This is the third part in a series, Employee Engagement 101, by guest author Burl Haigwood, a Business Performance Consultant with Evolve Performance Group. In this final part of the series, Burl walks us through Evolve Performance Group’s program to help drive employee engagement so that you can have a better understanding of how to apply these concepts for your small business.
Employee Engagement 101: Evolve Performance Group’s Employee Engagement Program
The following list is Evolve’s definition of its employee engagement program that has been proven to improve employee engagement. With the exception of the employee engagement survey, many parts of the following process can be provided via e-Learning and self-serve tracking applications. We hope this process and program definition will help you do an apples-to-apples comparison with other vendors as you continue to research and investigate how employee engagement programs and strategies can help your business retain its best employees and customers.
Regardless of which engagement strategies you have in place, there is no reason to guess where you stand and what is working. Start, or refresh your start, with a confidential, 3rd party, science-based employee engagement survey that is tied to business performance and is integrated with professional development training/management training (e.g., Evolve’s Four Elements of Great Management). Many of the same processes used in employee engagement apply to our client engagement survey and development services. Like surgery, this is not a do-it-yourself project.
2. Performance-based & Knowledge-driven
Based on employee feedback and data from the employee engagement survey, we create or have already designed curriculum for manager training (i.e., Four Elements of Great Management). We also provide change management communication messages for leadership and managers to help them share employee engagement survey results with the company in order to drive new performance goals.
3. Drive Communication to Develop Culture
To supplement performance development training, Evolve provides job aids, team scorecards, manager talking points, quarterly employee performance review guides, and an education and action item tracking portal. These tools will generate healthy conversations and create better relationships, which will improve employee engagement.
4. Strengthen Teams & Build Stronger Relationships
We assess an employee’s natural talents with StrengthsFinders. Evolve uses this behavioral assessment tool to identify the top five natural talents within an individual. This knowledge can enhance leadership/manager/team/individual communication and strengthen relationships that will improve individual and team performance.
5. Support Leadership Development & Succession Management
Based on the employee engagement survey data and feedback from the quarterly manager review process, Evolve can provide ongoing performance consulting, coaching and recommendations to leadership to create transparency, responsibility, accountability and support strategic planning, budgeting, promotion and recruiting goals.
6. Operationalize Employee Engagement to Improve Business Performance
Evolve reinforces job tools and other aids by coaching managers to enhance the planning and execution of their daily/weekly/monthly action items with their teams. We help leadership define employee engagement program metrics so the company can measure before and after program differences. Employee engagement program metrics include employee turnover, customer ratings, client retention, dollar/x in productivity, profitability, quality (fewer defects), absenteeism, shrinkage (theft); and fewer safety related incidents.
7. Analyze Data to Drive Performance Consulting Solutions
Evolve measures engagement at the six month and annual mark to provide before and after program data. This data will determine the effectiveness and return on investment of your “holistic approach” to improving employee engagement (e.g., surveys, training, perks, rewards, communication, recognition, recruiting, compensation, etc.). There is not a once size fits all strategy. While people are the same, existing milestones, budgets and company goals can differ.