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This webinar will take a 360 degree view of employee engagement factors; finding, supporting, and troubleshooting the many factors and actions that determine if your employees will be engaged and STAY engaged. We'll also cover those factors and actions that destroy employee engagement. Our purpose is to take an overview of a multidimensional approach to engagement to make engagement grow as an organic part of your organization.
Why should you attend:
An organization begins engagement by hiring the best and getting employees off to a good start but it can't end there. An employer not only has to have continuing support systems in place, but even more importantly avoid setting up a business model that disconnects employees from their work. Additionally there are other social frameworks within a business that will strongly determine if an employee is engaged or not. These include unofficial models of what it takes to be a successful employee and the many social cultures (and micro cultures) present in all organizations. Then for good or bad there's management interactions; direct with supervisors and indirect management of senior leaders. In fact, being engaged is more about hiring the best and then not disengaging those employees rather than pushing anyone into an "engagement gear."
Areas Covered in the Session:
Who Will Benefit:
- The one non-tangible "thing" that you can't buy anywhere that is responsible for up to 70% of engagement
- Hiring employees that fit or hiring employees that are different - which helps engagement more
- How inevitable socialization of employees and managers affect the structure of organizations not just in employee conduct but even as far out as their thinking frameworks, interpretation of problem diagnosis and problem solving
- Intrinsic factors, motivational factors, extrinsic factors, interpersonal factors - how each affects engagement
- Informal organization within your formal organization, how people really work, interact, and either grow or wither away
- Recognizing, adapting, and changing the socialization of employees in organizations
- The manager's role in engagement
- How teamwork affects engagement
- The type of employees and managers that are toxic to an engaged organization
- How to keep the bored, the disenfranchised, the left behinds, those with a chip on their shoulder, and those who are committed to unhappiness from poisoning the workplace
- Why it's more difficult to grow engaged employees in a traditional formal hierarchical structure and what you can do about it
- Branch Managers
- Store Managers
- HR Generalists
- HR Managers
- Business Owners
What is employee engagement? Easy to see, harder to define, engagement is a huge factor in a business’s success. We sure can see when employee engagement is not present. In fact, it’s hard for a company to be successful long term without employee engagement.
Employee engagement is when a person is as invested in their job as much as if it were their own business. But does it mean everyone “whistles while they work?” No, not any more than anyone else or even any business “owner” whistles all day long. An employee can be engaged without loving what they are doing and many employees are. Lots of employers have jobs that aren’t fun and people often have to work at a job they don’t like to pay for that economic reality called life. However, a job is a multi-faceted situation that consists of so much more than just the duties and responsibilities of a paper job description. So for a person to be truly engaged in a job, even one they love, there are many factors that require addressing from a variety of angles.
Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."
Teri is the founder and President of Hindsight Human Resources.
Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.