Former Head of Workforce Analytics, Reporting, & Data Strategy, Bridgestone
Engagement in the workplace is a top challenge for business leaders and managers as attention spans are low, distractions are high, and even the most modern engagement strategies tend to fall flat.
Managers see engagement fall to the wayside in many areas of work, especially in meetings. It’s a problem that must be solved so that businesses get the most from their people. If people aren’t paying attention and actively participating, the company can’t move forward.
The agenda must change. It must wander away from strategy and operations to include compelling elements – storytelling and analytics. Getting people on board with stories and data will best motivate them to participate, drive discretionary effort and do their best work.
In this webcast, we'll discuss the following topics:
Identifying monthly metrics that ignite healthy competition
Recognizing accomplishments without alienating team members
Sharing operational effectiveness across multiple levels
Transitioning to a storytelling mindset
Let’s face it: Employee engagement programs often fail. In fact, they fail a disheartening amount of the time. The most common reason is because far too few people are doing what the whole initiative was designed for: using data to take effective action to help people be happier and more successful at work. There are big opportunities missed when managers lack the tools and accountability to act on insights from their people data. The unwanted results: employee attraction, performance, and retention suffer; speed and quality of decision-making are sub par; and people feel undervalued and disengaged. This is a critical problem worth solving, and many companies are turning their focus and efforts to doing just that — igniting meaningful, visible action.
Examine how to build credibility with stakeholders in the employee engagement process, understanding both successes and failures to refine future presentations, transforming results into reactive action by leadership, and incorporating engagement research into company culture.