Earlier this month we help a CPD seminar on the topic ‘Employee Engagement’ at the Training Foundation’s offices in Coventry. This month I am going to use this blog to discuss the main themes and points.
Our First speaker was Wendy Dean from Strategi HR.
She discussed some important points such as “Give your Employee Engagement Programme a name” – this allows employees to get behind the programme to believe in it and to take ownership of the programme.
She also introduced the idea that an Employee Engagement programme was a ‘one person at a time’ process. This doesn’t mean that it requires lots of individual meetings but that each person has to engage in their own time. She also stated that an engagement programme can take up to 5 years to be successful.
During the afternoon Neil Anderson, Senior Management Trainer, from The Training Foundation was our second speaker. He asked us to define Employee Engagement in groups. What I found fascinating was it that it was actually very hard to define. All of the definitions were vastly different. This is because everyone’s perceptions of the drivers for Employee Engagement are different. Neil introduced the group to the Training Foundation’s research on Employee Engagement and their 6 Key Driver’s, represented by the ‘CHOICE’ model. He went on to demonstrate the differences in individual perceptions of the most important drivers quite graphically by getting us to rank our personal top six from the ‘CHOICE’ model. Again, everyone in the room had different priorities. This demonstrates that if, as the line manager, you were to use your own personal drivers to motive and engage your team, you may well isolate some of your team.
The manager’s job is therefore to understand their employee’s engagement individual drivers.
What is your definition of Employee Engagement – What success have you had? Can you share any tips?
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