The Employee Engagement Group

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Welcome to your Employee Engagement Specialist web page.  You can access this page any time under the Services menu and selecting ‘EE Specialist Site’, or save it to your favorites.  If you have any trouble accessing information on this page or questions about its content, please contact John at 781-281-7258 or [email protected].

Here you will find material for each session including:

  • Pre-work
  • Workshop material
  • Assignments
  • Additional resources and readings

Scroll or use the links below to find the session you want to review:

Pre-work for Session 1

Start your Employee Engagement Specialist journey on the right foot by completing the following assignments before coming to the June 21 session.

 

 

Session 1 – Engagement at Your Organization
June 21

Workshop MaterialEESpecPic1

Expectations

As an exercise in the workshop, we discussed the expectations we have of each other and expectations participants have of the facilitators.  They are:

  • Expectations of each other
    • Get to know one another – create a network
    • Share information freely and openly
    • Make suggestions – both things that work, and those that don’t
    • Provide a fresh perspective – push back
    • Open to being contacted for support and questions
    • Courage to speak up
    • Judgement-free zone – be able to share without being judged
    • Respect each other
    • Remain focused – minimal side tracking
  • Expectations of the facilitators
    • Create a learning environment
    • Challenge participants to grow, develop, and think differently
    • Share best practices from the past and industries you’ve worked with
    • Keep group focused – if things get off track, bring us back

Assignments

  • Complete #s 1 and 2 on your Engagement Action Plan using the key engagement drivers and discussions during Friday’s session.
  • Complete the ‘Engagement in your Organization Evaluation’ (page 1 – 19 of your workbook).  Identify 3 – 5 areas that you scored your organization as low (1, 2, 3, or 4) and, if improved, would increase your engagement levels.  Use these at the bottom of page 1 of your Engagement Action Plan.
  • Complete page 2 of your Engagement Action Plan with the following tasks
    • Discuss employee engagement with at least 3 leaders in your organization using your Engagement Action Plan as a guide
    • Complete the exercise on pages 1 – 21 and 1 – 22.  Create strategies to influence your EAs to increase their support of your engagement efforts

Make a copy of your completed Engagement Action Plan to turn in at the beginning of the next session.

Additional Resources and Tools

Session 2 – Assessing and Acting – Your Engagement Baseline
July 19

Pre-work for Session 2

Session 2 Workshop Materials

Assignments

Using your Engagement Action Plan from Session 2 as a guide and to take notes:

  • Discuss with senior leaders the benefits of gathering employee input
    • Use your notes on the pros and cons of each type of assessment
    • Determine what type(s) of assessment might be best for your organization (and why)
    • Implement one assessment technique that you don’t currently use (or should be using more) with a group in your organization
  • Identify at least 2 problems you would like to solve in your organization
    • List the preferred outcome, barriers, and at least 3 possible solutions for each issue
    • Discuss the issues with 3 other people in the organization – do they feel these are problems?  Do they have different solutions than you came up with?
    • Select one of the problems and lead a group to a solution
    • Report back on your success and challenges

Additional Resources and Tools

 

Session 3 – Employer Brand Proposition
September 20

Pre-work for Session 3

  • Make a list of the reasons employees work at your company
    • First create your own list – why you think people work there
    • Then, ask peers and senior leaders why they think people work at the company
    • Ask at least 5 individual employees (not peers or senior leaders) specifically why they work for the organization
    • Lastly, make a list of why potential employees would want to work at your company
  • What are 3 – 5 reasons that your customers buy from you?
    • Ask your co-workers what they think about this question
    • If appropriate, ask a few customers
  • Identify how you organization uses social media (Twitter, Facebook, LinkedIn, YouTube, etc.).
    • Is it for recruiting?  For communication (internal and external)?  How about marketing?  What else?
    • Does your organization encourage employees to use social media?  Is using social media frowned upon?
    • Do you have a social media policy?  What does it say?  Is it restrictive or flexible?  If appropriate, please bring a copy to the next session.
    • How are you personally using social media?  Do you Tweet?  Are you on LinkedIn?  Do you have a Facebook page?Certificate Program
  • Read the following case studies and articles

 

