We all have...

Desire

Great & Understanding parents

Perfect family

Best of friends

Look the BEST!

Perfect Body

Great colleagues

Great Workplace

BEST of EVERYTHING!

Desire to feel AWESOME is universal!

We will be focusing our discussion ...

Awesome Workplace

Awesome Workplace

Awesome Energy

Engaged Employees

Customers are HAPPY

Business is GOOD

Desire to be AWESOME is Universal

We all have desire to WIN

Employers & Employees shares the same We all have desire to WIN

Awesome workplace providesenvironment that unleashes Inherent

AMBITIONS

Awesomeness helps in sustaining SUCCESS

Awesomeness fuels INTERNAL & EXTERNAL

Loyalty

Making Workplace Awesome Is the responsibility of EVERYONE

You ought to be kidding.....

SERIOUSLY making workplace AWESOME is Everybody's JOB!

HOW?

Just Follow..

Systems Approach

Imagine Awesome Workplace like Employee Engagement System

INPUT PROCESS OUTPUT

INPUTS for Employee Engagement System

Awesome Workplace

Teamwork

Leadership

Trust in Leadership

Trust in Co-worker

Recognition

Feeling Valued

Job Satisfaction

Teamwork

Leadership Effectiveness

Trust in Leadership

Trust in Co-worker

Recognition

Feeling Valued

Job Satisfaction

Benefits

HAPPY & ENGAGED Employees

Engaged Employees

Believe Desire Vision Respect Efforts Skills

Motivated

Productive

Results

Loyal

That sounds interesting!

Does Every Organization has PERFECT Employee Engagement System?

Million dollar question?

NO

Broken

Employee Engagement Systems

Leading to....

Disengagement

Hostility

How to know whether Organization Engagement System is

PERFECT ?

Run diagnostics

But before THAT!!!

Definition of Best or Awesome place to

work

Best place to work where people simply love to work

Employee EngagementIs at an all-time LOW!

Employee Engagement System Indicators

ENGAGEMENT ANCHORS1.

ENGAGEMENT DRIVERS

2.

Engagement AnchorsDiagnostic in nature

Engagement DriversActionable in nature

MEASURE Employee Engagement Level

ENGAGEMENT ANCHORS

ENGAGEMENT ANCHORSCannot suggest ACTIONS for improving

Employee Engagement Level

ENGAGEMENT ANCHORSCategories

ENGAGEMENT ANCHORSAdvocacy

ENGAGEMENT ANCHORSDiscretionary Effort

ENGAGEMENT ANCHORSIntent

Advocacy IntentDiscretionary Effort

ENGAGEMENT+ + =

Insights about how to improve Employee Engagement Level

ENGAGEMENT DRIVERS

ACTIONS for improving Employee Engagement Level

ENGAGEMENT DRIVERS

All Engagement ANCHORS

Engagement DRIVERS

ENGAGED & HAPPY

Three states of Employee Engagement

1.

LOVE THEIR JOB

NOT ENGAGED 2.

Three states of Employee Engagement

CONFUSED

3.ACTIVELY DIS-ENGAGED

Three states of Employee Engagement

PRETEDNING TO OVERWORK

I AM THE ONLY ONE....

What to DO?

Not Engaged Employees

Organizations with higher levels of Engagement are more likely to PRODUCTIVE & FOCUSED

Higher Level of Engagement

Organizations with lower level of Engagement areHIGHLY UNPRODUCTIVE and

LACK FOCUS

Lower Level of Engagement

I am always thinking about ways to do my job better

I understand how my job helps the organization achieve success

I feel loyal to my immediate team or work group

1

2

3

Higher Level of Engagement

I am the only one who works very hard the organization

Always on a look out for praises for everything they do

I am underpaid

1

2

3

Lower Level of Engagement

Engagement DriversTOP

LEADERSHIP

Commitment

LEADERSHIP

Trustworthy

LEADERSHIP

Optimistic about future prospects

LEADERSHIP

Valuing People

LEADERSHIP

Trusting People

LEADERSHIP

Equal opportunity for GROWTH

LEADERSHIP

Now you know...

Awesome Organization

People feel VALUED

People feel VALUED

People have faith in their LEADERS

People feel VALUED

People have faith in their LEADERS

People were given equal OPPORTUNITIES

People feel VALUED

People have faith in their LEADERS

People were given equal OPPORTUNITIES

MOST preferred areas of ENGAGEMENT

RECOGNITION

RECOGNITIONFor

POWER

RECOGNITIONFor

POSITION

RECOGNITIONFor

AUTHORITY

RECOGNITIONappears

SCARY

RECOGNITIONShould ONLY be for....

RECOGNITIONFor

RESULTS

People were ValuedBased on their CONTRIBUTION

NOT on basis of theirPersonal Achievement

Fair and Equal treatmentFlexibility & Autonomy as long as they produce RESULTSPersonalised Praise & AppreciationAccess to New LearningAdditional Job ResponsibilityCelebrationsPromotionIncrements in accordance with workIncentives – Time off etc.

RECOGNITIONWhat do Employees want?

RECOGNITION - Very IMPORTANT!For general workforce

What is the Most Important Form of Recognition People want?

RECOGNITION - Very IMPORTANT!For Engaged Workforce

Frequency of Appreciation is Very IMPORTANT!

For Engaged Workforce

RECOGNITION is different For Engaged Workforce

And for Disengaged Workforce

Let us make our WORK PLACE

AWESOME!

IN AWESOME WORKPLACES ONE THING IS COMMON...

Forms the basis for

RELATIONSHIPS

Forms the basis for

TEAMWORK

Competence

Character

Competence

Ch

arac

ter

Co

mp

ete

nce

Character Intent

Integrity

Character Intent

AttitudeTransparencyOpenness

Attitude

Transparency

Openness

Character

Intent

AttitudeTransparencyOpenness

Character Intent

Integrity

Character Integrity

HonestyFairnessAuthenticity

Honesty is a VERYEXPENSIVE gift.Don’t expect it From CHEAP PEOPLE!

Honesty

Fairness is aPROFESSIONAL SkillThat MUST beDeveloped &exercised

Fairness

au.then.ti.ci.tyNoun, def:-1. Transparency2. Matching outer expression+ inner experience

Authenticity

Character

Integrity

HonestyFairnessAuthenticity

Character

Competence

Competence Capability

Results

Competence

Capability

Competence Capability

SkillKnowledgeExperience

Competence

Capability

SkillKnowledgeExperience

Competence

Results

Competence Results

ReputationCredibilityPerformance

Competence

Results

ReputationCredibilityPerformance

TRUST

CHARACTER COMPETENCE

INTENT INTEGRITY CAPABILITY RESULTS

ATTITUDE

TRANSPARENCY

OPENNESS

HONESTY

FAIRNESS

AUTHENTICITY

SKILL REPUTATION

KNOWLEDGE CREDIBILITY

EXPERIENCE PERFORMANCE

Now you know...

Secrets of creatingAWESOME WORKPLACE

Thank YouCA Vinod Kr. SharmaVinod.kr.sharma@gmail.com