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Enhancing Employee Engagement: From Onboarding to Performance Management

ganya avatar
ganya
18 diapositives · 319 Views · Jul 23, 2014

This session of the Supervisor Brown Bag Series focuses on fostering employee engagement throughout the employment cycle. Learn about the three types of employees—engaged, non-engaged, and actively disengaged—and discover strategies for improving communication, building trust, and creating a stimulating work environment. Initiatives such as professional growth opportunities, recognition programs, and effective performance management are crucial for retaining top talent. Join us to explore how supervisors can make a lasting impact on employee engagement and organizational success.

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  1. Supervisor Brown Bag SeriesMarch 5, 2013From Beginning to Endand In-Between Making a positive impact on employee engagement at every stage of the employment cycle

  2. What is engagement? Engagement is the process of leading people by enabling them to want to do whatever is necessary to ensure the continuous high performance and successof the organization. Scarlett Surveys International

  3. The Three Types of Employees 1. Engaged: Employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward. 2. Non Engaged: Employees are essentially “checked out.” They’re sleepwalking through their workday, putting time—but not energy or passion—into their work. 3. Actively Disengaged: employees aren’t just unhappy at work: they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.

  4. …when it comes to employee Supervisors are

  5. STEPS OF THE PERFORMANCE MANAGEMENT PROCESS:

  6. Why Engaged Employees Stay • Effective Communication with supervisors and colleagues • Fun and stimulating work environment • Professional Growth opportunities • Recognition for good performance “It takes far more energy to improve from incompetence to mediocrity than to improve from first-rate performance to excellence.” -- Peter Drucker

  7. Why Engaged Employees Stay 1. Effective Communication with supervisors and colleagues Supervisor’s Role… BUILD TRUST

  8. Building Trust “Remember, when you were made a leader, you weren’t given a crown, you were given a responsibility to bring out the best in others. For that, your people need to trust you.” -- Jack Welch, former CEO, General Electric

  9. Building Trust Think of someone at work with whom you have a high trust relationship • What is it like to work with this person? • What is communication like? • How long does it take to get • things done? • What kind of results are you • able to achieve?

  10. Building Trust Think of someone at work with whom you have a low trust relationship • What is it like to work with this person? • What is communication like? • How long does it take to get things done? • What kind of results are you able to achieve?

  11. Why Engaged Employees Stay • Effective Communication with supervisors and colleagues (Trust) • Fun and stimulating work environment Supervisor’s Role… • Facilitate a healthy environment: Everett Clinic video • Be clear about performance expectations • Take action with disengaged employees

  12. Why Engaged Employees Stay • Effective Communication with supervisors and colleagues • Fun and stimulating work environment • Professional Growth opportunities Supervisor’s Role… Be intentional about training and development

  13. Be Intentional aboutTraining and Development • Set SMART goals

  14. Be Intentional aboutTraining and Development • Provide support to facilitate progress • Many resources available through SCSU Office of Human Resources • Tuition Waivers • Training Grants • MnSCU training • Training Tuesdays • Staff Development Conference • Others – Visit HR

  15. Why Engaged Employees Stay • Effective Communication with supervisors and colleagues • Fun and stimulating work environment • Professional Growth opportunities • Recognition for good performance Supervisor’s Role…Recognize good performance!

  16. Recognize Good Performance • Regular verbal feedback • Annual performance reviews • Monetary awards (limited at SCSU) • Non-monetary rewards