Employee Empowerment & Employee Engagement •

A PRESENTATION PRESENTED BY: SUJEET PANDIT

Economic sustainability depends on ecological sustainability.

em ag ng ee ye plo em

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Employee Empowerment •

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Empowerment refers to increasing the spiritual, political, social, educational, gender, or economic strength of individuals and communities. Employee empowerment means that an employee is given a chance to be enterprising, take risks without compromising with the organizational goals, mission and vision.

Employee Empowerment Three Levels Degree of empowerment & leadership

Enabling

Employees to make more and bigger decisions without having to refer to some one senior.

Involving

Employees in taking responsibility for improving the way that things are done.

Encouraging

Employees to play a more active in their own work

Getting closer to the customer. ØImproving service delivery. ØInnovating continuously. ØIncreasing productivity. Ø

Organizational Benefits

Engaging Employees – A Bit of Quality History Employee Engagement & Managing Quality Improving Performance Lean Six Sigma

TQM Teams SPC Teams

Quality Circles

1950 to today

Tim e

Benefits

Empowerment Process

Top 10 Principles of Employee Empowerment

Employee Empowerment - Good or Bad Pros of Employee Empowerment

Cons of Employee Empowerment

It leads to greater job satisfaction, motivation,•Egotism / arrogance: Worker arrogance can increased productivity and reduces the costs. create a big trouble for the supervisors and the •It also leads to creativity and innovation sincemanagers. There can be problems in the employees have the authority to act on theirdelegating. Employees avoid reporting about own. their work and can be taken •There is increased efficiency in employeesnegatively. because of increased ownership in their work. •Security: Since information comes and is •Lesser need of supervision and delegation. shared by all, there are apprehensions about •Focus on quality from the level ofleakage of critical data. manufacturing till actual delivery and service of•Risk: Creativity and innovation demands a goods. greater risk bearing capacity and there are •Employees when empowered become moreequal chances of success and failure. Workers entrepreneurial and start taking more risks.often lack the expertise to execute are Greater the risk, greater are the chances toenterprise, which can cost big. •Industrial Democracy: Labor unions and succeed. workers are empowered and they may misuse the same. Strikes and lock outs become more frequent. Also, labor unions gain insights into management and their functioning and they leak the same. •

Employee Engagement

Introduction An engaged workforce produces better business results, does not hop jobs and more importantly is an ambassador of the organization at all points of time. This engagement is achieved when people consider their organization respects their work, their work contributes to the organization goals and more importantly their personal aspirations of growth, rewards and pay are met. The Hay Group defines engaged performance as “a result that is achieved by stimulating employees’ enthusiasm for their work and directing it toward organization success. This result can only be achieved when employers offer an implicit contract to their employees that elicits specific positive behaviors aligned with organization’s goals...”

Process of Employee Engagement n tio up c A wllo o F

on g i t Ac nin n Pla

ult s s Re lysi a an

ee nt y lo e p m Em age ey g v En Sur e& r pa ign e Pr es D

Cost of Disengaged Workforce

Benefits of an Engaged Workforce

Elements of Employee Engagement Commitment

Loyalty

Employee Engagement

Trust

Motivation

Dimensions of Employee Engagement

Phases of Employee Engagement

Characteristics of Engaged Workforce

The 10Cs of employee engagement

Key Players in enhancing Employee Engagement

Types of Employees based on Level of Engagement

Employee Engagement Strategies

Zinger Model of Employee Engagement

Hygiene and Motivation Factors for Employee Engagement

Thank you