While there are numerous consulting companies who measure engagement and some who develops training programs for increasing the level of engagement through leadership behaviors, DEVELOR’s solution package has several unique methodologies and approaches:
- Creating a clear set of expectations and setting objectives based on „the level of effort”, which guarantees the measurable success of the program
- While most consulting approaches focus on increasing employee engagement through leadership development; we at DEVELOR believe that employees are equally responsible for their own engagement.
- High focus on designing the „Engagement Governance Model” and the „Employee Engagement Maintenance System”, which ensures the sustainability of behavior change both managerial and employee level.
- Continuous measurement and application support tools guarantee that the program is not just a seasonal fashion but a long term strategy.
The Solution Package framework
1) Assessing the current level of engagement, the related processes and setting measurable objectives by agreeing on the level of effort.
2) Designing the „Governance Model” and the „Employee Engagement Maintenance System”; designing critical behaviors both for managers and for employees.
3) Developing the critical behaviors and introducing the Key Drivers to sustainability: developing the Lean LEAN© Employee Engagement application support tools, processes and systems.
4) Implementing the Governance Model and the Employee Engagement Maintenance System.
5) Running and measuring the engagement with constant monitoring through a DEVELOR Dashboard.
What is employee engagement?
Engagement can be defined by visiting some of the misconceptions we face in everyday company practices. Quite a few companies run employee satisfaction surveys and are content with the results to see that the employees are satisfied with their job. However, engagement is beyond job satisfaction. We see organizations with satisfied employees who do their jobs as required from 9.00 to 17.00 for the compensation they deserve. They claim they are satisfied, but will consider to listen to the competitors for a slightly better compensation package. Some companies measure employee happiness and they might find that the employees are happy with the workplace, enjoy working with their peers, love the teambuilding events, yet do not provide their utmost potential to the organization. An engaged employee is intrinsically committed to the values and the objectives of the organization, seeks to excel in performance and finds that everyday contribution to the company goals is enriching her own development and contributes to her self-esteem.
Why is employee engagement important?
Engaged employees are willing to work the extra mile for better performance. An engaged manager is solving organizational issues while driving home, not because he has to, but because he enjoys to do so. An engaged shop assistant in a DIY store finds pleasure in supporting a customer to discover which the best paint is and brush for refurbishing his bathroom. An engaged aftersales consultant in a car showroom is committed to examine the car’s every detail and provide solutions even they were not reported by the owner.
No wonder why Hay Group found that offices with engaged employees were up to 43% more productive. Engaged employees are contributing to higher Customer Experience and higher Customer Experience generates more loyal customers hence increases the sales turnover of the company.