Employee engagement Webinar

1. Employee Engagement
Monday 9 March 2015, 16:30 – 17:30 (UAE)
WEBINAR WILL START SHORTLY
Presenter: Tom Raftery

2. About the HR Observer
• The HR Observer is an initiative by IIR Middle East
aimed at becoming a platform for HR professionals
in the Middle East to exchange insights and
expertise, both online and offline, in an effort to
take the industry forward.
• The initiative features a blog, LinkedIn group,
Twitter feed, online webinars and a series of offline
informal networking functions.

3. Housekeeping
• You can type your questions throughout the session
• Time will be allocated in the end for the speaker to
address your questions
• Unanswered questions will be posted with answers
to our blog
• Slides will be available on our SlideShare page,
link will be emailed to you
• Recording of the webinar will be available to
download, link will be emailed
• Take the time to complete post-webinar survey that
will pop up at the end

4. Today’s Presenter
Tom is the founder and director of – it’s all about people – a Human
Capital Consultancy based in Dubai. Tom has over 30 years’ international
HR experience in senior line roles, mostly recently on the divisional board
of Arc International, and with such companies as British Aerospace,
Sedgwick Forbes, British Gas and the Nazer Group, based in Jeddah. In
addition, he has extensive consulting experience working for Towers
Watson, Arthur Andersen and MEIRC. He has lived and worked in the
Middle East for over 18 years and has also worked across Europe, Africa
and Asia.
He has extensive experience in HR strategy, processes and systems,
organisational redesign, performance, compensation and benefits, change
management and leadership development.

5. Peter Drucker
“People are like electricity, of no use unless
switched on”

6. Employee Engagement
Framework
The Conditions
for Engagement
The Engaged
Company
The Engaged
Employee
Creates Creates
Creates

7. Engagement: Definition
• Emotional engagement:
‘defined as the extent to which employees derive
pride, enjoyment, inspiration & meaning from
something or someone in the organisation’
• Rational Engagement:
‘defined as the extent to which employees feel that
someone or something within their organisation
provides financial, developmental or professional re
that are in their best interests’
Corporate Leadership Council 2004

8. Engagement: Why its Important
• Its about enjoying your job
• Being happy with the person you work for
• Have a challenging role that will stretch you
• Have the development and support to help you grow
• Be recognised
• Treated fairly and with respect
• If you do this the company will benefit
People are the only sustainable
means of competitive advantage

9. Berstin by Deloitte 2015
Predictions

10. Engagement In the GCC
State of Global Workplace Report 2013:
Gallup
NB: Surveyed country nationals and other
Arab expatriates only

11. Aon Hewitt 2014 Global
Engagement Survey: Key Drivers

12. Building Blocks for Engagement
• Develop the business case
• Assess where you are now:
• Employee
• Manager
• Customerstakeholder
• Foundation of Engagement:
• Your values
• Expectation of employees and employer
• Role of Teams
• Role of Managers
• Engaging key stakeholders

13. Engagement & Motivation

14. HIGH
HIGHLOW
PeopleFocus
Caring/
Paternalistic
Integrative/High
Involvement
Apathetic Exacting/
Demanding
Focus On Performance
Improvement
Where are you on the Culture
Map?

15. OLD
STRATEGY
OLD
STRUCTURE
OLD
CULTURE
NEW
STRATEGY
NEW
STRUCTURE
OutofAlignment
Culture Misalignment

16. How to Improve Engagement
• Employee Value proposition
• What’s in it for the employee
• What’s in it for the company
• Variables of engagement
• Recruit for Engagement
• Recruit the right people for your culture
• Identify what fits in terms of skills and attitudes
• Reward & Recognition
• Getting pay levels right
• Managing performance and feedback
• Recognition schemes
• Meet individual needs & celebrate success

17. How to Improve Engagement
• Communication & Engagement
• Transparency
• Communication channels and processes
• Communicating in times of crisis
• Learning & Engagement
• Career development
• Learning organisation: development and
individual growth
• Coaching and mentoring
• Developing managers in engagement

18. Role of Leaders & Managers
• Leaders must be the champions of engagement
• Lead by example
• Build an environment of trust through openness and
communication
• Build a leadership brand
• Build trust across and down the organisation
• Managers & Supervisors have the biggest influence
• Live the values
• Selecting managers who deliver on the values & build
trust
• Assess and develop your managers

19. Summary of How to Engage
Employees
• Have inspirational leaders
• Have a clear vision employees can relate to
• Be transparent in communication
• Build trust at all levels
• Drive progress through individual performance
• Develop your people for the business and for the
individual
• Create opportunities to grow
• Create a fun environment
• Address the WIIFM
• Build the business case

20. And in 4 words.....

21. James C Collins & Jerry I Porras
'Built to Last'
'Although the invention of the Post-it note might have
been accidental, the creation of the 3M environment
that allowed it was anything but an accident'
And finally.....

22. Questions?