Factory People Engagement

…companies conduct such surveys because they want to gather the opinions of their staff.  The challenge is then…

…that the senior team wants to use the data to make positive changes for the benefit of their staff, but they struggle with their people strategy. In general, the struggle is because the senior team has no path to follow and no tools to use. Moreover, their experience in implementing the findings to better engage people is likely to be limited.

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‘Positive Production People’ (P3)

P3 provides a structured programme for the senior team to put in place. Namely, a programme for a better people strategy. In short, P3 is a three-year programme helping to engage people better by investing in colleagues’ development, listening to colleagues, combined with a reward and recognition scheme. To demonstrate, this is ideal for factories of over 250 employees. It should be noted, that a case study with a Top 20 plc Supplier to Tesco, P3 was found to improve people engagement by 20%!

For example, this 3-Minute video will help further to explain what P3 can do for factories of suppliers to UK Supermarkets to engage people further:

employee engagement

Available for Virtual Delivery

Prices Start From £750, find out more:

Learning for Today’s World:

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“MBM understood our challenges because they are accredited professionals from our industry.”

“The chain of evidence meant I understood the individual ROI from the training.”

“Their learning techniques made it stick for the long term, giving continuing improvements.”

7 Stages of Achieving an Increase in Factory People Engagement

The 1st Stage of achieving a significant increase in Factory People Engagement

Stage 1 – Objectives

Objective: To identify the level of people engagement wanted for each of the 3 years.
Description: Meet with the stakeholders and a cross-section of Learner to analyse the data, identify insights, and then identify the objectives.

employee engagement

Stage 2 – Listening

Objective: To design a buy-in campaign that works.
Description: Design a communication plan and activities that create the platform to achieve the objectives in Stage 1.

The third state of Factory People Engagement- Masterclass!

Stage 3 – Masterclasses

Objective: To upskill the Learners in 3 soft skills.
Description: Learners attend Masterclasses to develop 3 soft skills; Feedback, Coaching, and Teamwork.

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Stage 4 – Sticky

Objective: To create training between the Masterclasses that sticks.

Description: Adapt the Sticky workbooks so that the Learners use the learnings from their Masterclasses.

Factory People Engagement Stage 5- the importance of recognition

Stage 5 – Recognition

Objective: To have a reward and recognition scheme that embeds the right behaviours.
Description: A scheme that highlights those that are using the right behaviours and those that are not.

Stage 6 of the Factory People Engagement- Results

Stage 6 – Results

Objective: To understand if the programme has achieved the agreed targets.
Description: Re-do the people engagement survey and analyse the results for positives and negatives.

Factory People Engagement Stage 7- Build

Stage 7 – Build

Objective: To use the learnings from year 1 to build years 2 and 3.
Description: Using the engagement survey to steer years 2 and 3 towards even better people engagement.

Engage People for Higher Profits

Recent studies and research lend support to the simple fact that happier employees increase productivity. This, in turn, helps drive higher profits. Below, are just a few examples of productive people strategies:


A Gallup study in 2015 reports that 50.8% of the workforce in the US were ‘not engaged’. Furthermore, another 17.2% were ‘actively disengaged’. Consequently, these employees, while not hostile, did the bare minimum. Clearly, they made little effort to go the extra mile. Moreover, they were more likely to miss work and resign.
Lack of employee engagement is a global issue. In 2016, