By the end of this training program, participants will be able to:

• Recognize the value of employee engagement and its direct impact on organizational success.
• Apply engagement models (ABC) to understand expectations, behaviors, and outcomes.
• Design and implement an organizational culture that promotes engagement and interaction.
• Evaluate and monitor the impact of employee engagement on business performance.
• Develop effective HR practices to increase employee engagement levels.
• Identify, develop, and implement change initiatives that improve the work environment.
• Design and analyze employee engagement surveys to measure and enhance participation levels.

Employee Engagement Status

• The current state of business environments.
• Time management for a changing workforce.
• What people want: employees’ desires vs. employers’ expectations.
• Definition and concept of employee engagement.
• The difference between job satisfaction and active engagement.
• The Gallup Q12 Index for measuring engagement levels.
• Business case analysis: Return on Investment (ROI) of employee engagement.

 The Engagement Model (Expectations – Behaviors – Results)

• Understanding the reasons behind employee behaviors.
• The “Carrot and Stick” motivation model.
• The ABC Model for behavioral modification.
• Expectations at work and their importance for engagement.
• Factors that enhance performance outcomes.
• Outcomes that weaken engagement.
• Positive and negative reinforcement techniques.
• Organizational tools for communicating expectations.

 Engagement Culture

• What truly matters to employees.
• Drivers and barriers of engagement.
• Spitzer’s Eight Desires for motivation and engagement.
• The Employee Engagement Framework:

• Mutual communication
• Trust in leadership
• Career development
• Role success
• Participation in decision-making
• Professional dialogue
• Employee meetings
• The role of organizational values in building a culture of engagement.

 ROI of Employee Engagement

• Employee retention rates.
• Research data on engagement matrices.
• The break-even point for engagement and interaction.
• Calculating the Return on Investment (ROI) of engagement initiatives.

 HR Practices to Enhance Engagement

• The war for talent and the cost of turnover.
• Building the employee brand: traits of an engaged employee.
• Factors that improve engagement levels.
• Organizational activities to promote engagement.
• Building high-performing teams to strengthen engagement.

 Employee Engagement Initiatives

• The Chief Engagement Officer (CEO) and the leadership role in driving engagement.
• Leadership that inspires passion and commitment.
• The VOICE framework for employee engagement.
• Managing employee engagement events and initiatives.
• Best practice checklists for engagement strategies.
• Innovative ideas to foster interaction and motivation.

 Employee Engagement Surveys

• Using four different types of surveys, not just one.
• A proposed framework for designing an effective engagement survey:

• Fairness
• Engagement and interaction
• Well-being
• Information flow
• Overall engagement level