Beyond Loyalty: The Business of Engaged Employees
MANAGING for Employee Engagement™ for Managers and Supervisors
Getting employees engaged in your strategic priorities can be challenging. Numerous internal and external factors can cause employees to feel disconnected from the organization’s big picture and become disengaged. Lackluster engagement erodes your competitive position.
MANAGING for Employee Engagement™ addresses and overcomes those challenges. Participants work in intact teams to build top-to-bottom employee engagement in their entire function. With managers and their direct reports present, follow-through is guaranteed and results are visible.
Performance Connections’ unique and proven approach mobilizes employees around critical company and department objectives. Because they’re used on real-time business imperatives in the sessions, the engagement tools become immediately relevant and produce measurable results.
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LEADING for Employee Engagement™ for Senior Managers
Senior managers and executives play a key role in building engagement. LEADING for Employee Engagement™ forums mirror MANAGING for Employee Engagement™ sessions, with an increased focus on:
ENGAGEMENT™ Personal Strategies for Enhancing Career Growth and Your Value to the Business for Individual Contributors
Individual contributors are responsible for maintaining their own levels of engagement. To make it happen, the organization must provide employees with skills and strategies.
ENGAGEMENT™ motivates individual contributors to increase their motivation, discretionary effort and productivity in the face of daily business obstacles and challenges.
Participants come away with a concrete action plan for working with their managers to increase their level of emotional commitment to the business and its strategy. They also learn to increase the value of their individual contribution to the organization.
*****COMMUNICATING for Employee Engagement™
In a large-scale survey conducted by the Franklin Covey organization, 61% of respondents said that the activities of their employees are NOT aligned with company strategy—and only 9% of employees believe that their work has a strong link to the organization’s big-picture strategy.
Clearly communicating your organization’s strategy is one of the most important activities your leaders can perform. Unfortunately, such communication often is misunderstood and mishandled.
Fact is, effectively communicating strategy involves much more than an eloquent PowerPoint presentation followed by Q&A. Meetings like these typically leave employees feeling confused and disconnected from the strategy.
PCI’s COMMUNICATING for Employee Engagement™ workshop helps managers ensure that employees not only understand the company and business unit strategy, but also understand how their work connects to the big picture and how to align their activities with the overall business strategy.
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Building X-O . . . Cross-Organizational . . . Collaboration
Organizational silos are barriers to innovation, customer focus, revenue, growth and profit goal achievement.
In some organizations, the Chinese Walls between functions interfere with even the most fundamental levels of cooperation. In other organizations, departments are responsive to each other but miss the opportunity to come together for proactive collaboration—to innovate, strategize and move the business forward not incrementally, but in leaps and bounds.
COLLABORATING for Engagement™ is more than a workshop. As a working forum, intact teams come together with their cross-functional partners to acquire collaboration tools and identify collaboration opportunities. They resolve cross-functional conflicts and identify proactive and strategic collaboration opportunities to move their business forward.
Participants come away with measurable action plans for improvement in both collaboration and cooperation—all in the interest of growing your business.
*****Employee attrition increases operating costs, has a negative impact on productivity and morale, and erodes business goal realization. Retaining Top Talent™ gives managers the tools to minimize defections and hold onto the talented employees your business relies on for its success.
The one-day workshop provides managers with proven tools, strategies and best practices that reduce unwanted attrition—especially among your most valued employees. Participants discover:
Performing Under Pressure™ Helping employees combat burnout and manage heavy workloads.
Employee disengagement can be traced directly to today’s intense workplace demands. Constant change, increased workloads, and tougher goals and deadlines all contribute to an atmosphere of stress and uncertainty. Left unchecked, the result is burnout and eventual disengagement or attrition.
While you can’t change business realities, you can give your employees the tools to avoid burnout and succeed during stressful times—thus ensuring increased satisfaction and morale. Performing Under Pressure™ arms employees with short-term survival skills and strategies to perform at their “personal best” in high-pressure situations.
The one-day workshop shows individual contributors and managers how to keep a cool head and maintain productivity and well-being while under intense personal and organizational pressure. It includes:
Risk Analysis - three risk areas that influence personal performance in high-pressure situations:Performance Connections International, Inc., © 2008
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