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Boost up Your Employee Engagement, Team Work Courses

Written by Traininng.com

Topic: Business NetworkingPublished March 9, 2020
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What is Employee Engagement?rnEmployee engagement is an emotional state and a behavioral reaction to an employee's relationship with his/her manager and perception of the organization. Engagement involves an employee's degree of focus, motivation and passion for his/her job. Why is Employee Engagement Important?rnEngaged employees are motivated toward the organization's success, take pride in their work, suggest improvements, pursue self-development, boost organizational performance, expend discretionary effort, say good things about their organization and plan to stay. What is the Business Case?rnMost organizations have significant opportunity for improvement. Across the U.S. only 31% of employees are engaged. There have been over 100 research studies proving the improvements in organizational performance resulting from engaged employees. Organizations have a huge opportunity to benefit from a more engaged workforce because only approximately 30% of employees are engaged: With approximately 50% unengaged - going through the motions; not performing to their capabilitiesrnAnd the balance of 20% are disengaged - unhappy at work and their mission is to make sure their co-workers are also unhappyrnEmployees' Engagement needs are logical - such as: Being told what's expected of themrnHaving the materials and equipment they needrnReceiving periodic recognition and praisernFeeling their supervisor cares about themrnAny supervisor who's willing can improve his/her team's level of engagement because there are employee engagement strategies that prove to be effective Disney for example: Trains its supervisors in the Engagement Coaching practices and behaviors expected of themrnGauges their supervisors' performance through Employee Engagement SurveysrnHolds their supervisors accountable using coaching, goals, appraisals, merits, bonuses and promotionsrnSupervisors are the key to engaging employees. The two factors that have the greatest impact on an employee's degree of engagement are: the employee's relationships with his/her immediate supervisorrnwhether his/her supervisor is meeting the employee's few engagement needsrnAnd your supervisors have multiple daily Engagement Coaching opportunities to: strengthen the relationshiprnlisten, learn and coachrnenhance the employee's engagement and performance

Article author

About the Author

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines

Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc. Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.

Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc. Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer Touch Points, etc. The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac to

Align corporate organizational structures with their strategic initiatives - while insuring value creation for their customer bases Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors Develop and implement customer loyalty enhancement processes - based on specific customer feedback - that delivered sustainable advantages in the marketplace

Implement performance management programs, executive coaching, compensation systems and other HR processes to strategically direct and reward desired employee behavior Prior to founding his own firm 25 years ago, Pete had 15 years of experience -at the plant, divisional and corporate levels - in Human Resource and Quality functions. Pete held leadership positions - to include the V.P. of Human Resources and Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.

Pete also frequently develops and facilitates a variety of leadership development programs including: Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University

Further reading

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