HOW TO RETAIN YOUR EMPLOYEES? ENGAGE AND PERFORM TOOLKIT Manpower - PowerPoint PPT Presentation

HOW TO RETAIN YOUR EMPLOYEES? ENGAGE AND PERFORM TOOLKIT Manpower Strategy Division Ministry of Energy, Manpower, and Industry (MEMI) 30 th March 2019

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY OBJECTIVE BRUNEI DARUSSALAM What is Employee Engagement and Coaching Setting up success with Company Engagement and culture Employee Engagement for Success Demonstration of the Engage and Perform Toolkit Coach or Team Leader Perspective Employee perspective How Organization Can Work Together To Have An Open Communication? Q&A

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY WHAT IS COACHING? BRUNEI DARUSSALAM WHY COACHING WORKS? Coaching is a deep learning partnership with steps to empower a person Increased Productivity to gain courage, capabilities and commitment to achieve fulfilling goals Positive People Coaching facilitates growth and unleashes potential to perform at our Return on Investment peak

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY ENGAGE AND PERFORM TOOLKIT BRUNEI DARUSSALAM  Purpose & strategy  Pay for Performance  Do I know how I contribute to the  Reward the top performers business? 6 1 Where are How am I Where are How am I we rewarded? we rewarded? heading? heading?  Set SMART Goals  Feedback  Outcomes focused  Coaching How am I How am I 5 2 What’s my What’ my doing?  How to get the job done/work with doing?  Motivation job? job? others  Address under performance How is my How is my Does Does Business/ Business/ anyone anyone unit unit care? care? doing? doing? 4 3  Personally develop the best people  Jointly discuss team contribution  Support individual needs to the organization  Ongoing recognition and engagement  Remove barriers to performance

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY ENGAGE AND PERFORM TOOLKIT? BRUNEI DARUSSALAM ENGA NGAGE GE AND PERFO FORM RM TOOLKIT WHAT T EMPL PLOYEES WANT T TO KNOW 6 1 1 6 Where are How am I What’s my How can I we rewarded? job? help? heading? How am I Where are we 5 2 What’s my 2 How am I doing? 5 heading? job? doing? How is my How is my Does Does Business/ unit anyone anyone unit doing? care? care? doing? 4 4 3 3 6 Main Questions to address Employee’s: 6 Main Quest estion ions s to drive ve the e follow llowin ing: g:  Basic sic Needs High gh People ople Engage gemen ent   ‘Me’ Questions High gh Perfor orma mance ce Cult lture 

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: WHAT’S MY JOB? BRUNEI DARUSSALAM WHAT T EMPL PLOYEES WANT T TO KNOW 1 6 What’s my job? Everyone needs to understand what is expected on the What’s my How can I job and how the job fits in with the bigger picture. job? help? Coach’s Actions Where are we 2 How am I 5 heading? doing?  Provide clear descriptions of roles and responsibilities; discuss expectations.  Establish and agree objectives, deliverables, priorities and deadlines, and link to organizational strategy and How is my Does objectives. unit anyone  Provide information needed to do the job. doing? care?  Involve team members in planning, making decisions 4 and implementing changes. 3

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: HOW AM I DOING? BRUNEI DARUSSALAM WHAT T EMPL PLOYEES WANT T TO KNOW 1 6 How am I doing?  Apprentices/Employees need regular performance What’s my How can I feedback and coaching. job? help? Where are we Coach’s Actions 2 How am I 5 heading? doing?  Provide timely, honest, constructive and reinforcing feedback.  Discuss areas for improvement and support the person How is my Does when needed unit anyone  Listen effectively and coach people to improve their doing? care? growth, development and performance. 4 3

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: DOES ANYONE CARE? BRUNEI DARUSSALAM WHAT T EMPL PLOYEES WANT T TO KNOW 1 6 Does anyone care?  Recognition and appreciation for a job well done are critical pieces of positive feedback. What’s my How can I  To be aware of any concerns, either at work or outside job? help? work that may affect performance Where are we Coach’s Actions 2 How am I 5 heading? doing?  In so far it possible, adapt an ‘open - door’ policy so that staff feel they can talk to you.  Take the time to listen and talk honestly. Show you How is my Does value their contribution by giving specific examples of unit anyone what you mean, what is valued. doing? care?  Hold meetings where team members have the 4 opportunity and are actively encouraged to voice their 3 ideas and concerns.  Recognize accomplishments, act on ideas and give credit where it is due.

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: HOW IS MY UNIT DOING? BRUNEI DARUSSALAM WHAT T EMPL PLOYEES WANT T TO KNOW How is my Unit doing? 1 6  People identify closely with a work unit and its successes and failures. They need to know from their What’s my How can I supervisors and leaders how that work unit is job? help? performing against expectations Where are we Coach’s Actions 2 How am I 5 heading? doing?  Have a regular time set aside to update your employees about how your work unit is doing.  Link unit/team goals to overall organizational goals. How is my Does  Recognize team success. unit anyone  Discuss areas for improvement. doing? care? 4 3

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: WHERE ARE WE HEADING? BRUNEI DARUSSALAM WHAT T EMPLO PLOYEE EES WANT T TO KNOW OW Where are we heading?  It’s difficult to perform when you don’t understand your 1 6 destination and the objectives of the company. Helping people understand the company vision and strategy, What’s my and to identify with the larger goal - the ‘big picture’ - How can I job? provides a sense of engagement. help? Where are we Coach’s Actions 2 How am I 5 heading? doing?  Link your team’s objectives to the company’s vision, strategy and priorities.  Make sure you know and understand the company’s How is my Does vision, strategic direction and goals, and have the tools unit anyone to explain it. doing? care?  Live the company’s values and culture and match your 4 actions and behavior to your words 3

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY EMPLOYEE ENGAGEMENT: HOW CAN I HELP? BRUNEI DARUSSALAM WHAT T EMPL PLOYEES WANT T TO KNOW How can I help?  When staff know the answers to the first five questions, 1 6 they are likely to demonstrate their commitment to making the company succeed. Always remember that What’s my staff commitment can be given freely or withheld. How can I job? help? Where are we Coach’s Actions 2 How am I 5 heading? doing?  Provide opportunities for involvement.  Empower people to take the initiative and make decisions through delegating decision making. How is my Does  Encourage and reward cross-functional collaboration. unit anyone  Promote mutual trust. doing? care?  Lead by example. 4 3

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY WHAT IS THE INTENT OF COACHING AND EMPLOYEE ENGAGEMENT? BRUNEI DARUSSALAM ‘TEH TARIK DIALOGUE’ What is it all about? To intensify focus on: 1. I know what to deliver 1. Ongoing dialogue about performance 2. I am inspired to do it 2. Continuous engagement 3. I am recognized for my 3. Recognition contribution High Performing Organization Open Communication

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY KEY MESSAGE BRUNEI DARUSSALAM COACH EMPLOYEES • Lead by example. • Understand which bottom line you are attached to and your personal contribution. • Focus on the bottom line and drive accountability. • Focus on outcome and results. • Engage and recognize your people. • Take care of others and recognize them. • Collaborate to pursue end-to-end results and tell people the score. • Remove barriers and raise issues you cannot resolve. • Personally develop your people. • Develop yourself and set yourself • Reward the top, coach the tail. up for success.

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM Q&A