Employee Engagement Training Course in New Zealand
Our corporate training course is also available in Auckland, Wellington, Christchurch, Hamilton, Tauranga, Napier-Hastings, Dunedin, Palmerston North, Nelson, Rotorua, New Plymouth, Whangarei, Invercargill, Wanganui, Gisborne, Lower Hutt, Upper Hutt, Porirua, Waitakere, Manukau, North Shore, Hastings, Levin, Timaru, Papakura, Pukekohe East, Taupo, Masterton, Levin, Tokoroa, Queenstown, Wanaka, Kaikoura, Paihia (Bay of Islands), Franz Josef, Milford Sound, Akaroa, Arrowtown, Coromandel Town.
About This Employee Engagement Training Course in New Zealand
Employee Engagement Course in New Zealand
Having engaged employees course in New Zealand in the workplace is a sign of how employees are connected to a company. They understand and uphold the goals and values of the company they work for and are committed to its success. Employee engagement can be achieved by creating a work environment that encourages the full potential of the employees.
Who Should Attend This Employee Engagement Course in New Zealand Workshop
This Employee Engagement Course in New Zealand workshop is ideal for anyone who would like to gain a strong grasp and improve their Employee Engagement.
All Staff Within An Organisation
Managers
Team Leaders
Executives
Assistants
Officers
Secretaries
Group Size For This Employee Engagement Training Program in New Zealand
The ideal group size for this Employee Engagement course in New Zealand is:
Minimum: 5 Participants
Maximum: 15 Participants
Course Duration For This Employee Engagement Skills Course in New Zealand
The duration of this Employee Engagement Course in New Zealand workshop is 2 full days. Knowles Training Institute New Zealand will also be able to contextualised this workshop according to different durations; 3 full days, 1 day, half day, 90 minutes and 60 minutes.
2 Full Days
9 a.m to 5 p.m
Employee Engagement Course in New Zealand Benefits
Below is the list of course benefits of our Employee Engagement course in New Zealand
- Learn what Employee engagement is
- Understand why employee engagement is important
- Be able to identify the factors that promotes employee engagement
- Envision how the company can grow through employee engagement
- Have the capability to create effective employee engagement strategies
- Learn the different ways to develop existing employee engagement acts in a company
- Sustain employee engagement in a company
- Acquire the knowledge to be able to identify employees that are engaged and those who are not
- See the errors of a failed employee engagement plan
- Do the math to calculate for the metrics in determining the strength of employee engagement in a company
- Obtain the skills on how to be a leader that motivates engagement
- Learn how to draft a sustainable employee engagement program in a company
Employee Engagement Course in New Zealand Objectives
Below is the list of course objectives of our Employee Engagement course in New Zealand
- Discuss what is Employee Engagement
- Identify the traits of an engaging employee
- Explain the factors that motivates employees to engage
- Present the reasons why employee engagement is needed in an organization
- List the effective strategies to achieve employee engagement
- Practice how to improve current employee engagement plans
- Describe the traits that a company that practice good employee engagement looks like
- Illustrate the ways how employees show their engagement
- List examples of failed employee engagements
- Present a method of how to calculate for employee engagement metrics
- Exemplify how leaders should motivate employees to engage
- Create a personal plan to achieve employee engagement and how to sustain it
Course Content For This Employee Engagement Training Course in New Zealand
Below is the list of course content of our Employee Engagement training course in New Zealand
- What is an employee engagement
- What does it mean to be an engaged employee
- What drives employee engagement
- Importance of employee engagement in an organization
- Effective employee engagement strategies
- Ways to improve employee engagement
- How to establish a culture of employee engagement
- How do employees show their engagement
- Failures of employee engagement
- Metrics used in assessment of employee engagement
- How employee engagement develop leadership
- Developing and sustaining employee engagement
Employee Engagement Course in New Zealand Value Added Materials
Each participant will receive the following materials for the Employee Engagement course in New Zealand
Employee Engagement Course in New Zealand Learner’s Guide
Employee Engagement Course in New Zealand Handouts
Employee Engagement Course in New Zealand PPT Slides Used During Course
Employee Engagement Course in New Zealand Certification
Each course participant will receive a certification of training completion
Course Fees For Employee Engagement Training Course In New Zealand
There are 4 pricing options available for this Employee Engagement training course in New Zealand. Course participants not in New Zealand may choose to sign up for our online Employee Engagement training course in New Zealand.
- USD 679.97 For a 60-minute Lunch Talk Session.
- USD 289.97 For a Half Day Course Per Participant.
- USD 439.97 For a 1 Day Course Per Participant.
- USD 589.97 For a 2 Day Course Per Participant.
Discounts available for more than 2 participants.
Upcoming Employee Engagement Training Course in New Zealand Schedule
Contact us for the latest Employee Engagement course in New Zealand schedules:
Email: contact@knowlesti.nz
Message:
Download Employee Engagement Course in New Zealand Brochure
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Post Training Support: A vast majority of training does not have any effect beyond 120 days. To work, training has to have a strong pre- and post-training component. Post-training reinforcement helps individuals to recall the understanding and ask questions.
