cle
Employee Engagement: An Interview with Sarah Cook
By David Zinger on Apr 15, 2009 in Employee Engagement
Read the following interview with Sarah Cook from The Stairway Consultancy Ltd. Sarah will be presenting and facilitating a session Thursday April 23rd on Excellence in Employee Engagement at the Barcelona Employee Engagement Conference.
Click the colorful button below to see a conference brochure.
1. Briefly how did you develop the idea of a WIFI model of employee engagement?
My own practical experience of helping organisations better engage with team members in order to deliver excellent customer service, led me to identify that well being, information, fairness and involvement are key to ensuring that employees give off their best. The research that we have conducted at The Stairway Consultancy has shown that these are the key ingredients to engagement, although the degreee to which they are used and how they are applied may vary from company to company.
2. How do you see WELL-BEING fitting into employee engagement?
I define well being as the degree to which employees feel good about the organisation and how motivated they feel to give discretionary effort. This is a factor of how the company is perceived externally such as via efforts the business makes in relation to Corporate Social Responsibility and Employee Branding as well as how employees are treated internally in relation to staff welfare such as the use of Family friendly policies, the promotion of equality and diversity, work-life balance, Job design and structure
3. What is the role of INFORMATION in engagement
People want to know where the organisation is going, what it needs to achieve and the part they play in this. Being informed in an appropriate and regular manner is a key element of engagement.
4. How can FAIRNESS be an important part of employee engagement?
Being treated in a fair and consistent manner encourages a climate of openness and respect. Importantly this aspect covers the treatment that individuals receive from their direct line manager as well as the leadership of the organisation. It also covers all aspects of the employee journey from how the individual is recruited and selected through to performance management, reward and recognition.
5. How do we foster INVOLVEMENT in engagement?
Managers can create a sense of ownership in their team members by involving them in decisions affecting their jobs using such methods as empowerment , coaching and providing access to senior management.
Click the colorful button below to see a conference brochure.
1. Briefly how did you develop the idea of a WIFI model of employee engagement?
My own practical experience of helping organisations better engage with team members in order to deliver excellent customer service, led me to identify that well being, information, fairness and involvement are key to ensuring that employees give off their best. The research that we have conducted at The Stairway Consultancy has shown that these are the key ingredients to engagement, although the degreee to which they are used and how they are applied may vary from company to company.
2. How do you see WELL-BEING fitting into employee engagement?
I define well being as the degree to which employees feel good about the organisation and how motivated they feel to give discretionary effort. This is a factor of how the company is perceived externally such as via efforts the business makes in relation to Corporate Social Responsibility and Employee Branding as well as how employees are treated internally in relation to staff welfare such as the use of Family friendly policies, the promotion of equality and diversity, work-life balance, Job design and structure
3. What is the role of INFORMATION in engagement
People want to know where the organisation is going, what it needs to achieve and the part they play in this. Being informed in an appropriate and regular manner is a key element of engagement.
4. How can FAIRNESS be an important part of employee engagement?
Being treated in a fair and consistent manner encourages a climate of openness and respect. Importantly this aspect covers the treatment that individuals receive from their direct line manager as well as the leadership of the organisation. It also covers all aspects of the employee journey from how the individual is recruited and selected through to performance management, reward and recognition.
5. How do we foster INVOLVEMENT in engagement?
Managers can create a sense of ownership in their team members by involving them in decisions affecting their jobs using such methods as empowerment , coaching and providing access to senior management.
Sarah Cook - Managing Director - The Stairway Consultancy Ltd.
Source: http://www.davidzinger.com/employee-engagement-an-interview-with-sarah-cook-2740/
No comments:
Post a Comment