“Making it everyone’s business” – Objective 5

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

We previously indicated that the framework consisted of 5 objectives that form the basis of our “partnership” with the organisation.

Strategy_graphic

Objective 5 : SHARED INFORMATION

(employee engagement lever = future orientation)

Stage 1: Starting out

We set about surveying the effectiveness of communication in the organisation, how consultation works at a team level and what good habits and behaviours exist.

Stage 2: Our Interventions

We create the opportunity to agree with the organisation:

1. How the structure of employee participation works – where are the opportunities created

2. How employees are “taught” to contribute ideas

3. How employees are “taught” more widely about their organisation

We develop a plan to increase effective communication

Stage 3: Continuous development

We create a development strategy that seeks to stimulate:

1. Freedom of information to enable the delegation of decisions

2. To measure the extent to which each individual is truly a “knowledgeable worker”

3. To further enhance a climate where the team is the organisation

Over the last 5 weeks, we have shared our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

Employee engagement is much more than reviewing a set of mathematical formulae from a survey and ticking a few boxes, hopefully watching your scores rise! Useful monitoring, but is it really helping your business?

So what is our framework?

It consists of 5 objectives that form the basis of our “partnership” with the organisation. We have explained our work in more detail in the last 5 weeks, with these 5 objectives focusing on:

1. SHARED DIRECTION …… “understanding the business we are in and want to be in”

2. SHARED CULTURE …… “agreeing our values and the good habits that bind us together”

3. SHARED LEARNING ……”how we continuously learn to improve ourselves”

4. SHARED EFFORT ……”developing one organisation driven by flexible teams”

5. SHARED INFORMATION ……”developing effective communication throughout the organisation”

 

“Making it everyone’s business” – Objective 4

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

We previously indicated that the framework consisted of 5 objectives that form the basis of our “partnership” with the organisation.

ValueProposition

Objective 4 : SHARED EFFORT

(employee engagement lever = the importance of job to organisational success)

Stage 1: Starting out

We set about to establish whether managers are acting as team leaders and whether team performance measures actually exist. It’s also vital to discover where team problem solving opportunities exist in the organisation.

Stage 2: Our Interventions

We create the opportunity to agree with the organisation:

1. How teams are trained as effective units

2. How much discretion is given to teams.

3. What internal customer expectations exist

We develop a plan together with the organisation that provides for localised team building  with a focus on internal customer standards and good habits

Stage 3: Continuous development

We create a development strategy that seeks to stimulate:

1. Inter-team work

2. Ad hoc teams to facilitate corporate goals

3. A climate where the team is the organisation

Next week – Objective 5, SHARED INFORMATION

(employee engagement lever = future orientation)

“Making it everyone’s business” – Objective 3

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

We previously indicated that the framework consisted of 5 objectives that form the basis of our “partnership” with the organisation.

Objective 3 : SHARED LEARNING

(employee engagement lever = opportunities for personal growth?)

Lead&Learn

Stage 1: Starting out

We usually find that some organisations have performance measures and standards agreed and that employees have a basic understanding of what it means to be competent or indeed of the term competence. Recruitment & selection practices are usually fair.

Stage 2: Our Interventions

We create the opportunity to agree with the organisation:

1. How individuals can sign up to their own development.

2. How leadership can be developed to achieve targets that stretch them.

3. How high performance becomes an expectation.

We develop a plan together the organisation that enables development & growth based upon a “good to better to best” approach.

Stage 3: Continuous development

We create a development strategy that seek to develop the person, where managers become coaches and the organisation builds “tomorrow’s capability”

Next week – Objective 4, SHARED EFFORT

(employee engagement lever = a sense of belonging)

“Making it everyone’s business” – Objective 2

Over the next 5 weeks, we will be sharing our experiences in working with organisations to develop and review employee engagement strategies using our framework of “making it everyone’s business.”

Organisations of all sizes and sectors have achieved substantial benefits working with our framework.

We previously indicated that the framework consisted of 5 objectives that form the basis of our “partnership” with the organisation.

Objective 2 : SHARED CULTURE

(employee engagement lever = honesty and integrity of our brand?)

Stage 1: Starting out

We usually find that most managers are fair to their people and are involved in running the business. Commitment is to customers and customer service and the organisation is trying to find ways to tackle the fear of change.

Stage 2: Our Interventions

We create the opportunity to agree with the organisation:

1. Its corporate management style.

2.  Those leadership behaviours which demonstrate tomorrow’s capability.

We develop a plan for “localised” management development & team building focused on a shared agreement about “what good management & leadership looks like”

Stage 3: Continuous development

We create a performance management process using measures to ensure blame is removed, culture is competitive and change is embraced.

Next week – Objective 3, SHARED LEARNING

(employee engagement lever = opportunities for personal growth?)