Skip to main content

Boost up Your Employee Engagement, Team Work Courses

What is Employee Engagement?
Employee 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?
Engaged 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?
Most 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 capabilities
  • And the balance of 20% are disengaged - unhappy at work and their mission is to make sure their co-workers are also unhappy
Employees' Engagement needs are logical - such as:
  • Being told what's expected of them
  • Having the materials and equipment they need
  • Receiving periodic recognition and praise
  • Feeling their supervisor cares about them
Any 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 them
  • Gauges their supervisors' performance through Employee Engagement Surveys
  • Holds their supervisors accountable using coaching, goals, appraisals, merits, bonuses and promotions
Supervisors 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 supervisor
  • whether his/her supervisor is meeting the employee's few engagement needs
And your supervisors have multiple daily Engagement Coaching opportunities to:
  • strengthen the relationship
  • listen, learn and coach
  • enhance the employee's engagement and performance

Speaker Profile

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

Comments

Popular posts from this blog

Fashion industry ‘waking up’ to benefits of blockchain technology, robotics

Blockchain and robotics are becoming increasingly popular in the global fashion industry as brands look to increase transparency and improve efficiencies, according to GlobalData. While it is still in its infancy, blockchain technology has the potential to transform the global supply chain, says Michelle Russell, apparel correspondent at GlobalData. She says that during the last few years, the adoption of blockchain technology amongst apparel and textile companies has grown substantially as the pressure to have more visibility in the supply chain ramps up. “Its uses are varied as companies use the ledger to address problems in unethical behaviour, excess waste, the origin of goods, and counterfeiting.” German start-up Retraced recently launched a blockchain-based transparency solution that it is trialling with a number of fashion brands. Other examples include OpenSC which received US$4 million in seed funding for its platform that aims to build transparency around commodities know...

Rewards and Recognitions that Get You What You Want to Achieve

The information that follows applies to human resources personnel and management at all levels.Rewards and recognitions are the responsibility of all involved in the management and development of employees. My belief is that one size does not fit all and in order to achieve the desired outcomes, both task responsibilities and individual differences must be taken into account. Why You have to Know There are numerous elements that decide an association's arrangement around remuneration, advantages, prizes and acknowledgments. Maybe the absolute first choice that should be made is one of the essential estimations of the organization. Is it going to be an organization dependent on rank and security or one dependent on legitimacy - or a blend of the two? Government offices and association controlled associations as a rule settle on the real choices of remuneration around arrangement, rank and security. So too do numerous associations in the corporate world.Smaller organizations ...

DOL's Final Overtime Exemption Rule Released for 2020: What the Changes Mean for Your Organization

The new salary rules are expected to impact at least a million workers nationwide, and to result in a significant increase in the number of employees who will be eligible for overtime pay. In this webinar we will discuss the new rules. In particular we will discuss which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labor Standards Act. For More