Blended Learning: Learning does not occur in the classroom. Virtually everybody prefers distinct ways of learning. Successful learning should have a multi-channel, multi-modal strategy.
- We Understand The Industry: We’ve got a profound comprehension of the business, business design, challenges, strategy and the that our participants are in and have designed the courseware to cater to their professional needs.
- Course Content: Knowles Training Institute’s material is relevant, of high quality and provide specific learning results. Participants will leave the training course feeling as they have gained a strong understanding and will also be in a position to execute what they have learned sensibly.
Course Development — The workshop modules follow a systematic and logical arrangement. This structure helps to ensure that the course material allows the facilitators to deliver the course in a logical arrangement. Consider the subjects as building bricks into learning, our facilitators slowly build towards a comprehensive picture of this entire topic.
Course Enquiries
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Email: contact@knowlesti.nz
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Questions
Employee engagement is the degree to which employees feel passionate about their jobs, are committed to the organisation, and put discretional effort into their work. Employee engagement is not identical to employee satisfaction.
Do not understate the importance of employee engagement – employee engagement strategies have been proven to decrease staff turnover, increase productivity and efficiency, retain consumers at a higher rate, and become more profitable. Most importantly, engaged employees are happier, both at work and in their lives.
Here are seven astounding employee engagement examples from companies doing it right.
Supercell. Finnish mobile gaming giant Supercell has a relatively small number of employees (200+) but achieved a revenue of $2.3 billion in 2016.
Yousician.
Drift.
Gryphon Secure.
L'Oréal.
Virgin.
Glassdoor.
Promoting Effective Engagement. Engage: to get or contract for; to obtain and hold the attention of; to pledge or promise; to interlock or cause to mesh. In social work practice, engagement is both a process over time and an outcome.
Employee engagement is not synonymous with employee satisfaction. An employee can be satisfied but not significantly engaged. Factors like flexibility, compensation and working conditions all contribute to employee satisfaction. Think of it this way: if the employee's basic needs are met, chances are they are satisfied.
Employee engagement is an approach designed to make employees committed to their organisation's goals, aspirations and values, encouraged to contribute to organisational success, and are ready at the same time to enhance their well-being.
Employee engagement is an approach developing in the right conditions for all members of an organisation to give their best every day, dedicated to their organisation's goals and values, excited to contribute to organisational success, with an improved sense of their well-being.
'Employee engagement strategy' means to 'increasing the chances that employees will have a personal emotional connection with the company'. This connection cannot be forced but is fostered in an environment in which it is more likely to grow.
Career development chances improve employee engagement in the workplace. When employers continuously spend both time and money in their employees' progress at the workplace, employees will understand that the company is also involved in the progress of their career.
The 'Engaging for Success' report suggests four key drivers to employee engagement: Strategic Narrative, Engaging Leaders, Employee Voice, and Integrity; businesses must focus their attention on these drivers if they are to be successful.
Here are six approaches that HR professionals can use to engage employees with their work and with the organisation.
Communicate deliberately and regularly.
Invest in well-being.
Invite feedback – and act on it.
Define the organisation's purpose.
Empower your people.
Recognise good work.
Here are eight main factors contributing to employee engagement at the workplace:
Career Development Opportunities.
Flexible.
Fair Pay Structure.
Adopt a Learning Culture.
Cultural Diversity.
Transparency and Honesty.
Autonomy.
Inspiration.
These are eight elements of Employee Engagement:
Leadership. Employees desire to have meaningful relationships with their managers.
Communication. Wondering what makes a good manager?
Culture.
Rewards and recognition.
Professional and personal growth.
Accountability and performance.
Vision and values.
Corporate social responsibility.
Here are four approaches organisations can use to help build their engaged employees:
Use the best employee engagement survey.
Focus at the local and organisational levels.
Choose the right managers.
Coach managers and make them accountable for their employees' engagement.
Do not understate the importance of employee engagement – employee engagement strategies have been proven to decrease staff turnover, increase productivity and efficiency, retain consumers at a higher rate, and become more profitable. Most importantly, engaged employees are happier, both at work and in their lives.
Here are six easy ways to cover employee engagement adequately:
To Measure Employee Engagement one Should Collect Baseline Data.
Conduct Employee Engagement Surveys
Measure Employee Engagement by Monitoring Social Media Activities
One-on-One Meetings
Measure Employee Efficiency at Work
Exit Interviews
A commonly agreed-upon definition would be the physical, psychological or emotional condition of the employee while at work. Four things are essential when we talk about employee engagement; commitment, motivation, loyalty and trust. Their level defines the quality of engagement of an employee.
A global study of engagement from the ADP Research Institute discovered that if employees think of themselves as part of a team, they are double as likely to feel engaged in their work.
Here are ten KPIs for gauging employee engagement
Employee NPS.
Turnover Rate.
Successful hires after a trial period.
Internal Promotion Rate.
Employee satisfaction index (ESI)
Online company ratings.
Active intranet users.
Active employee social ambassadors.
