasing more of the capability and potential of people at work.
Direct support from over 50 organisations from all sectors and industries.
In 2008 UK Government commissioned the ‘MacLeod report’
MacLeod asked to report on benefits of engagement to UK productivity
In March 2011 UK Prime Minister launched UK Engagement Task Force which has:
Developed the most compelling evidence base from hundreds of academics and consultants
Developed a simple engagement framework
Created a practitioner group of 1,500 (to date) trained to apply the framework
Engage for Success is a movement committed to the idea that there is a better way to work, a better way to enable personal growth, organisational growth and ultimately growth for the UK by releasing more of the capability and potential of people at work.

4. What is engagement? ‘It’s all about the people!’
‘A workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success and able at the same time to enhance their own sense of wellbeing.’
Professor David Guest
“Employee engagement is about how we create the conditions in which employees offer more of their capability and potential”
David Macleod OBE
OR, IN OTHER WORDS…….
‘It’s all about the people!’
Employee engagement is a workplace approach designed to ensure that our people are:
Committed to the goals and values of their role, their team and their business
Motivated to contribute to our organisation’s success
Are able to enhance their own sense of well-being
Engaged employees freely and willingly give more of themselves as an integral part of their daily activity at work.
Engagement is two way: the organisation must work to engage the employee, who in turn has a choice about the level of engagement they want to offer.
Every line manager and leader is accountable for employee engagement

5. IT’S NOT….. We all know what we mean…..
We know it when we see it and when we don’t.

6. The case for engagement
Only one third of UK employees say they are actively engaged
So unsurprisingly 64% say they have more to offer

7. LINKS TO EMPLOYEE ENGAGEMENT
Extensive piece of research which correlates the following outcomes from high levels of engagement:
Increased profit - Organisations in the top quartile of engagement scores demonstrated revenue growth 2.5 times greater than those in the bottom quartile
Improved customer satisfaction - Companies with top quartile engagement scores average 12% higher customer advocacy.
Improving productivity
More workplace innovation
Increased well-being
Falling absence rates
Reduced voluntary turnover and improved colleague retention - Companies with high levels of engagement show turnover rate 40% lower than companies with low levels of engagement
Improved Health and Safety - Organisations with engagement in the bottom quartile average 62% more accidents than those in the top.

8. The four enablers of engagement
It’s not a model
Just 4 lenses to look at the different factors which really impact employee engagement and what really enables it 21

9. Four Enablers Video:

10. Task:
Share your successes and challenges in the context of the four enablers.

11. What are our engagement challenges?
TASK:
What are our engagement challenges?
Where are we?
High engagement
to low engagement
What’s your
challenge?
1 minute
Questions
Don’t speak
Get feedback
5 mins
Move on
Bringing it together
What’s common?
What’s surprising?
Key themes

12. Thank you www.engageforsuccess.org GET INVOLVED
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Thank you