การพฒนาและสรางความผกพนของพนกงาน

ดร. ศรลกษณ เมฆสงข Academic Supervisor, DBA Program, Naraesuan University

HR Consultant & Facilitator, SM Learning Center

email: smeksang@gmail.com

Mobile phone: 081-9852744

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ขอตอนรบทกทานเขาสการสมมนา หวขอ

ENGAGEMENT

Engagement

Commitment The extra mile

Support Recognition Voice Empowerment

Playing to strengths

Purpose Meaning Passion Well-being Energy!

Alignment Collaboration Shared values Trust

3 Source: CIPD- The Future of Employee Engagement

ความผกพน คอ...........

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ความเกยวของของพนกงานทมตอองคกร ทงในดานจตใจ (Emotional Involvement) และดานความคด (Intellectual Involvement) ท าใหองคกรบรรลวสยทศนและพนธกจทวางไว

พนกงานทมความผกพนตอองคกรเตมใจทจะท างาน อยางเตมความรและความสามารถ

Engaged employees are ……

Emotionally attached to their organizations

Highly involved in their jobs with great

enthusiasm for the success

Go extra mile beyond the employment agreement

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พฤตกรรมของพนกงานทมความผกพนตอองคกรสง

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STAY

SERVE/

STRIVE

SAY

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การสรางความผกพนไมไดสรางกนงายๆ

องคกรจะท าอยางไรด

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Three types of people (in the world) – according to CIPD

Helping build the wall

• Work with passion

• Identify with the organisation

Sat on the wall

• Checked out zombies

• Lazing around

Knocking down the wall

• Undermine

• Sabotage

Not that

simple!

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Potential challenges and problems of building sustainable organizational engagement

Characteristics of business environment

• Lack of alignment between policies and practices

• Unethical behavior

• Inequitable compensation policies

Characteristics of the organization

• Poor communication

• Management incompetency in change management

• Lack of employee involvement

Nature of the job

• Role conflict

• Role ambiguity

• Work overload

10 Source: CIPD- The Future of Employee Engagement

Let’s explore

Approaches your organizations have taken to keep employees on board and motivated.

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What do most Admired Companies do Differently?

Strong Culture

Long-term focus

Profound employee

engagement

Motivation

Succession Plan

Robust operating

model

Innovation

Strategy execution

Strong focus on

alignment

Source: HAY Group 12

Major elements drive engagement and practices

Meaningful work Hands-on management

Positive work environment

Growth opportunities

Trust in leadership

Autonomy Clear, transparent goals

Flexible work environment

Training and support on the job

Mission and purpose

Small, empowered team

coaching Humanistic workplace

Facilitates talent mobility

Continuous investment in people

Select the right fit Invest in leadership development

Culture of recognition

Self-directed, dynamic learning

Transparency and honesty

Time to relax Modern performance management

Inclusive, diverse work environment

High-impact learning culture

inspiration

Focus on simplicity, removal of formal bureaucratic

Source: Becoming Irresistible by Josh Bersin, Deloitte Review issue 16, 2015 13

Creating and sustaining highly engaging culture

Culture of appreciation

Real-time feedback

Involvement in decision-making

Coaching, not directing,

giving Feedback

Empowerment

Promote teamwork & collaboration

Social learning &

sharing

Connection, contribution,

Credibility

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Feedback

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is not

Appreciative feedback: encourage the heart, reinforce progress, or connect with another

Constructive Feedback: encourage the heart, expand awareness, support improvement, or connect with another Criticism

It is…….

