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A presentation highlighting Velas Consulting services.
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Employee Engagement
Luis VelasquezSilicon Valley, CA
908 967 1606
Types of Assignments
Executive Coaching
Employee Engagement
1- Executive Coaching
• Stakeholder Driven• Action Oriented• Future Focus• Behavior/Perception
targeted• Influential• Transformational
Our Guarantee:• We don’t get paid if
there is no progress!!
Coaching is unlocking a person’s Potential to maximize their growth. --John Whitmore
Start Smart
• Contracting for Coaching
• Selecting Behavior(s) to Develop
• Enrolling Stakeholders
Implementing Suggestions
• Action Planning Stakeholder Suggestions
• Building Momentum
• Reinforcing the Stakeholder-Centered Coaching Process
Sustaining Success
• Measuring Results (Mini-Survey Process)
• After Action Assessments
• Planning the Transition
PHASES OF A STAKEHOLDER-CENTERED COACHING ASSIGNMENT
Change Timeline
Start Smart
Implement Suggestions
Sustaining Success
Behavior Change
Perception Change
Behavior and Perception Changed!!
A DEVELOPMENT TOOL2- Employee Engagement
What we offer
1 2
Survey Services
Management Training
Benefits of Engagement!!
• 18% greater productivity • 12% higher customer
satisfaction • 62% fewer accidents • 52% lower inventory shrinkage • 51% less voluntary turnover • 27% less absenteeism• 12% higher profit • 28% greater earnings per
share
VELAS Employee Engagement Survey
• We provide an employee engagement survey (in partnership with Louis Allen Worldwide)
• We will deliver a Clear root cause impact analysis, what drives engagement in your company?
• Human Capital Metric reports will make all managers own the employee engagement process.
• Will deliver the classical employee engagement report based on scores and predetermined demographics (age, tenure, gender, level etc.)
1
Root Cause Analysis, what others won’t offer you and you should demand!!
Impact
Scor
e
High
High
High
High
Low
Low
Low Low
Impact
Scor
e
Compensation
Management Policies
Immediate Manager: Task
Career
W-L Balance
Job Clarity
FriendshipJob
Challenge
(focus on orange root causes where scores are low in the organization)
(no need to focus on green root causes)
(focus on blue root causes if important for non-engagement reasons)
(give high priority focus on red root causes throughout the organization)
Human Capital Metric ReportWhat you should get from any Survey Company
Each Manager should: • Compare his organization against the Norms• Compare his organization against the whole company• See the engagement score for each group reporting to him• See the engagement of his direct reports
Global Norms
Direct ReportsEach Direct Report EE score
The Company Manager X
Employee Engagement Training
• The manager holds the key to unlock engagement within his / her organization
• The offered workshop / coaching will unlock the manager’s direct reports potential through engagement.
2
Role of the First-line Manager on Engagement
• “The relationship that an individual has with his/her manager is the strongest influencer of his/her engagement”. Buckingham and Coffman (1999)
• “The employee-manager relationship is, in fact, the most powerful driver of the employee’s engagement” The Corporate Leadership Council (2001)
• “views about their relationship with their company were largely the same as their views about their relationship with their immediate manager” Tross and Egerman (2004)
Employee Engagement Training for Managers
VELAS Consulting has developed a 6 module program. Engaging from within!!Each module is designed to train managers to engage and bring the best of his/her direct reports.
Active Listening
The Power of Feedback
A pat in the back
Managing Expectations
Delegating
Setting Smart Goals
