This time it was at Microsoft's facilities in Lisbon, as it is one of the companies that most invests in Accountability and the Engagement of its employees.
After having breakfast, all guests had the opportunity to share and discuss their practices and experiences in the area of Engagement through a game. Guests from various activity sectors were present, in particular the sectors of Banking, Insurance, Telecommunications, Retail, Construction, IT, Transport, Media, Hospitals, Law Firms and Research.
Bright Concept first presented the meaning of engagement, the low percentage of engaged employees on average in 148 countries (13%), the various results of studies on the impact on the organization and employees and what has the most impact on employee engagement. For each of the levels of intervention, Bright Concept told what it has done at Microsoft and what it has done at other companies.
Thus, at the business level, he explained briefly and with exercises the interventions of:
- Creating a Culture of Accountability
- Promoting feedback and recognition in real time with an App
- Assessments for recruitment and promotions of managers
In terms of leadership, Bright Concept showed several ways to develop them, as leaders are responsible for up to 70% of the results of their teams' Engagement. Thus, he told some forms of development in the area of:
- Emotional intelligence
- Leadership for Accountability
- Strategic thought
- Coaching to employees
Employees also have responsibility for their engagement, which explains the wide range of engagement outcomes within a team with the same boss. In this area, Bright Concept strongly invests in development programs for:
- Accountability of all employees.
In the game, guests had the opportunity to present and discuss the various solutions that their organizations use to ensure greater employee engagement in teams.
Each team also launched the issue they would like to see resolved. We highlight the two issues that most arose for the promotion of greater engagement:
- How to ensure that Executive Committees or General Management are more involved in the continuous promotion of engagement?
- How to overcome the barrier of 18 months, related to the turnover of younger employees?
The teams also voted for the team that gave the best ideas and asked the best questions, and the prize was part of the participation in the next Open Leadership Program for Accountability that will take place in Lisbon on the 20th and 21st of June.
According to the guests, it was a very well spent and very inspiring start to the day!