of the EMPLOYEES DON’T feel VALUED by their EMPLOYERS 70%

Various Reasons - ORGANIZATIONAL 1. Informal Communication System 2. Lack of Job Accountability 3. Job Security 4. Poor REWARD System 5. Prejudice BOSS 6. Highly Political Environment 7. Hierarchical Reporting Nodes 8. Poor Hiring and Staffing System 9. Group culture 10.Above all ………….PLEASE & FEED The AUTHORITY….

Various Reasons - PERSONAL 1. Job Compulsion - Easy 2. Low Self Esteem - Inferiority complex 3. Low Self Realization 4. State of Delusion (Creative/Hardworking/Talented…) 5. High Expectations 6. Lack Initiative 7. Extrinsically Motivated 8. Work to please Authority 9. Task Oriented 10.Above all ……………………..WHY SHOULD I…….

Competitive – Task oriented

GROUPS

Cooperative – Goal oriented

TEAMS

Conflicts

GROUPS

Resolve

TEAMS

Why GROUPS are formed… 1. Human Nature 2. Security in NUMBER. 3. Common Vested Interest - Lack FOCUS 4. Emotionally Vulnerable – Low EQ 5. Sympathetic 6. Dependency Syndrome 7. Competition INSIDE – Cooperation - OUTSIDE 8. Focus on Counterproductive norms 9. Job Insecurity 10.Work to please the authority 11.Above all ……………………..WE ARE THE ONLY ….

Advantages of working as a TEAM 1. Coordinated Action 2. Security in Performance 3. Common Goal 4. Emotionally Strong – High EQ 5. Empathetic 6. Cooperation INSIDE – Competition OUTSIDE 7. Focus on ONLY on productive norms 8. Highly FOCUSED 9. Job security PERFORMANCE based 10.Work to WIN 11.Above all ……………………..WE HAVE TO ….

TEAM Competencies 1. Adaptability & Flexibility 2. Mutual Trust & Respect 3. Shared Vision 4. Rational approach 5. Mutual Performance monitoring 6. Self Regulating 7. Productive 8. Highly FOCUSED 9. Highly Coordination Interactions 10.Supportive

The Power of Engagement

Managing Energy NOT Time,

Is the Key to Performance,

Health and Happiness

The EXTRA MILE Is a VAST UNPOPULATED

WASTELAND Explore it …. Go there

1. Belief in the organization

2. Desire to work

3. The bigger picture - Context

4. Respectful & Helpful

5. Willingness to ‘go the extra mile’

Engaged Employees Express..

Physically

Emotionally

Cognitively

Components of Engagement

Speak positively

Employee Advocacy

Desire to be part of..

Employee Commitment

Stretch LIMITS – do more

Discretionary Efforts

Employee Engagement RIGHT FIT

Employee Engagement TOUCHING HEART

In a research survey of more than 50,000 employees at 59 member organizations in 27

countries and 10 industries, done by Corporate Leadership Council, has

demonstrated THE REAL BOTTOM-LINE IMPACT of employee engagement.

Highly committed employees perform up to 20% BETTER and are 87% LESS LIKELY TO

LEAVE the organization than employees with low levels of commitment.

Engaged Employees are BUILDERS

Not Engaged Employees are

TASK ORIENTED

Actively Disengaged Employees are

CAVE DWELLERS

Clear Expectations

Necessary Tools

Necessary Tools

Recognition & Praise

Caring

Encourage

WDYT

Big Picture

MANAGE THE WORK

MANAGE THE WORK NOT THE PEOPLE

MANAGE THE WORK

NOT THE PEOPLE

Increasing Employee engagement

WHAT IS MANAGING

PEOPLE?

WHAT IS MANAGING

WORK?

Have bias for ACTION

Explore the POWER Of ENGAGEMENT

Thank You! You can reach me at vinod.kr.sharma@gmail.com