Engagement and Culture are two of the key challenges facing organisations today. We support organisations to win in the marketplace and win in the workplace through programmes and processes that align the hearts and minds of employees to the goals and strategies of the organisation.
Through WorkQ®, one of our flagship programmes, we help employees see and understand the big Picture, buy into the Plan to help the organisation thrive and take ownership of playing their Part – something that is of particular importance during times of disruption and change.
Through engagement research, we’ve identified the key drivers that most impact employee engagement. This provides a useful framework for organisations to ensure that their engagement efforts are structured and comprehensive enough to drive the needle of engagement in a positive direction.
Our engagement programmes strengthen the drivers related to leadership, the psychological environment and employee mindset.
The five critical stakeholders in creating a culture of engagement are senior leaders, managers, supervisors & team leaders, individual employees and HR.
Our range of employee engagement programmes equip each stakeholder for its specific role while creating a common language regarding engagement in the organisation.
Senior leadership needs to set the tone and shape a high engagement culture. This programme involves them from the get-go and helps them to:
Managers are the ultimate owners of creating a culture of engagement. Aligned to FTG’s Employee Engagement Drivers Model®, Engaging Leadership equips managers for this role by developing the 4C’s proven critical to growing a high engagement culture:
Credibility: Modelling the way and lead by example
Connection: Connecting to employees in a one-on-one and team relationship, deepening the connection they have with the organisation through 4P conversations and shortening the line of sight between the work they do and what the organisation needs
Contribution: Bringing out the best in the people and recognising them in ways that are important to them
Communication: Creating dialogue and encouraging employee voice about what matters to them and to the organisation
WorkQ® goes beyond IQ and EQ to develop the mindset, knowledge and skills that enable non-management employees to understand the needs of the organisation, make them aware of what is expected from them to sustain and grow the organisation and be more willing, eager and able to contribute their best and effectively support each other in the process.
WorkQ® comprises three or four journeys that can be customised to fit your needs:
First-line leaders are the key drivers of day to day engagement. The irony is that few first-line leaders are equipped for this role. In most instances, they have been promoted on technical or functional competence. Free To Grow provides first-line leaders with a comprehensive development journey to address this gap. After they have attended WorkQ® with their staff, they continue the development journey with LeadQ
This programme helps them understand Employee Engagement and equips them with the skills and tools to create a positive work environment and developing the 2 I’s critical to their role: Inspire and Interact. It follows the same themes as Engaging Leadership, aimed at managers so that a common language regarding Employee Engagement is created across leadership levels in the organisation.
LeadQ is complemented by punchy monthly or bi-monthly, half-day LeadQ Coaching Circles that continue to develop engaging skills in digestible chunks.
A dynamic programme for HR & OD Practitioners that will equip them with the knowledge and skills to:
Additional offerings in a Change context:
Change holds potential for innovation and improvement. It also holds uncertainty and an element of risk. It’s therefore not surprising that most change initiatives fail and that many organisations and employees have become change averse, as they have seen too many initiatives fail. Our change programmes are designed to facilitate the ‘inner shifts’ needed to successfully lead the change and bring employees ‘on board’.
Provides leaders with the skills and tools required to lead organisational change effectively:
A hands-on programme providing employees with practical skills and tools to help them cope and deal with changes facing their organisation:
Additional offerings in a Customer Service Context
Delivering exceptional service is much more than serving customers – it is a mindset, a conscious commitment.
This mindset and commitment are directly related to employee engagement. The reason? Engagement – the emotional commitment one has to your organisation and its goals – drives higher levels of discretionary effort.
Helps employees discover their strengths and how they can use these to help the organisation deliver exceptional service and enhances:
Developing a solid understanding of your organisation, its culture, its people and its story. We then shape and map a solution to align with your context and objectives. Tools include: Engagement Survey; executive onboarding, focus groups, explore conversations and programme timelines and maps.
Working with you to create buy-in throughout the organisation and across levels. Tools include: Shape for the Execs, Roadshows, equipping Change Champions, Teasers, Key Influencer sessions and celebrating quick wins
Strengthening the confidence & connection of employees and their first line leaders with the organisation. Building basic business acumen gearing them for optimal contribution. Tools include WorkQ and in a change management context Fit 4 Change brings employees ‘on board’.
Equipping HR and all levels of leaders with skills and tools to walk the engagement talk, lead by example and bringing meaning to work & creating a culture of collaboration. We also equip leaders to facilitate meaningful, structured team dialogue to strengthen the culture (values) & improve team performance. Programmes include HRengage, SHAPE, Engaging Leadership and LeadQ. In a change management context, our Leading Change and Change@Work (Change Champions) programmes equip formal and informal leaders to drive and lead the change.
Evaluate & Entrench
Measuring ROI throughout the process by dipstick measurements, analysing business metrics & progress reviews, embedding and supporting the learning through support guides, coaching circles, individual coaching, capacity building programmes, coaching circles and learning bytes
The saying, ‘What gets measured, gets done, also applies to Employee Engagement. When performed effectively, Employee Engagement Surveys perform a vital ‘health check’ in the organisation and hold numerous benefits to the business.
Our Culture & Engagement Survey is a comprehensive tool based on local and international research and best practice, combined with our insight and experience, gained across 34 countries and 1 350 organisations, over 26 years. This experience in organisational culture and engagement guides our entire approach, from the selection of questions to the format of our briefing and feedback sessions, and our analysis and reporting of the data.
Since 2019 we have utilised the cutting-edge survey capability of Mindset Management, a trusted engagement survey consultancy, to offer our clients world-class technology in this area. Together with Mindset Management, we deliver a powerful, scientifically validated engagement solution that transforms employee feedback into critical business insights.
The quality and user-friendliness of the report is exceptional. You will receive access to advanced, drill-down analytics dashboards that will allow you to filter, compare and analyse employee feedback and survey results across time, sites, regions, and demographics.
Providing critical insights into the levels, indicators, and drivers of engagement in your organisation, our survey’s key differentiators include:
FREE: Measure your business unit’s engagement levels
Find out how engaged your business unit or team is with this free, no-obligation engagement survey.
“We found this instrument very valuable. It was a useful starting point of our engagement journey, clearly pointing out where we had to focus our attention.”
Reinhardt Van Rooyen, Vesuvius Business Unit Director AR, South Africa
“The survey gave employees on shop-floor a voice. It helped us to uncover engagement levels and provided us with valuable insights.
Using the feedback, we were able to capitalize on opportunities for improvement, identify where our strengths lay, as well as areas of weakness that required intervention. It helped us turn the data into actionable items that the shop-floor employees could recognize as a response to their feedback.”
Annelie Govender, HR Executive, Vector Logistics, RCL Foods