Employee engagement and retention (People)

Question 1

Employee Life Cycle (ELC)

Answer 1

all the activities associated with an employee’s tenure in an company. There are 4 phases

Question 2

What are the 4 phases of the employee life Cycle?

Answer 2

Recruitment
Integration
Development
Transition

The phases influence the inputs and types of developmental activities the employee need to support his or her performance and engagement

Question 3

Recruitment phase

Answer 3

The start of the employee life cycle. The employer-employee relationship is initaited

Question 4

Integration phase

Answer 4

The employee gains access to information and tools required for the job and settles into the position. Employee becomes familiar with coworkers and the company culture

Question 5

Development phase

Answer 5

The employee participates in internal training and external professional training programs funded by the company. Management and employee develop performance goals and performance evaluations.

Question 6

Transition phase

Answer 6

Specific activities are dependent on the type of transition.

Question 7

Well being

Answer 7

Physical, psychological and social aspects of employee health

Question 8

Employee engagement

Answer 8

It is an outcome-driven concept. It is the employee’s company commitment and their willingness to “go the extra mile”

Employees’ emotional commitment to a company is demonstrated by their willingness to put in discretionary effort to promote its effective functioning.

Question 9

Trait engagement

Answer 9

The inherent personality-based element that makes an individual predisposed to being engaged. A natural curiosity and desire to be involved and interested in problem-solving.

They just naturally want to be engaged

Question 10

State engagement

Answer 10

Influenced by workplace conditions or practices- task variety, the opportunity to participate in decisions. It can be improved through organizational intervention under management control.

Question 11

Behavioral engagement

Answer 11

The evident effort that employees put into their jobs. Occurs when both trait and state engagement are present

Question 12

Transactional enagagement

Answer 12

The employee appears engaged but is not actually engaged. They are not really motivated/ committed to their role at work

Question 13

Employee involvement

Answer 13

refers to brining employees into the decision making process and involving them in conditions improvements and relevant change initiatives

Question 14

What are the 4 drivers of employee engagement

Answer 14

1. The work itself
2. Confidence & trust in leadership
3. Recognition & rewards
4. Company communication that is delivered in a timely & orderly way

Question 15

Stay Interviews

Answer 15

Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so.

Employees discuss why they like (or do not like) their current jobs. Help assess the degree of employee satisfaction and engagement in a department.
It should be conducted by the employee’s manager.

Question 16

Employee surveys

Answer 16

Instruments that collect and assess information on employee engagement, satisfaction, and perceptions surrounding the work environment. Provide formal documentation on important company issues,

Question 17

Employee opinion surveys

Answer 17

It tends to measure important data on specific issues.

Question 18

What are the benefits of employee surveys?

Answer 18

Provide direct assessment of employee engagement
Increases levels of employee trust
Improve customer-level satisfaction
Detect early warning signs of workforce problems

Question 19

Retention

Answer 19

The ability of a company to keep its employees

Question 20

Realistic Job Preview (RJP)

Answer 20

A tool used during the selection process that provides a job applicant with honest, complete information about a job and the work environment. Gives a clear picture of what a job will be like if the applicant is hired.

Helps increase the potential of a good match between the candidate and the company.

Question 21

What are some examples if realistic job previews?

Answer 21

videos about the company/ job
Tour of the workplace
Interview with future coworkers
simulation

Question 22

Performance appraisal

Answer 22

Process of measuring and evaluating an employee’s adherence to performance standards and providing feedback to the employees. Measures the degree to which an employee accomplishes work requirements.

Provides feedback & counseling
Help in allocating rewards & opportunities
Help in determining employees’ goals and developmental needs

Question 23

Benefits of an effective performance appraisal

Answer 23

Improve productivity through constructive feedback
Identify training and developmental needs
Communicate expectations
Foster commitment & mutual understanding

Question 24

Performance Management

Answer 24

Tools, activities, and processes that a company uses to manage, maintain, and/or improve employees’ job performance.

Question 25

Performance Standards

Answer 25

Behaviors & results as defined by a company to communicate the expectations of management

Question 26

Authoritarian Culture

Answer 26

Power resides with top-level management. Employees have no involvement in the decision-making or goalsetting processes

Question 27

Mechanistic Culture

Answer 27

Tasks and responsibilities are defined clearly to the employees and shaped by formal rules and standard operating procedures. Communication processes follow the direction given by the company. Accountability is a key factor.

Question 28

Participative Culture

Answer 28

Collaborative decision-making & group problem-solving are embraced. Employees actively participate in the decision-making or goal-setting processes.

Question 29

Learning Culture

Answer 29

Organizational conventions, values, practices, and processes encourage individuals- and the company as a whole- to increase knowledge, competence, and performance. Shared and continuous learning are embraced; employed have space to experiment and take certain risks.

Question 30

High-performance Culture

Answer 30

Talent is championed. Innovation, elevated performance, customer-centric strategies, relationships, communication, personalized employee experiences, and other characteristics are driven from the bottom up.

Question 31

How do managers facilitate engagement?

Answer 31

By showing gratitude, amplifying accomplishments, and communicating well and often with an emphasis on positive feedback.

Question 32

Best practices that sustain engagement over time

Answer 32

Commit long-term
Measure consistently
Connect engagement to business results
Seek employee input
Gain leadership support

Question 33

When are high performers most likely to stay with a company

Answer 33

When they believe they are doing meaningful work
When they’re recognized for going above & beyond
When they have the necessary tools to do their jobs