Aitchison, Managing Partner at Emenex and Jeremy Bailey, UK Sales Director at
Halogen Software launched the relationship between the two organisations in the
UK with a webinar entitled “Increasing Employee Contribution through
Aligning Performance with Expectations?”
presented research conducted in the area of employee engagement, including the
findings of the Macleod Report that highlight the relationship between employee
engagement and organisational revenue and profit performance as well as
employee satisfaction and loyalty.
Having laid the foundation he went on to explain the research and
development work that Emenex partner Global Novations have done in this area to
more effectively engage employees in the workplace.
is currently co-authoring a book on this topic entitled ‘The Six Drivers of
Highly Engaged Employees’ that further details what highly engaged employees do
that differentiates them from the pack in driving their engagement within their
presentation, Jeremy presented an overview of the Halogen Software ePerformance
solution that supports organisations in the consolidation of personal data and
use of this data to drive performance.
Emenex are running a free webinar on 24th January 2012, showing how brewing firm Molson Coors, through a powerful career development programme, raised their employee engagement from 86% to 89% in just 2 years. This 3% increase translated into a huge surge towards the company’s ambitious target of being a Top 4 brewer.
In partnership with Emenex, Molson Coors implemented the Career Development Workshop at their UK Burton-on-Trent site in 2009, before expanding it into the USA and Canada. On this webinar, Tracey Morgan, Senior HR Business Partner for Talent Development at Molson Coors, will share the advantages this initiative brought to the company and Alistair Aitchison, Managing partner at Emenex, will explain the background and research to the processes Molson Coors used to attain their results.
Emenex co-hosted Paul Terry, Vice President International at Global Novations, for the launch of the latest Global Novations, Four Stages™ of Contribution, research. Paul’s presentation, entitled “Engaging Employees for Optimal Contribution in a Challenging Economy – What the MacLeod Report Didn’t Teach You", explored the findings of the research and what employees and their managers can do in order to increase their engagement, contribution and satisfaction in the workplace.
Learning and Development managers from a cross-section of organisations including Lloyds Bank, G4S and Grovesnor discussed the findings of the latest research that highlighted that almost 50% of managers are contributing independently rather than leveraging their teams, leaving $ billions of contribution untapped, while a large gap continues to exist between how employees and managers assess their contribution.
If you are interested in receiving a copy of the latest research and finding out more about how its conclusions can help you better tap into the discretionary contribution of your employees please contact us.
The Employee Engagement Mindset provides practical advice on how any employee can put him or herself on the fast track to true engagement using this six-part model. With high levels of engagement come organisational success and improvements in employees’ professional and personal lives. Employees who take ownership and pride in their work get results with energy, passion, and purpose. They stay in their jobs longer, innovate faster, and execute better.
Simply put, every engaged employee is worth his or her weight in gold. Whether you’re in charge of driving employee engagement or feel the need to take personal responsibility for excelling at work, The Employee Engagement Mindset tells you everything you need to know.
For more information about our programmes please contact us
Few today would argue that coaching is an effective business tool for maximising the productivity and performance of employees, helping individuals to overcome challenges and achieve personal objectives.
Set that alongside the ‘big issue’ of the day – how to maximise employee engagement and contribution – and you can quickly see the need for more qualified coaches who share a passion for developing people and an ability to help others engage with the challenges they’re grappling with.
To meet that need, Emenex have recently launched a Coaching for Success programme to help those who are looking for a more effective way of tapping into the discretionary contribution of their employees. Accredited by the Institute of Leadership and Management (ILM) at Level 5 and packed with opportunities to learn, discuss, challenge, share and practice their coaching skills, this hands-on programme will help participants to rapidly gain skills that transfer directly into their next planned coaching session.
The programme is structured around two 2-day face-to-face training sessions and two 1-day sessions, with ‘real’ coaching sessions in-between. Supervision is structured so that learning from participants’ own experience is planned in a safe and learner-focused training environment.
Programme Director, John Schonegevel, a Master in Executive Coaching from Ashridge School of Management, said of the new programme:
“This programme can make a profound difference to the capacity of leaders to lead, managers to manage and individuals to contribute to their organisation’s success.
We've structured the programme to enable delegates to learn safely, to apply that learning in their workplace and then to reflect on that learning. It therefore follows coaching best practice, and serves as a role model for applying coaching at work.”
One of the participants of the pilot programme, Angela Gallacher, of Salford University stated:
“Working as a counselor with HE students highlighted some quite specific areas of work which sometimes I felt did not fit into the truly 'counseling' area. I decided to find out more about mentoring and coaching… My search for an ILM coaching course eventually led me to Emenex. I can remember being very nervous as I prepared to meet my course members on the first morning in the Holiday Inn in Stratford, indeed I asked myself several times what was I doing! The feeling soon went and I can only describe those first 2 days as inspirational. It's difficult to describe what was inspirational because that was very much about the interaction of the course members and how open, empathic, compassionate and challenging we were able to be, which enabled me to learn more about myself as well as coaching. The structure of the course has fitted well with my job and has allowed time for reflection.”
The next programme groups are scheduled to start in the latter half of January 2013, with groups meeting at venues in Leeds (15th - 16th January) and Reading (23rd - 24th January).
For more details, visit our website by clicking here or contact us on 08450 523 593, or via email: firstname.lastname@example.org