Creating Emotional Engagement with Customers and Employees

Overview

In the war for talent attraction and retention, “Employee Engagement Strategy” has become an issue central to business excellence and competitive advantage.

At a seminar in Sydney earlier this year, the highly acclaimed motivational psychologist, Dr. Martin E.P. Seligman, drew the audiences attention to recent empirical research on how the emotional space employees occupy, and the style of communication between people, have profound influences on business results.

It might seem obvious that when employees make use of their “strengths” they naturally become more “engaged” with their work, are happier, and more “productive”. Combined with “alignment with organisational values”, and the “quality of the work environment”, these are three vital factors in employee engagement and productivity. But how many enterprises are making use of the latest research in “Positive Psychology” to enable their people, and the enterprise to “flourish”?

And, while more and more enterprises are investing in “Engagement Survey’s”, how many have been able to translate the data into workable strategies that are addressing the key issues identified?

Topics Covered

As the use of engagement surveys increases it becomes vital that the investment is translated to “practical strategies that make a difference!” This Short Course deals with the key issues of:

• What is employee engagement? Why is it important?
• Investigating the causes of current engagement survey outcomes
• Key factors influencing engagement survey outcomes and strategies on how to address these
• How to work with line managers on practical ways for increasing the engagement of employees
• Using learning from “positive psychology” and the “signature strengths survey” for developing innovative and creative employee engagement initiatives
• An overview of the major theories on motivation and case studies on their use in day-to-day management and leadership

The Signature Strengths Survey:
This is an international “Positive Psychology” project, led by Dr. Martin Seligman. You will have the opportunity to complete the survey and bring their results to the course. Your survey results will be an important component in developing creative strategies for increasing employee engagement. Dr. Seligman’s work is being recognised by specialist survey organisations such as Hewitt and Gallup.

Who should attend

• Those with responsibility for business productivity
• Anyone considering introducing an engagement survey as a tool for increasing productivity
• Managers and leaders concerned with the “engagement” of their people

Note:
Please note that this is not a course on the design, development, and implementation of employee engagement surveys. There are specialist organisations for that work.

Outcomes

• Capability for making practical use of motivational theories
• Capability for making the best use of engagement survey data
• Identification of people in your organisation with the right Signature Strengths to address critical engagement issues