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Employee Engagement to Attract and Retain Talent
- Defining employee engagement and what it is not
- What does employee engagement look like
- What are the red flags that let you know employees are not engaged
- The top factors that influence employee engagement
- Review the 9 Pillars of employee engagement
- Recognition as a key driver of employee engagement
- Strategies to build retention
Overview of the webinar
Employee engagement is not the same thing as job satisfaction or job happiness. It’s not just happiness or satisfaction that matters, but how those emotions directly relate to the individual’s and company’s performance and productivity.
This definition by Emma Bridger (borrowed from ideas first proposed by John Smythe in his book “The Chief Engagement Officer”): Employee engagement is the extent to which people are personally involved in the success of a business.”For companies, this means that engaged employees will go that extra mile because success is personal for them.
Who should attend?
- This webinar is for supervisors, managers, and leaders who are responsible for driving team performance.
- There are tips and best practices for increasing engagement among your work teams
Why should you attend?
Gallup estimates that active disengagement costs American companies $450 - 550 billion in lost productivity each year.
This translates to employee engagement affecting every person inside your organization because every person inside your organization affects your bottom line.
Your employees are your first customers and by far the most important. Effective leaders know that an engaged workforce can drive innovation, increase performance and raise productivity, grow the organization, improve customer care, and foster loyalty, both internally and externally.
Faculty - Ms.Audrey Halpern
Audrey Halpern has a gift for engaging training participants and simplifying complex concepts. For more than two decades, she has created and delivered communication skills courses, sales training programs, customer service workshops, and other employee development initiatives.
Her philosophy centers on two questions: How can I improve things around me, and how can I assist people in becoming more self-aware?
She works with both global and US-based clients to retool and re-skill employees at all levels.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.