Employee Engagement Resources

Attend HumaNext Event and Get Certified to Deliver our Programs

Don’t miss this vital annual event to experience HumaNext workshops and methodology, and the post-event online certification to deliver our programs to your clients. Visit: http://www.humanext.com/HumaNext-Events.html

The Employee Engagement Bundle consists of the following three components offered together with significant savings:

1. Employee Engagement for Change Program: A complete ready-to-run off-the-shelf program that covers initiating, training, and communicating employee engagement in an organization. The program comes with a step-by-step Leader’s Guide; a set of PowerPoint Slides; and a reproducible Participant Manual. Regular price is $495
2. Heart & Mind Communication: A program that gives you concepts and content for communicating to engage the hearts and minds of your audience. Comes with a Communicator’s Guide and PP Slides. Regular price is $495
3. Culture Compass: One online assessment that enables you to uncover the hidden values of your work culture, shows you areas of strength and weaknesses and ways to strengthen it. Regular price is $49

Total value is $1039 – Request Samples then Order it to save over $500 for just $495.00

Request Samples: Before you buy these non-returnable electronic products request samples by sending complete business contact information to service@humanext.com asking for Samples of Employee Engagement Bundle

That was the question that propelled American State Bank (ASB) to start implementing HumaNext’s Employee Engagement for Change process in 2009. Two years later, the process has proved successful, producing significant results for employees and the organization. “We still have some action teams functioning today, and top management continues to implement changes as a result,” said Dr. Wayne Moore, VP/Director of Internal Communications at ASB. “Many of the changes proposed by employees and implemented by the organization made a meaningful difference in our performance and work culture.”

“I’m thrilled at the opportunity to share with others the success story experienced here at American State Bank as a result of using the HumaNext process of employee engagement. I especially liked the material for the ease in which I could use it, the practical approach it provided, and the interrelated processes that have enabled continuity up to now,” he added.

Dr. Wayne made a presentation on the ASB success story at HumaNext 2011 (November 13 to 15, 2011)

Commenting on the ASB story, Francois Basili, HumaNext president and developer of the Employee Engagement Program, emphasized that the process ignites employees’ energy by cultivating the critical factors of employee autonomy, grass root action, and breakthrough innovation. It then supports these factors with relevant training and communication that enable employees to understand, commit, and collaborate.”

Facing the Challenge of Organizational Change?

Want to Ignite Employee Engagement?

Looking for a Dramatic Way to Inspire Employees to Change the Culture?

Do It Right with "Employee Engagement for Change"!

Are you embarking on a major organization change like introducing new technology, merger, downsizing, outsourcing, re-engineering, quality or productivity improvement, customer service overhaul, or other change initiatives?

Are you concerned about low employee morale, high turn-over, the rumor mill, internal strife and conflict, union grievances, a negative or destructive corporate culture?

For any or all of the above challenges, you now have a powerful, ready-to-launch program that will guide you every step of the employee engagement and change process, from planning and initiating to culture change, communication, and training.

Get a Free Sample PackageBefore ordering Employee Engagement for Change - an electronic product that cannot be returned -  please request a Sample Package by emailing complete business contact information to service@humanext.com  

Regular price is $495. Save $100.00

Order it now for$395.00 for single user license

Order organization license for $1,995.00

Or order a license for 3 users from the same organization for $695.00

Are you just beginning your engagement journey? You'll find activities to help you define employee engagement, measure the current level of engagement in your organization and understand critical underlying principles. Are you interested in sustaining and growing employee engagement? Move on to the activities on overcoming obstacles, motivating engaged employees, how world famous leaders lead engagement and other advanced topics.

The activities are organized into six, easy-to-reference sections: · Understanding employee engagement · Getting started to engage employees · Leading employee engagement · Measuring employee engagement · Creating an engaged workplace · Employee engagement communications

Each of these fun and easy-to-use employee activities focuses on a different aspect of employee engagement and can be completed in 30-45 minutes. Each activity includes the purpose, description, time guidelines, resources, presentation instructions, debriefing guidelines and a handout.

