How I Work
All the work I do is based on the following principles:
- The natural state of the employee-employer relationship is one of goodwill
- The forces and events that damage this goodwill can be identified and controlled
- Engagement is not something “done to” employees, it is built together by all parties
- In building engagement, outsiders have a crucial, but limited, role
- build on my clients’ existing engagement activities: almost no engagement work starts from scratch
- Shared purpose, simply described, is the best driver of employee engagement
Stage 1: Diagnostics (Duration approx 1 month)
Purpose
- Identify the sources of ill-will and cynicism that stand in the way of high morale
- Identify the sources of good will, pride and commitment on which the client can build
- Assess the impact of current engagement work
Methods
- Surveys, focus groups and interviews, conducted in compliance with the code of con duct
of theResearch Society
Deliverables
- A baseline of engagement levels for assessing the effectiveness of subsequent
engagement work - A statement of what heightened engagement will look like for the client and what value it
will bring - A plan for how to bring this about
Stage 2: Quick Wins (Duration approx 3 months)
Purpose
- Quickly alleviate ill-feeling and cynicism
- Capitalize on good-will and pride in the employee population
- Create workable mechanisms to include employees in decision-making where applicable
Methods
- Put in place pragmatic, lasting institutions that address the needs of
- Individuals and their line managers
- Small teams and their leaders
- Large teams and their leaders at all levels
Deliverables
- A structured set of activities carried out regularly by employees at all levels that delivers a
coherent engagement programme - Simple tools to measure the conduct and results of the activities
Stage 3: Growth (Duration varies)
Purpose
- Create competitive advantage by growing to outstanding levels of employee engagement
- Become highly resilient to change
- Build on work done in stage 2
Methods
- Identify the right portfolio of engagement work for the client
- Bring in best of breed suppliers, under Camrose direction to deliver a precisely tailored
mix of services
Deliverables
- A structured set of activities carried out regularly by employees at all levels that delivers a
coherent engagement programme - Simple tools to measure the conduct and results of the activities