A lot has been written about employee engagement but engagement itself is not the answer. Engagement does not necessarily equate to effectiveness or even results. To be effective, the employees must be engaged in those activities that generate income and positively impact the organizations bottom line. Making sure that employees have the proper tools and opportunity to understand and support the organizations mission, vision, and values with productive and effective action creates VALUE and is REAL engagement.
Engagement begins even before the employee is hired. The goal is to create a Ready, willing and able employee.
We will discuss all aspects of engagement starting with the description, planning for the interview process to insure that all those involved are looking for the same signals and content information that supports the NEED to HAVE competencies. The process should include opportunities for the interviewer/s to discuss and analyze what they heard from the candidate. There should be a formal interview process for each candidate with some framework and standards that will allow the candidates to be compared based on fact as well as feeling. The goal for this process is to provide the interviewers tools and a framework for decision making that supports the overall vision, mission and values of the organization as well as acquaints the prospective candidates with what is expected and what from their bank of personal competencies will be important for their success. The framework should include the opportunity for the employee to understand even in the interview, how the position they are applying for impacts the organization’s bottom line. The employee should have a clear line of site to the overall mission and vision and ultimate criteria for success of the business.
Once that framework is clear, all other aspects of the position must align with and support the focus and orientation that is key for the individual’s success. They must have the resources to be surrounded with support so that they are willing to preform and they have the support of management to eliminate road blocks to their success, be they tangible or intangible.
Our 90 minute discussion will cover the “rules of engagement”, what constitutes engagement, and the keys to insuring that once engaged it is in the right spirit for the right outcomes. Stepping through an entire engagement initiative, participants will engage in thoughts that will help them craft an engagement policy, program and objectives for success in their own company culture and with their own future.
Areas Covered in the Session :
What is engagement
When does it begin
How does it work
Who is responsible for engaging employees
What role does the employee play
How is engagement linked to corporate success
How is engagement linked to corporate culture
Who Will Benefit: