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

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

OBJECTIVE

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY 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

WHAT IS COACHING?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

Coaching is a deep learning partnership with steps to empower a person to gain courage, capabilities and commitment to achieve fulfilling goals Coaching facilitates growth and unleashes potential to perform at our peak

Increased Productivity Positive People Return on Investment WHY COACHING WORKS?

ENGAGE AND PERFORM TOOLKIT

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

Where are we heading? Does anyone care? How am I doing? How is my Business/ unit doing? How am I rewarded?

 Set SMART Goals  Outcomes focused  How to get the job done/work with

• thers

 Personally develop the best people  Support individual needs  Ongoing recognition and engagement  Pay for Performance  Reward the top performers

What’ my job?

 Feedback  Coaching  Motivation  Address under performance  Jointly discuss team contribution

to the organization

 Remove barriers to performance

Where are we heading? Does anyone care? How am I doing?

How is my Business/ unit doing?

How am I rewarded? What’s my job?

1 2 4 5 6 3

 Purpose & strategy  Do I know how I contribute to the

business?

ENGAGE AND PERFORM TOOLKIT?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3

6 Main Questions to address Employee’s:  Basic sic Needs  ‘Me’ Questions Where are we heading? Does anyone care? How am I doing? How is my Business/ unit doing? How am I rewarded? What’s my job?

1 2 4 5 6 3 6 Main Quest estion ions s to drive ve the e follow llowin ing: g:  High gh People

• ple Engage

gemen ent  High gh Perfor

• rma

mance ce Cult lture

ENGA NGAGE GE AND PERFO FORM RM TOOLKIT

WHAT T EMPL PLOYEES WANT T TO KNOW

EMPLOYEE ENGAGEMENT: WHAT’S MY JOB?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 What’s my job?

Everyone needs to understand what is expected on the job and how the job fits in with the bigger picture.

WHAT T EMPL PLOYEES WANT T TO KNOW

Coach’s Actions

• Provide clear descriptions of roles and responsibilities;

discuss expectations.

• Establish and agree objectives, deliverables, priorities

and deadlines, and link to organizational strategy and

• bjectives.
• Provide information needed to do the job.
• Involve team members in planning, making decisions

and implementing changes.

EMPLOYEE ENGAGEMENT: HOW AM I DOING?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 How am I doing?

• Apprentices/Employees need regular performance

feedback and coaching.

WHAT T EMPL PLOYEES WANT T TO KNOW

Coach’s Actions

• Provide timely, honest, constructive and reinforcing

feedback.

• Discuss areas for improvement and support the person

when needed

• Listen effectively and coach people to improve their

growth, development and performance.

EMPLOYEE ENGAGEMENT: DOES ANYONE CARE?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 Does anyone care?

• Recognition and appreciation for a job well done are

critical pieces of positive feedback.

• To be aware of any concerns, either at work or outside

work that may affect performance

WHAT T EMPL PLOYEES WANT T TO KNOW

Coach’s Actions

• 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

value their contribution by giving specific examples of what you mean, what is valued.

• Hold meetings where team members have the
• pportunity and are actively encouraged to voice their

ideas and concerns.

• Recognize accomplishments, act on ideas and give

credit where it is due.

EMPLOYEE ENGAGEMENT: HOW IS MY UNIT DOING?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 How is my Unit doing?

• People identify closely with a work unit and its

successes and failures. They need to know from their supervisors and leaders how that work unit is performing against expectations

WHAT T EMPL PLOYEES WANT T TO KNOW

Coach’s Actions

• 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.
• Recognize team success.
• Discuss areas for improvement.

EMPLOYEE ENGAGEMENT: WHERE ARE WE HEADING?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 Where are we heading?

• It’s difficult to perform when you don’t understand your

destination and the objectives of the company. Helping people understand the company vision and strategy, and to identify with the larger goal - the ‘big picture’ - provides a sense of engagement.

WHAT T EMPLO PLOYEE EES WANT T TO KNOW OW

Coach’s Actions

• Link your team’s objectives to the company’s vision,

strategy and priorities.

• Make sure you know and understand the company’s

vision, strategic direction and goals, and have the tools to explain it.

• Live the company’s values and culture and match your

actions and behavior to your words

EMPLOYEE ENGAGEMENT: HOW CAN I HELP?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What’s my job? Does anyone care? Where are we heading? How is my unit doing? How can I help? How am I doing?

1 2 4 5 6 3 How can I help?

• When staff know the answers to the first five questions,

they are likely to demonstrate their commitment to making the company succeed. Always remember that staff commitment can be given freely or withheld.

WHAT T EMPL PLOYEES WANT T TO KNOW

Coach’s Actions

• Provide opportunities for involvement.
• Empower people to take the initiative and make

decisions through delegating decision making.

• Encourage and reward cross-functional collaboration.
• Promote mutual trust.
• Lead by example.

WHAT IS THE INTENT OF COACHING AND EMPLOYEE ENGAGEMENT?

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

What is it all about?

• 1. Ongoing dialogue about

performance

• 2. Continuous engagement
• 3. Recognition

To intensify focus on:

• 1. I know what to deliver
• 2. I am inspired to do it
• 3. I am recognized for my

contribution

‘TEH TARIK DIALOGUE’

High Performing Organization Open Communication

KEY MESSAGE

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

COACH

• Lead by example.
• Focus on the bottom line and drive

accountability.

• Engage and recognize your people.
• Collaborate to pursue end-to-end

results and tell people the score.

• Personally develop your people.
• Reward the top, coach the tail.

EMPLOYEES

• Understand which bottom line you

are attached to and your personal contribution.

• Focus on outcome and results.
• Take care of others and recognize

them.

• Remove barriers and raise issues

you cannot resolve.

• Develop yourself and set yourself

up for success.

MINISTRY OF ENERGY, MANPOWER AND INDUSTRY BRUNEI DARUSSALAM

Q&A