Appreciative Feedback/ Motivational Feedback

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จดมงหมาย -- เพอการเสรมก าลงใจ เพอใหเกดพฤตกรรมทพงประสงคตอไป/ ท างานดยงขน

วธการพด: การแสดงออกถงการยกยอง ชมเชยอยางจรงใจ “ผม/ดฉนรสกภมใจและอยากจะขอบคณ คณ…...........” • เปนการแสดงออกถงการรบรและความพงพอใจในความกาวหนาของงาน • ระบถงผลกระทบเชงบวกทมตอผ อน • สรางแรงบนดาลอยางตอเนอง

Constructive Feedback / Formative Feedback

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จดมงหมาย : การสรางแรงบนดาลใจ กระตนความสนใจ และ ปรบพฤตกรรมใหดขน

วธการพด

“ ผม/ดฉนอยากจะบอกบางอยางทไดสงเกตเหนใหคณไดทราบ ซงผม/ดฉนคดวาเปนประโยชนส าหรบตวคณอยางแทจรง”

• อธบายพฤตกรรม หรอการกระท าทสงเกตเหน

• อธบายผลกระทบทจะเกดขนในทางลบทจะมตอตนเองและผรวมงาน

• นอกจากนยงเปนการแสดงความจรงใจและอาจถามตอไปวา “ตองการความชวยเหลอในเรองใด หรอ จะสามารถชวยเหลอในเรองใดไดบาง”

Key areas to focus when facing crisis in employee engagement – my view

Communicate, communicate , communicate

Identify organization-wide issues and response in a timely manner

Connect - meet regularly with employees

Ensure the alignment between policies and practices/ organization culture

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How to engage new generation workforce in corporate culture

More engaging conversation

The voice of the workforce

Interesting work, meaningful work Job plays to strengths

Autonomy & involvement in decisions

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Feel looked after/ feel valued

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ใครท าลาย Engagement ในองคกร

ผบรหาร พนกงาน ?

Strategies for Engaging Employees

On-going measurement and monitoring - measure engagement annually in every facility and benchmark externally, generating action and change

Holding line managers accountable - seeing importance of engagement and how to influence it

Communicating to build transparency and instill confidence - ensure that employees have confidence that there are strong leaders at senior levels that are capable of executing on strategic objectives

Linking engagement to business objectives - it‘s critical that leaders recognize the importance of enhanced employee motivation for driving higher levels of business performance

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Employee Effectiveness Framework

• Clear & promising direction • Confidence in leaders • Quality & customer focus • Respect & Recognition • Development opportunities • Pay & benefits

• Performance management • Empowerment • Resources • Learning & development • Collaboration • Structure, systems,

processes, work

Enablement • Optimized Role • Environment

Engagement • Commitment • Discretionary

effort

Employee Effectiveness

Employee performance

Business success

Driver

Attraction and retention of

talents

Source: HAY Group Insight Employee Effectiveness Framework

Productivity

Customer satisfaction/loyalty

Enhance corporate reputation

Innovation

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ปจจยทมผลตอการสรางความผกพนในองคกร

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Supervision

Performance Management/ Evaluation

Working Relationship

Empowerment

Training & Development

Recognition & Rewards

Customer Focus

Communication

Diversity

Leadership

Development Opportunities

Image & Competitiveness

Work Experiences

Org. Functioning

Source: ISR

Sample: Ingredients of Employee Engagement

Hearts Minds

Experiences

• Good internal communication • Participation in execution of

corporate strategy • Staff involvement-

engagement activities Openness

Flexibility

• Rewards & Recognition • Performance

Management System • Learning &

development programs

• Culture and values • Brand promise • Embracing diversity

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A focus on Discipline and Motivation Helps Drive Employee Engagement

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Clear sense of purpose

Performance disciplines

Accountabilities Performance management

People manager disciplines

Collaboration Recognition

People manager behaviors

Overall engagement

Sense of purpose and leadership:

A vision and sense of mission that inspire individuals and clarify their

objectives

Accountabilities and

collaboration: An accountability system and

working environment that foster strong performance and

collaboration

Performance management and recognition:

Highly visible performance management and

recognition systems

People manager capability: Superior people and leadership behaviors

Inspirational leadership

Personal motivators

Source: BCG analysis

Key take away…

Engagement is not just an “initiative” or “program

(How) do you talk about employee engagement in your

organisation?

Engagement should be measured / How should we be

measuring engagement?

HR has a critical role – champion, facilitator and model

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Employee engagement matters

Sharing your key learning

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Reflection

ดร.ศรลกษณ เมฆสงข email address: smeksang@gmail.com

Contact number: +66 81 8542744