CHCI Employee Engagement Workshops

CHCI offers a series of employee engagement workshops. The workshops provide recommendations, exercises, and discussions to help create a model workplace and thus, increase employee engagement and improved organizational performance.

Workshops are designed for the adult professional using active and blended learning methods.  Workshops are two to four hours in length and delivered live in active learning classroom environments. CHCI can tailor the workshops to your organization’s specific needs. The workshops are highly interactive with facilitated discussions and small group activities.

Workshop topics are grouped into three categorical drivers of employee engagement: Leadership, Culture and Values, and People Systems and Processes.

Workshop topics include:

Section I: Leadership Workshops

  1. Are You a Good Manager?
  2. High Scoring Managers
  3. How to Avoid Micromanaging
  4. Delegating Your Way to Improved Employee Engagement
  5. Emotional Intelligence
  6. Treating Employees with Respect
  7. How to Listen to Employees
  8. How Can Leaders Make Employees Feel Valued?
  9. Showing Employees That You Care
  10. Motivating Employees
  11. How & Why Supervisors Coach Employees
  12. How to Mentor Employees

Section II: Culture and Values Workshops

  1. Transparency Drives Trust
  2. The Value of Trust
  3. How to Identify Core Values Based on a Peak Experience
  4. Connecting Values to Engagement
  5. Employee Empowerment
  6. Work-Life Balance
  7. Identifying, Measuring, and Shaping Culture in Small Groups

Section III: People Systems and Processes Workshops

  1. Communicating Effectively with Employees
  2. Stay Interviews
  3. Performance Feedback
  4. Responding to Employee Feedback
  5. Peer-to-Peer Recognition
  6. Diversity and Inclusion
  7. Creating SMART Tasks
  8. Using Case Studies as an Effective Teaching Method

What is Engagement?

There are many published definitions of engagement. As stated by the Office of Personnel Management (OPM) (2015), engagement is defined as “the employee’s sense of purpose that is evident in their display of dedication, persistence, and effort in their work or overall attachment to their organization and its mission.” Towers Perrin, as cited by Vance (2006, p. 3) defined it as “the extent to which employees put discretionary effort into their work, beyond the required minimum to get the job done, in the form of extra time, brainpower or energy.” Any employee who knows what to do, how to do it, and wants to do their absolute best, is an engaged employee.

Why is Engagement Important?

Engagement is linked to performance and mission success in both federal agencies and the private sector. In the executive order from the Office of Management and Budget (OMB), OPM, and the White House Presidential Personnel Office, it is noted that employee engagement is a leading indicator of performance and should be the focus at all levels of an agency. It further states that “the top-line goal for Federal agencies is to improve from 2014’s 63% Engagement Index score to 67% on the 2016 survey” (Donovan, Cobert, Archuleta, & McLaughlin, 2014).

In 2012, Gallup conducted a study to compare engaged work units with disengaged work units by analyzing 192 organizations in 34 countries, involving 49,928 work units and 1.4 million employees. The results of this study confirmed a strong linkage between engagement and performance in several performance outcomes (Sorenson, 2013):

Work units in the top quartile in employee engagement outperformed bottom-quartile units by 10% on customer ratings, 22% in profitability, and 21% in productivity. Work units in the top quartile also saw significantly lower turnover (25% in high-turnover organizations, 65% in low-turnover organizations), shrinkage (28%), and absenteeism (37%) and fewer safety incidents (48%), patient safety incidents (41%), and quality defects (41%).

Engagement not only affects performance, but also employees’ personal relationships and health. How many times has an unhappy, disengaged employee driven home and been more likely to start an argument? As for health, per a Gallup study between 2014 and 2015, Harter and Adkins (2015) found a strong relationship between employee engagement and individual health. Employees who were actively disengaged were significantly more likely than engaged employees to be obese; diagnosed with high blood pressure, high cholesterol, and depression; and more likely to have had physical pain and stress the day prior (Harter & Adkins, 2015).

Increasing employee engagement throughout the workforce is in the best interests of the organization, their clients, and each employee.