Bahan Kuliah Employee Engagement 23 Desember 2017

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Disampaikan kepada: Mahasiswa S1 Karyawan

Unsada

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Content

1. What is employee engagement?

2. Why does it matter?

3. How do we know if our employees are

engaged?

4. How have organizations achieved high levels

of engagement?

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mission or co-workers



Beyond job satisfaction or happiness



_{Personal meaning in work}

• Pride

• Belief their organization values them

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What is employee

engagement?

• Engagement is not the same a employee

satisfaction.

• Engagement is made up of two elements:

• Motivation

:

means how hard someone is willing

to work, how much they are willing to make an

extra efort, how much they want to do their

best – in other words, how motivated someone is

to do their job well.

• Commitment

:

means how much a person cares

about the company they work for; how much

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motivated to

work hard

Go the

extra mile

Recommend organization as good

place to work

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On the other hand..

• _{Not engaged}



_{Not strongly committed to organization}



_{Feels trapped}



Gives bare minimum

• _{Actively disengaged}



Poor relationship with organization

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*Harter, et. al., Journal of Applied Psychology

(2002); Watson, Wyatt (2004); Globoforce (2005); Towers, Perrin, Global Workforce Study (2007-2008), Wiley (2011)

A number of studies* show top quartile versus bottom quartile

companies on engagement scores had:

7

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Why Employee Engagement?

A number of studies* show top quartile versus bottom quartile

companies on engagement scores had:

8

3.44 points

higher net

proft margin

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companies on engagement scores had:

9

18% greater

productivity

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Why Employee Engagement?

A number of studies* show top quartile versus bottom quartile

companies on engagement scores had:

10

12% higher

customer

satisfaction

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companies on engagement scores had:

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62% fewer

accidents

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Why Employee Engagement?

A number of studies* show top quartile versus bottom quartile

companies on engagement scores had:

12

52% lower

inventory

shrinkage

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companies on engagement scores had:

13

51% lower

voluntary

turnover

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A number of studies* show top quartile versus bottom quartile

companies on engagement scores had:

14

27% less

absenteeism

Why Employee Engagement?

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Employee Engagement

Survey fnding

Engagement score for PT XYZ is 75% which places in the Top Quartile

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between Root Causes and Engagement, Motivation, and Commitment,

the following table of correlations is provided. Correlations ≥0.80 are

quite strong:

Engagement

Motivation

Commitment

Job Satisfaction 0.95 Job Satisfaction 0.89 Teamwork 0.91 Teamwork 0.91 Empowerment 0.86 Job Satisfaction 0.88 Friendship 0.89 Manager Caring 0.84 Job Clarity 0.87 Manager Caring 0.88 Recognition 0.80 Friendship 0.85 Empowerment 0.86 Friendship 0.80 Company Values 0.83 Job Clarity 0.83 Teamwork 0.77 Company Pride 0.82

Manager

Efectiveness 0.81

Manager

Efectiveness 0.73 Manager Caring 0.81 Company Values 0.78 Career 0.68 Company Policies 0.78

Recognition 0.76 Job Clarity 0.66

Manager

Efectiveness 0.77 Career 0.75 Company Values 0.62 Compensation 0.75 Company Policies 0.70 Work Conditions 0.55 Empowerment 0.74 Company Pride 0.68 Resources 0.54 LeadershipExecutive 0.74

Executive

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2015 25th 50th 75thDec 50%ile Gap* Engagement Index 4.16 3.97 4.10 4.22 0.06

Job Satisfaction 4.24 3.89 4.00 4.10 0.24 Teamwork 4.01 3.71 3.83 3.95 0.18 Work Conditions 3.85 3.55 3.71 3.87 0.14 Career 3.73 3.43 3.60 3.77 0.13 Friendship 4.29 4.11 4.20 4.29 0.09 Job Clarity 4.12 3.95 4.06 4.17 0.06 Compensation 3.10 2.80 3.05 3.30 0.05 Manager Caring 4.04 3.90 4.03 4.15 0.01 Empowerment 3.89 3.76 3.88 4.00 0.01

Manager

Efectiveness 3.79 3.70 3.82 3.94 -0.03 Company Values 3.58 3.50 3.65 3.89 -0.07 Recognition 3.81 3.75 3.89 4.03 -0.08 Company Policies 3.47 3.40 3.59 3.77 -0.12 Resources 3.48 3.43 3.61 3.79 -0.13 Company Pride 3.73 3.78 3.98 4.17 -0.25 Training 3.31 3.44 3.63 3.81 -0.32 Executive

Leadership 3.29 3.45 3.64 3.83 -0.35

Engagement Overview

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How Do We Achieve

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It must be a strategy

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_{Lead from the top}

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_{Involve unions}

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Hire with care; probation is part of selection

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Efective Practices

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_{Select supervisors who can supervise – and}

build engagement

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_{Give them training, resources and support}

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• Make sure employees know what is expected – and how work

links to mission

• Meet regularly with employees

• Provide opportunities to grow and develop

• Hold employees accountable – avoid transferring poor

performers



Recognize contributions



Make sure employees’ opinions count



Create a positive work environment – respect work/life

balance



Communicate

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Getting Started

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_{Make the long-term commitment}

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_{Communicate the business case}

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_{Get leaders, managers and supervisors on board}

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Involve unions

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Plan and communicate strategy

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Survey employees

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