1. Wescott Williams Date: 24 th June 2010 How are your peers using Employee Engagement initiatives to make a measurable difference to the bottom line of their organisations? Employee Engagement – what is it worth?

2. Colin Williams Founder & Managing Director Wescott Williams Engaging for Success – A report for Government (2009)

3. Employee Engagement – what is it worth? Context Major H.R. and workforce challenges for 2010 identified as: Engagement (68%) Succession Planning (53%) Talent Development (42%) Employee Engagement is Number One HR & Workforce Challenge Kings College – State of Human Resources Survey 2010

4. Employee Engagement – what is it worth? Definitions “A set of positive attitudes and behaviours enabling high job performance of a kind which are in tune with the organisation’s mission.” Prof John Storey “It is about creating an environment where employees are motivated to want to connect with their work and really care about doing a good job.” Prof Katie Truss “An engaged employee is aware of the business context and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two way relationship between employee and employer.” Institute of Employment Studies Engaging for Success – A report for Government (2009)

5. Employee Engagement – what is it worth? Engaging for Success (2009) – Government Report Engaged employees in the UK take an average of 2.69 sick days per year; disengaged employees take 6.19 70% of engaged employees say they have a good understanding of how to meet customer needs; only 17% of disengaged employees say the same Engaged employees are 87% less likely to leave the organisation than disengaged employees 67% of engaged employees advocate their organisation – compared to only 3% of disengaged employees 78% of engaged employees would recommend their company’s products or services – compared to only 13% of disengaged employees Engaging for Success – A report for Government (2009)

6. Employee Engagement – what is it worth? Employee Engagement… What Are The Questions? “Why is it that all of a sudden Employee Engagement seems to be such a hot topic in business?” “I have read the reports about the added value Employee Engagement can bring but still cannot get it to the top of the agenda in our company” “It all seems so complex, what are the main things I need to focus on to get results?” “How do I realistically measure the impact of Employee Engagement?”

7. Employee Engagement – what is it worth? Jonathan Winter Founder Career Innovation Engaging for Success – A report for Government (2009)

8. Employee Engagement – what is it worth? Research by Retention – The Conversation Gap International working - Riding the Wave Motivation – Inspiration at Work Entrepreneurship – ePeople New career deals – Manifesto Technology – The Digital Generation Dan Pink Autonomy Mastery Purpose

9. Employee Engagement – what is it worth?

10. “Don’t focus on personal issues or anything that is not entirely related to performance. A leader should never cross the line.” Survey respondent, The Conversation Gap

11. “In my conversations I don’t just talk about business but also stimulate people to talk about themselves. People leave inspired … the message is… my success is his or her success.” Employee Engagement – what is it worth? Survey respondent, The Conversation Gap

12. at Rosss Employee Engagement – what is it worth?

13. Lesley Allman Founder & Managing Director Allman Communication Engaging for Success – A report for Government (2009)

14. Employee Engagement – what is it worth? What are the most critical enablers of EE? Leadership Engaging Managers Voice Integrity

15. What is leadership? Whose role is it? What is expected of leadership? How well are your leaders doing? “Leaders must provide a strong narrative, be clear and open about the vision of the company.” Employee Engagement – what is it worth? Following the leader?

16. What is the role of line managers? Do they know what is expected of them? Are they capable of delivering? Is the organisation providing development and support? “The employees most important relationship at work is with their line manager. Managers must be seen to be engaged and committed to the organisation.” Employee Engagement – what is it worth? How do you engage managers?

17. How good is your employee communication? Whose job is it? Do they know? Can they do it? What is the balance between telling and listening/involving? Do you measure its effectiveness? “Communications must not be seen as one-way but two-way where managers facilitate feedback and opinion from employees.” Employee Engagement – what is it worth? Have you found your voice?

18. Level of involvement Time action acceptance understanding awareness business need or strategy people take the right action I know what matters It really makes sense to me I want to play a part I am doing my bit informed Employee Engagement – what is it worth? Voice – Informed or Engaged? engaged

19. Are your leadership behaviours / company values defined? Are your leaders / line managers walking the talk? What might impact this (positively or negatively)? How are positive behaviours recognised and rewarded? “Behaviours must be consistent with values.” Employee Engagement – what is it worth? Acting with integrity?

20. Employee Engagement – what is it worth? lesley@allmancommunication.com 07808 095803 Colin.williams@wescottwilliams.co.uk 07798 523134