From Employee Engagement to Employee Effectiveness: achieving returns and delivering results

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From Employee Engagement to Employee
Effectiveness achieving returns and delivering
results
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Internal Focus

• When the organization has its face focused on
  customers, it has its butt toward the employee.
• Paraphrased from Funky Business

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Employee engagement productivity
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Employee Engagement productivity

• Employees who are engaged are
• PASSIONATE
• they care about their work
• PRODUCTIVE
• they get a lot done
• LEADERS
• they have a sense of ownership and accountability
  for their work

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Not Engaged Employees

• Stuck in low-risk, low-commitment mode
• Don't feel a connection with or from their
  company, manager, or coworkers
• Don't feel a sense of achievement
• Become fixated on the activities of their roles
  instead of the outcomes
• Are just concerned about doing the minimum they
  need to do to get by

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Actively Disengaged Employees

• Are the "cave dwellers
• Constantly Against Virtually Everything.
• Are busy acting out their unhappiness
• Every day undermine what their engaged coworkers
  accomplish

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Employee engagement and personal life

• Satisfaction In Personal Life
• Engaged
• Not Engaged
• Actively Disengaged
• Source Gallup poll

65
36
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Business impact of engaged work force

• 50 Lower Turnover
• 56 Higher Customer loyalty
• 38 Higher Productivity
• 27 Higher Profitability

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ENGAGEMENT ( Singapore/USA)

• ENGAGED
• NOT ENGAGED
• ACTIVELY DISENGAGED
• Source Gallup poll 2003 /First, Break All the
  Rules, Marcus Buckingham

6
29
77
55
17
16
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Business impact of engaged work force

• Disengaged Employees cost
• US economy 350 billion /yr
• Singapore economy 6. 9 billion /yr
• in lost productivity

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Reasons for disengagement
Setting expectations.
Using potential.
Giving feedback.
Learning and growing.
Sense of caring.
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Strategies going forward
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The Problem

• The problem is never how to get new innovative
  thoughts into your mind, but how to get the old
  ones out
• Dee Hock, VISA

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Standing Out

• When we did it right it was still pretty ordinary
• Barry Gibbons, Burger King

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Key initiatives yielding to high productivity
Employee First Drive
Intrapreneurship as a culture
Transparency open 360 feedback
Employee focused Task ticketing
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Convergence of Learning and Performance Management
4. Performance Development
3. Enterprise Learning Management
3. Performance Alignment
2. Performance Tracking
2. Knowledge Targeting
1. Knowledge Enablement
1. Performance Administration
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Human Capital

• Human CapitalAssets to be valued and investments
  to be managed

• Human ResourcesResources to be consumed and
  costs to be minimized

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definition

• A transformation in the employment, deployment,
  development, and evaluation of the workforce with
  results in mindU.S. Office of Personnel
  Management

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Standing Out

• We defined personality as a market niche - we
  seek to amuse, entertain, surprise
• Herb Kelleher, Southwest Airlines

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A paradigm shift
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What if we invest in our employees, and they
leave?
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What if we dont invest in our employees and,
they stay ?
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Thank You for your attention

• Anand Pillai
• Anand.pillai_at_hcl.in