Maximizing Employee Engagement: From Hiring to Performance Management
Understanding employee engagement is crucial for organizational success. This content explores the concept of engagement, the three types of employees, the role of supervisors, steps of the performance management process, importance of accurate position descriptions, and the significance of diversity in the workplace. It emphasizes the impact of engaging new employees from the start and provides insights on smart recruitment practices.
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Supervisor Brown Bag Series FEBRUARY 11, 2013 From Beginning to End and In-Between Making a positive impact on employee engagement at every stage of the employment cycle
What is engagement? Engagement is the process of leading people by enabling them to want to do whatever is necessary to ensure the continuous high performance and success of the organization. Scarlett Surveys International
The Three Types of Employees 1. Engaged: Employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward. 2. Non Engaged: Employees are essentially checked out. They re sleepwalking through their workday, putting time but not energy or passion into their work. 3. Actively Disengaged: employees aren t just unhappy at work: they re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.
Supervisors are when it comes to employee
STEPS OF THE PERFORMANCE MANAGEMENT PROCESS:
Position Descriptions Importance of accurate PD s are you sure you know what you are looking for? Beware of the pendulum effect
Why diversity matters not just a federal obligation
Employee Engagement Starts With An Engaged New Employee Hiring the right person is the most important thing we do as supervisors It s less costly to have a vacant position than to hire the wrong person Get the right people on the bus and in the right seats
Recruit Smartly Where to find step-by-step recruitment instructions: Office of Human Resources Website under Policies and Procedures http://www.stcloudstate.edu/humanresources/policies/default.asp Also Employment Procedures and Practices website http://www.stcloudstate.edu/employeeprocedures/default.asp#foreward
Recruit Aggressively Distribute job announcements to unit employees requesting referrals Make personal contacts Network to recruit passive job seekers Advertise in trade journals and professional associations Consult with HR or EAA on other strategies to reach your target audience
Principles for Selecting the Best Candidate: Understand the skills, education and experiences that are essential to success in the position Be honest about the nature/environment of the job Do not make assumptions people will surprise you Real life exercises can be helpful think outside of the normal formal Q&A structure Ask open-ended and behavior-based questions Get perspectives from others who have a stake in the hire Make candidates as comfortable as possible during the interview
Principles for Selecting the Best Candidate: Keep an open mind Be conscientious of the impression that you give candidates of the university Give candidates an opportunity to ask questions this is their interview too Take good notes Check references Speak with candidates current and former supervisors Think carefully about the questions you want to ask Be sensitive to candidates inform them when/who you plan to interview
Now What?? Follow up with non-selected individuals Announce the appointment Assess your work environment - prepare the current office staff for the new employee s arrival (get them excited) Review the SCSU Supervisor Checklist
More than the I-9 and W-4 Ensure space/resources are set up for Day 1 Block off time in your schedule Week 1 to spend with your new hire Have a plan for important professional development activities and ensure that the employee has sufficient time to complete training
