Employee Engagement Index

EMPLOYEE ENGAGEMENT
Dr. Kalagi Shah

Employee Engagement
The extent that an employee believes

in the mission purpose and values of
an organization and demonstrates
that commitment through their
actions as an employee and their
attitude towards the employer and
customers.
What is Employee Engagement ?
Employee engagement is a step ahead
than employee Satisfaction:
 Belief in the organization
 Desire to work to make things better
 Understanding of business context

and the ‘bigger picture’
What is Employee Engagement ?
 Respectful of, and helpful to,

colleagues
 Willingness to ‘go the extra mile’
 Keeping up to date with

developments in the field
Defining Employee Engagement
• Engagement is the energy, passion, or ‘fire in the
belly’ employees have for their employer
Types Of Employee
• Engaged
• Not Engaged
• Disengaged
Scary Statistics
17%
29%
Engaged
Not Engaged
Disengaged
54%
Behaviors linked to engagement
• Proud and willing to recommend

• Motivated to put in discretionary effort
• Committed to the organization
• Emotional attachment with job
• Trust in the employer
• Cooperate with their colleagues
Ideas From an Award-winning
Small Business Owner
Example: The CEO of a small box company (185 employees). Company was
recognized as the Best Company to Work for by a global employee benefit
consulting firm and a business information Magazine
• Leadership practices at the small box company:

– Once every 2 years, the CEO teaches finance basics to everyone in the
company, relating it to their personal finances.
– New business positions are posted internally first to give existing
employees chances to grow and move up.
– The CEO created the BOX incentive (Big Outrageous eXtravaganza). If
the business meets a stretch profit goal, every employee gets to go on
an “all inclusive long weekend” business paid trip; recent examples
include Las Vegas and Puerto Rico.
– Once every six months, the CEO meets with small groups of employees
to talk about what’s happening and to ask for feedback.
33
Ideas From an Award-winning
Small Business Owner
• More of the small box company CEO's practices:
– Interested employees are invited to strategy sessions. The business
holds 5 sessions led by 5 different people, organized by type of
strategy, including increasing sales, decreasing costs, improving
customer service.
– Supervisors ask 4 questions of employees every quarter:
• How are we doing?
• How are you doing personally?
• What can we do to help you?
• How am I doing as your supervisor?
– Supervisors ask employees annually to develop 5-10 personal goals
(business related or other).
– The CEO creates outlets for employees to play together, including
building room for a gym, basketball courts, and a sandpit for beach
volleyball.
– The business encourages healthy habits. Employees get points for
exercising which can be turned in for prizes. The business provides
fresh fruit daily.
34
Components of Employee Engagement
• Cognitive
• Emotional
• Behavioral
Employee Engagement Is Influenced
By
• Employee perceptions of job
importance.
• Employee clarity of job expectations.
• Career advancement/improvement
opportunities.
Employee Engagement Is Influenced
By
• Regular feedback and dialogue with
superiors
• Quality of working relationships with

peers, superiors, and subordinates
• Perceptions of the ethos and values of the

organization
Engaged Employees
• Strong Relationship - Manager

• Clear Communication
• Clear Path
• Strong Relationship - Coworkers
• Strong Commitment
Types of Engagement Activities
 Communication activities
 Reward schemes
 Activities to build the culture of the organization
 Team building activities
 Leadership development activities
10 C’s of employee engagement
Conclusion
• Employee Engagement is an
increasingly important human
capital metric because:
– Business performance
– Competition for talent
– Value from human capital
investment.
You can buy a man’s time, you can buy a man’s
physical presence at a given place; you can even buy a
measured number of skilled muscular motions per
hour or day; but you cannot buy enthusiasm, you
cannot buy initiative; you cannot buy loyalty; you
cannot buy devotion of hearts, minds and souls. You
have to earn these things.
Mr. Clarence Francis

Chairman- General foods
Employee Engagement by Age
20 to 24 years 51%
25 to 34 years 48%
35 to 44 years 51%
45 to 54 years 55%
55 years and over 61%
0% 20% 40% 60%

Common Engagement Drivers Across
Companies
83%
64% 61%
60% 59%
47%
30%
Career Company Senior Work Recognition Business

Pay
Opportunities Practices Leadership Resources Unit
Leadership
How to Measure Employee Engagement
• Numerous surveys and tests measure employee
engagement levels. Most high quality surveys are
geared and priced for larger businesses.
• Listening to employee feedback, acting on your
findings, and continually improving is more important
than a fancy survey.
• One of the most simple yet impactful surveys for
measuring engagement levels is the Gallup Q12 Index
which includes 12 questions that have been used by
thousands of workgroups internationally to understand
and increase levels of engagement.
Conti…
• The ideas on the following pages 13–14 demonstrate
how a business owner keeps his employee
engagement high without a formal survey. His
supervisors informally collect data every quarter to
provide the management team a sense of employee
engagement levels.
• Important Note! Do not ask for feedback or issue a
survey if you are not committed to using the
responses to make positive changes. It can do more
harm than good and potentially disengage employees.

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EMPLOYEE ENGAGEMENT

Dr. Kalagi Shah

The extent that an employee believes

 Belief in the organization

 Desire to work to make things better

 Understanding of business context

 Respectful of, and helpful to,

 Willingness to ‘go the extra mile’

 Keeping up to date with

• Proud and willing to recommend

• Leadership practices at the small box company:

• Employee clarity of job expectations.

• Quality of working relationships with

• Perceptions of the ethos and values of the

• Strong Relationship - Manager

Mr. Clarence Francis

55 years and over 61%

0% 20% 40% 60%

Career Company Senior Work Recognition Business

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