Welcome to Workshop CCE3 “Developing your engagement toolkit. What are the best tools and

techniques for effective engagement? Including how to manage

cynics, measure success and achieve buy in.

Facilitated by: Mark Jenkins - The Coverdale Organisation Ltd

Mark Jenkins

The Coverdale Organisation Ltd

#EOAConference

EOA Workshop CCE3:

09:30 – 10:30

Developing Your Engagement Toolkit

WELCOME

Mark Jenkins – The Coverdale Organisation

Workshop Purposes:

To share ideas and experiences on the best tools and techniques for

• effective engagement

• managing cynics

• measuring success

• achieving buy-in...

...so that we can learn from our collective practical experiences in order to take some useful ideas away with us.

How We Will Work

In our table groups

Share experiences and stories

To very tight timelines!

The outputs from this workshop

will be available to download from the EOA website

on Thursday 26th November.

Activity Brief

In your table groups, please share any examples of tools or techniques that have been effective in engaging your employees.

Agree the example that best demonstrates this. Summarise it on a flip chart – no more than 1 page.

You have 10 minutes to share and capture the best example.

Be ready to share.

Employee Engagement

18% more productivity

40% less staff turnover

59% more creativity

SIPOC, SMED, FMEA

“...They never listen to us...”

“...Things never change here...”

“...we’re treated like robots and they only care about hitting targets...”

“...what would you change..?”

“...how would you change it..?”

Employee Engagement

Human Beings

not a

Human Resource

Mastery - opportunity to

learn & improve

Decision making & having input that is valued

Membership - being part

of something special

Engagement Model

Worthy Purpose

Activity Brief

In your table groups, discuss and identify the best approaches to gaining buy-in; use the Engagement Model to help you with your thinking.

Capture these on a chart and be ready to share.

You have 10 minutes to discuss and summarise your thoughts on a flip chart – no more than 1 page.

Be ready to share.

Managing Cynics

1. Cynics are not sceptics - cynics will try to bring your plan and people down

2. Cynicism is rarely based on facts – so focus on facts, be positive with them, point out what is working well

3. Explore where their cynicism is coming from; if you understand this, you may be able to turn them around

4. If you are successful in doing this you’ll have a champion for life – so get them involved

5. If they want to hang on to their cynicism, they are faced with a stark choice – change or be left out

6. Be clear about what behaviours are and are not acceptable; set expectations and hold them to account

7. Once you have tried everything, you may have to let them go...

Measuring Engagement

1. Corporate Employee Opinion Surveys (loyalty, advocacy, values)

2. Try short, sharp engagement focused surveys off the back of initiatives/projects to better understand what is and isn’t working.

3. Level of participation in “worthy purpose” activities vs. the usual stuff

4. Employee time spent collaborating on “worthy purpose” activities outside of their normal scope of work

5. If the worthy purpose activity has a direct business benefit, measure it

6. Get out there and ask; open questions, listen and acknowledge

7. Develop metrics that fit your organisation and your engagement tools and techniques

8. Be clear on why you want engagement and measure the end result of this (not just the levels of engagement)

9. Test fast, learn fast

Individual Thinking

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Thank you

Please make your way to the Palace Suite for

refreshments