Session 3 Workshop Materials

 

Assignments

Using your Engagement Action Plan from Session 3 as a guide and to take notes:

  • Using the information on your flip chart, create a small task team to make a 30 second to 2-minute branding video that describes your Employer Value Proposition.  Use these links to view samples of EVP videos (we don’t expect the high quality that some of these have but would like to see your best effort).
    • Describe who you are as a company
    • Describe why someone would what to work for your company
    • Sell the benefits and features of working at your company
    • Be prepared to show the video at the next workshop

Use the following links to view samples of EVP videos.  Please note: we don’t expect the high quality and production that some of these have but would like to see your best effort.  The Deloitte video is a great example of a low cost, low effort EVP video.  Have some fun making your video.

  • Share your EVP results with your Leadership Team (or the leadership of your department)
    • Discuss changes, tweaks, improvements, discoveries
    • Be prepared to report back on the results of the discussion
  • Rate 5 – 8 of your employees using the Barometer Action Plan and list some actions you could take to help move each into the upper right box (or, if they’re already there, how you can keep them there)

Note: Your handout included a 4th assignment to rate yourself and your company on your social media use.  We will do this during the workshop next month.

Additional Resources and Tools

 

Session 4 – Embracing Change and Engaging First-line Leaders
October 18

Pre-work for Session 4

  • Think about what changes you have been a part of
    • Personal changes
    • Organizational changes (that you delivered or led)
    • Organizational changes (that you received)
    • What worked?  What went well?  What didn’t go so well?  What would you do differently?
  • Outline your current selection process for hiring and promoting people managers
    • What do you do well?  Not so well?
    • What training to your people managers receive
  • How engaged do you think your first-line leaders are?  Rate their engagement level as a whole on a scale of 1- 10:
    • 1 = not engaged at all
    • 10 = fully engaged

Session 4 Workshop Materials and Tools

Change Tools

Leadership Tools

Assignments

  •  Rate yourself on the Attributes of Successful Change Agents
    • What are your 3 highest rated skills and what do you do to maintain those skills
    • What are your 3 bottom skills and what will you do to improve those skills
  • What type of change management process would you (or do you) use in your organization?
    • Why would this model be effective in your organization over a different model?
  • Ask your team or a group that sees you as a leader complete the ’12 Needs’ evaluation
    • Look for patterns in the responses
    • Compare to you own self-assessment – what are the differences?  Similarities?
    • What can you do to be a more engaging leader?
  • Rate yourself and your company on your social media usage on:
    • Twitter
    • Facebook
    • LinkedIn
    • YouTube
    • Other?

Take notes on your Engagement Action Plan document and be prepared to turn in a copy of your results at the beginning of the next session

Additional Resources

 

 

Session 5 – Engaging First-line Leaders and Communication Protocol
November 15

Pre-work for Session 5

  • How is communication cascaded through your organization?  E-mail?  Social Media?  Meetings?  Other?
    • Describe your communication process when a major announcement is made in your organization?
    • What are the pros and cons of you current process?  What works?  What doesn’t work?

Session 5 Workshop Materials and Tools

Assignments

  • Ask your team or a group that sees you as a leader complete the ’12 Needs’ evaluation
    • Look for patterns in the responses
    • Compare to you own self-assessment – what are the differences?  Similarities?
    • What can you do to be a more engaging leader?
  • Get to know several of your employees on a professional and personal level
  • Create a draft Communication Protocol document starting with the CEO and cascading at least 3 levels
    • Are the messages you have outlined the correct messages?
    • How can you be more consistent in delivering messages?

Take notes on your Engagement Action Plan document and be prepared to turn in a copy of your results at the beginning of the next session

Additional Resources

PHR/SPHR Credit Form – request form from John

 

Session 6 – Innovation and Working with the Generations
December 13

Pre-work for Session 6

  • Innovation is taking a current product, process, or service and making it better
    • Based on the above definition of innovation, make a list of 3 – 5 innovations that you have seen in your lifetime outside of your industry
    • Look at products and services that you use on a daily basis – what innovations have you seen?  How have these products and services been improved?
  • Read the following articles and watch the videos
  •  What is the mix of generations in your workplace (just a rough estimate)Certificate Steph
    • Traditionalists – born 1922 – 1945
    • Baby Boomers – born 1946- 1964
    • Generation X – born 1965 – 1980
    • Gen Y (Millennials) – born 1981 – 1995

Session 6 Workshop Resources and Tools

Assignments

You only have one assignment and that is to have a safe, warm, and happy holiday season!

