• +977-1-4591414

  • Mid-Baneshwor, Kathmandu

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MANAGER’S ROUTE TO SUCCESSFUL EMPLOYEE ENGAGEMENT

Provide skills, knowledge and expertise for employee engagement.

MANAGER’S ROUTE TO SUCCESSFUL EMPLOYEE ENGAGEMENT

Objective:

The key objective of this workshop is to equip existing managers with necessary knowledge, skills and expertise so that they turn into a catalyst for employee engagement.


Background:

Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement, all else being equal. Employee engagement first appeared as a concept in management theory in the 1990’s, becoming widespread in management practice in the 2000’s, but it remains contested. It stands in an unspecified relationship to earlier construct such as morale and job satisfaction. Despite academic critiques, employee-engagement practices are well established in the management of human resources and of internal communications.

It was found in many researches that employees with the highest level of commitment perform 20% better and are 87% less likely to leave the organization, which indicates that engagement is linked to organizational performance. In a study of professional service firms, the Hay Group found that offices with engaged employees were up to 43% more productive.

 

This training program hence is designed to develop managers with high level of knowledge and expertise in developing employee engagement at workplace for improving the productivity.


Workshop Coverage:

Engagement 101

  • Satisfaction versus Engagement
  • The business impact of engagement
  • Assessing your current level of engagement
  • The employee engagement contract
  • Who owns engagement?

 

A Culture of Engagement

  • How to inhibit employee engagement (what not to do)
  • Helping employees take ownership for their engagement
  • How to conduct an employee engagement interview
  • Creating your own employee engagement action plan
  • Creating a team employee engagement action plan

 

Developing employee engagement through OB interventions

  • Organizational Culture and Ethics
  1. Organizational values – Foundation of Organizational Cultur
  2. Manifestations of Organizational Culture
  3. A Model for Interpreting Organizational Culture
  4. Types of Organizational Culture
  5. Developing High-Performance Cultures
  • Individual Behavior in Organizations
  1. Individual Differences: Personality, Attitudes, Abilities, and Emotions
  2. Abilities and Performance Emotions
  • Motivation Through Needs, Job Design, and Satisfaction
  1. Model of Motivation
  2. Theories of Motivation
  3. Job Satisfaction and Work-Family Relationships
  • Improving Job Performance with Feedback and Rewards
  1. Understanding Feedback Process
  2. Upward and 360 Degrees Feedback
  3. Organizational Reward Systems
  4. Pay for Performance
  5. Performance Appraisal
  • Behavior Modification and Self-Management
  1. Principles of Behavior Modification
  2. Model for Modifying Job Behavior
  3. Behavioral Self-Management
  • Individual and Group Decision Making
  1. Models of Decision Making
  2. Dynamics of Decision Making
  3. Group Decision making
  4. Creativity
  • Teams and Teamwork for the 21st Century
  • Work Teams: Types, Effectiveness, and Stumbling Blocks
  1. Effective Teamwork through Cooperation, Trust, and Cohesiveness
  2. Teams: Quality Circles, Virtual Teams, and Self-Managed Teams
  • Managing Conflict and Negotiation
  1. Conflict: A Modern Perspective
  2. Types of Conflict
  3. Managing Conflict
  4. Negotiation

Target Audience:

Managers

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