Order for $149.95

	Get HumaNext Newsletter
	REGISTER NOW

- A great experience, gave me a different perspective on training. Very creative way to deliver messages / learning.
- Mega-applicable. Great tools and ideas.
- Vibrant personal experience. Loved the session. Exceptional.
- Outstanding! May I return? 
- Awesome! Detailed yet engaging. The start of a journey to greater personal abilities.
- Linking employee engagement to a change initiative is a great idea.
- 6 Principles of employee engagement and video presentation – outstanding!
- Every part had great value. Well worth my travel time and money from Nigeria!!
- Engagement Model was most valuable - Fantastic ideas.

Register for our newsletter to stay in touch with our future programs:

	Get HumaNext Newsletter
	REGISTER NOW

Research has shown that employees would not get engaged if they perceive top leadership to be disengaged. Professionals working in employee communication, training, human resources, or management who initiate employee engagement programs for their organizations face the challenge not only of engaging employees, but also engaging themselves and their leaders. Logically, a trainer, communicator, or HR professional who is not engaged cannot create effective engagement for others.

• According to research by the Gallup Organization, personal friendships at work can increase satisfaction by as much as 50%.
• The Gallup’s study entitled Vital Friends: The People You Can’t Afford To Live Without, which was based on more than 5 million interviews, showed that people with three friends at work were 46% more likely to be extremely satisfied with their jobs and 88% more likely to be satisfied with their lives, as well as having fewer work-related accidents and being more engaged with customers.
• In fact, Gallup’s Q-12 employee engagement benchmark survey includes the question, ‘Do I have a best friend at work?’ as one of the indicators of greater engagement in the workplace, with links to higher levels of productivity, profit, employee retention and customer satisfaction.
• As a result, your employee engagement initiative should include strategies to facilitate the development and sustenance of friendships among employees.
• One of the ways to start this off is by offering retreats where employees can learn together. While acquiring vital business-related skills, employees often find themselves making long-term friendships with their co-workers through the sharing of personal development opportunities, experiences, plans, and ideas.

The answer: Both.

You need a scientific research-based approach to investigating and understanding what ignites people’s passion enough to get them totally involved in their work. You need to be on solid footings as you determine the key elements that create the state of engagement for employees. Without a deeper understanding of these factors you are likely to design an initiative that fails to respond to employees’ real needs and aspirations, resulting in a short-lived initiative with no visible impact. But this alone is not enough.

You also need to summon all your talent, creativity, and artistic ability to design an initiative that can dramatically touch people’s hearts and minds. Your communication cannot just inform employees of the initiative. It must inspire them as well. Your training cannot be the business-as-usual type of boring presentations that employees hate to go to. You need to think differently. You need to get engaged yourself before you try to engage others. You need both art and science to design and deliver an effective and exciting employee engagement initiative.

You will experience this first hand at HumaNext 2011 Engagement, Inclusion, and Emotional Intelligence Boot Camp. Learn more about it at this page.

Employee engagement offers organizations more meaningful benefits than employee satisfaction. To understand why satisfaction is not enough let’s consider an employee who is very satisfied because he works for a nice, not very demanding boss, and has many colleagues who became friends and thus he loves to go to work every morning to talk and joke with them. His job performance is a bit below average yet he is pleasant enough not to create problems for anybody including his boss. Even though his survey results will indicate a high level of personal satisfaction, this does not translate into high performance results for the organization. So in effect you can have highly satisfied employees in an organization that fails to compete and succeed in the marketplace.

Employee engagement focuses on both satisfaction and contribution toward achieving the organization’s goals. It challenges us to create a culture where employees are eager to invest more of themselves to help the company succeed. Research shows that the difference can be significant. For example, research by the Gallup organization has found that companies that had higher levels of employee engagement outperformed the S&P by 24% over a three-year period.

To learn more about how to create a culture of employee engagement, plus two other topics vital for your work culture, attend HumaNext 2011. Learn more on this page.

The story goes on to say, “That wackiness is by design. Tony Hsieh, the chief executive of the billion-dollar online shoe and clothing retailer, believes that making employees happy means great things for his company.”

Does this kind of work culture create true employee engagement or is it just the kind of forced fun (or fake fun, your choice) that makes good PR but no real difference in employees’ work life and the organization’s performance?

For employee engagement initiative model and process order  our Employee Engagement for Change off-the-shelf, ready-to-implement program below.