The Art of Engagement
Would you like to create a heightened emotional connection between your employees and your business? Would you like to be able to influence your most valuable resources to exert greater effort to go above and beyond your clients expectations? Would you like to understand the relationship between employee engagement, customer loyalty, and sales and profits?
If you said YES, then you need to participate in the Art of Employee Engagement workshop.
In this entertaining and provocative session, you will learn the core traits of engaged employees and what it takes to keep them that way. You’ll learn how to recognize disengaged employees and what they’re costing you. You will also receive a list of 15 core engagement questions that you can take back to your work place to assess your team’s level of engagement within the business.
Employee engagement is not a fad. Rather, it’s essential to the long-term health of your business and in the Art of Employee Engagement you will come away equipped with the knowledge necessary to build a more effective, happy, and productive work environment.
ThinkShift's 12 C's of Effective Engagement
Next, we’ll dig deep into the specific actions and behaviors required to foster and grow a culture of employee engagement within your organization.
Each of the 12 core engagement behaviors are explored in order to provide you with a roadmap to mastering the art of employee engagement. You can get a taste of each of the 12 C's by clicking on them and reading a short overview that reveals their critical importance.
How ThinkShift Performance Solutions Gets You Engaged
In most corporate environments, the term “Employee Engagement” is poorly understood. It’s critically important to realize that Employee Engagement is a process that explores what it is that gets our employees engaged in the first place and how to keep them engaged. It’s about understanding what the triggers to disengagement are and addressing them. And it’s about capturing formal data to assess progress in building a highly engaged workforce and recognizing the “people” side of the business in ways that we may not have been previously considered.
At ThinkShift, we define Employee Engagement in the following way:
“A heightened emotional connection that employees feel about their company that influences them to exert greater discretionary effort in their work"
Creating that emotional connection requires a disciplined and focussed action plan. At ThinkShift we work with your senior team(s) to execute the following 5-steps:
Assess the current levels of employee engagement within your organization
Help you to identify the connections between Engagement and the The Employee – Customer – Profit Chain
Explore the financial impacts of engagement
Review the core engagement questions that are critical to your future success
Investigate the 12 "C's" necessary for a successful engagement implementation strategy
The Employee - Customer - Profit Chain
Hire & Grow Talented People
Satisfied & Loyal Customers
Sales & Profit
Linking Engagement to 4 Core Business Outcomes
Profitability. Productivity. Retention. Customer Satisfaction.
Many managers believe that profit is a function of factors that lie beyond the control of individual employees: factors like: pricing, competitive positioning, or variable cost management. But there are many things one employee can do to affect profit, everything for conserving energy, more effective negotiating skills, watching shrinkage, looking out for cost savings or revenue opportunities, rethinking the way they process information etc. There is a direct correlation between highly engaged employees and profitability.
The strongest and most consistent links are between engagement and productivity measures. There is a direct correlation between an employee’s desire to deploy discretionary effort (resulting in increased productivity) and their level of active engagement within the organization.
The questions that impact retention are the ones most directly influenced by the employee’s immediate manager. It tells us that employees don’t leave organizations, they tend to leave their managers. So much money is thrown at trying to keep good people in the form of pay, perks, training, and other incentives when in the end turnover is mostly a manager issue. And our exit surveys consistently bear this out.
This is what we call a lagging indicator. There is a strong correlation to positive customer service data but only as a consequence of strong engagement practices, not in spite of it.
As managers, if we want to know what we should be doing to build a strong and productive workplace, then attaining high scores in specific engagement questions is an excellent place to start. The workshop explores 15 core employee engagement questions that help guide what actions are required to support high levels of employee engagement.
The Financial Impact of Engagement:
The financial impact of engaged versus disengaged employees cannot be overstated. Productivity gains are the single biggest benefit to the business of healthy engagement practices. Stakeholder value is necessarily enhanced through EPS gains and correlates directly in satisfaction scores.
What Will I Learn?
After completing the workshop you will learn:
What employee engagement is and why it matters
The 12 traits of highly engaged employees
The correlation between engagement and the customer profit chain
The 15 core engagement questions you must ask
The 12 “C’s” of highly effective engagement
The dimensions of change that impact successful engagement initiatives
Are There Any Take-Aways?
Each participant will receive a binder containing an outline of all of the key learnings as well as an Employee Engagement Checklist and Action Plan that can be used on the job. A list of essential readings is also provided as well as links to website references.
Is Personal Coaching Available?
Participants wanting to further develop their employee engagement skills can take advantage of individual coaching sessions. These sessions are conducted either face-to-face, through email exchanges, by phone, or via video conference; whichever works best for you. Each participant's specific needs are assessed so that you can be matched with a coach who best meets your individual requirements. If there is a specific ThinkShift Performance Coach that you want to work with, please let us know. You can always get in touch with us and we’ll be pleased to provide more details.