Gift

  Additional Resources

PHR/SPHR Credit Form – request form from John

 

 

Session 7 – Motivation and High Performance
January 17

Pre-work for Session 7

Motivation

 

Session 7 Workshop Resources and Tools

Assignments

  • Complete the motivation team assessment on at least 5 people.  Mark what you think each primary and secondary motivator are
  • Ask those 5 people to complete the motivation self-assessment
  • Compare your answers to their answers

Record your answers on the Engagement Action Plan (Word doc) and bring to next workshop

Additional Resources

PHR/SPHR Credit Form – request form from John

 

Session 8 – Develop Feedback Mechanisms and Building a Balanced Scorecard
February 21

Pre-work for Session 8

Using the pre-work worksheet (Word):

Session 8 Workshop Resources and Tools

Assignments

  • Complete the motivation team assessment on at least 5 people.  Mark what you think each primary and secondary motivator are
  • Ask those 5 people to complete the motivation self-assessment
  • Compare your answers to their answers

Record your answers on the Engagement Action Plan (Word doc) and bring to next workshop

Additional Resources

PHR/SPHR Credit Form (pdf) – request form from John

 

 

 

Session 9 – Effective Reward Programs
March 21

Pre-work for Session 9

Using the pre-work worksheet (Word):

  • What percentage of your organization is eligible for bonuses?
  • What percentage of bonuses paid are based on:
    • Qualitative results
    • Quantitative results
  • What types of ongoing reward / recognition programs do you have in your organization?

Session 9 Workshop Resources and Tools

Assignments

  • Rate your organization on how it views the following work life balance options.
    • What could the organization do better?
    • What specifically could you do to make improvements?
    • What’s preventing your organization from being more focused on work life balance issues
  • Re-evaluate your incentive plans to ensure that both quantitative and qualitative criteria are included
  • Conduct a Recognition Evaluation on two recognition programs and note how they could be improved

Record your answers on the Engagement Action Plan (Word doc) and bring to next workshop

Special Note on Assignments:

  • Please submit assignments for Session 7 or Session 8.  Please PDF and submit these two completed assignments to John Konselman before April 15.
  • Also, if you haven’t completed your video assignment from Session 3, please submit that to John before April 15 as well.

Additional Resources

PHR/SPHR Credit Form (pdf) – request form from John  Note: This document is unavailable at this time – once the credits are approved, John will notify the group.  If you need these credits immediately, contact John for a work-around.

Forbes article – The Overwhelmed Employee

 

 

 

Session 10 – Finding and Selecting Engaged Employees
April 18

Pre-work for Session 10

Using the pre-work worksheet (Word):

  • Flow chart or outline your organization’s recruiting and hiring process
  • Flow chart or outline your on-boarding process
  • Identify how you determine in an interview if the person is a cultural fit for your organization
  • Bring a job description and resume submitted for a position in your organization

Session 10 Resources and Tools

  • Session 10 slides (pdf)
  • Session 10 workbook (Word)
  • Recruiting tools (Zip file) – includes:
    • BEST Profile and Candidate Evaluation Tool
    • Resume Screening Tips
    • Recruiting Sources Planning Guide
    • Employee Referral Program worksheet
  • Interviewing tools (Zip file) – includes:
    • Telephone Interview Tips
    • Interview Checklist
    • Interview Skills Assessment
    • Legal Questions Guidelines
    • Reference Check Guide
    • Ideas for Staying in Touch with Candidates

Next StepsSelfie

  • Be bold, but understand it’s a journey
  • Commit on a few things and execute flawlessly
  • Remember, YOU can make a huge difference to your organization!

Additional Resources

 

 

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imagesLDBMQJY2Thanks to everyone who attended the post-session lunch!  We were pleased to enjoy food and libations with the group!

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