Every day, people from custodians and clerks to engineers and executives suffer at jobs that leave them feeling unhappy and frustrated. A miserable job is pretty much the same for everyone, regardless of the nature of the work itself. It’s one that people dread going to because they know they will come home with less energy, confidence, and self-esteem than when they left. Job misery can be devastating, to employees and their families and friends, and it has a very real effect on an organisation’s bottom line: loss of customers, reduced productivity, and increased costs of recruiting, retention, legal fees, and workers’ compensation.
Goals of managing for employee engagement
The one person in the organisation who has the greatest impact on whether someone enjoys coming to work or is miserable in his or her job is that person’s manager. That is what Managing for Employee Engagement is all about: helping managers engage, motivate, and retain their direct reports by eliminating the three primary causes of job misery: Anonymity, Irrelevance, and Immeasurement.
- Anonymity—The feeling that people get when they feel unknown or invisible at work.
- Irrelevance—The sense that the work that people are doing has no real impact on the lives of ?others, and that if they didn’t show up for work, or do their jobs well, it wouldn’t really matter.
- Immeasurement—The inability of an employee to assess his or her own level of contribution and success.
At first glance, these three factors seem obvious and easy to resolve. Yet they remain unaddressed by even the most well-meaning managers.
In this workshop, managers explore the effects of job misery on their direct reports, themselves, and their organisation. They use the results of a 180-degree assessment, which they and their direct reports take online, or a self-assessment that they take during the session, to identify the ways in which their behaviour causes employee misery, and they learn simple yet powerful techniques for making employees’ jobs more fulfilling and more productive.
The workshop helps managers learn the following:
- The difference between a bad job and a miserable job.
- The three underlying factors that make a job miserable, as presented in the Three Signs of a Miserable Job mode.
- The costs of job misery and the benefits of reducing it.
- How susceptible they are to each of the Three Signs—their strengths and weaknesses as managers
- How to know whether their direct reports are miserable
- Strategies for improving job satisfaction by eliminating the Three Signs
Both the full-day and half-day versions of Managing for Employee Engagement are designed to engage and involve managers in discovering how they can make themselves and their direct reports more successful and productive by providing the people they manage with what they need to feel fulfilled in their jobs. The key differences between the two versions are described below.
- Increased engagement
- Better feedback
- Increased commitment
- Greater team motivation
- Better team performance
- Participant workbook
- 180 degree feeback report
- Self assessment report
- 60 minutes per participant for pre course pre work
- 15 minutes for participants to rate leader
- 2 Day off-site workshop
- 2 x 45 minute follow up group coaching sessions with course facilitator
- Programme fees
- 6 to 15 participants
We are able to deliver this virtually
Full day workshop
In the full-day workshop, managers learn about the Three Signs model; evaluate their strengths and weaknesses by debriefing the results of a 180-degree assessment taken before the workshop; learn and practice new skills; and develop action plans that include timetables for changing their behaviour.
Half day workshop
The half-day version of the workshop introduces managers to the model, provides them with an opportunity to assess their strengths and weak areas, and helps them identify ways in which they can use the model to improve.
We have also developed a webinar version which are three, two hour interactive facilitated sessions that can be delivered at times to suit your business.
Engaged employees = performing employees
Multiple studies globally have shown the impact of disengaged employees. This course equips your leaders to effectively engage and return the passion for work and results back to all team members.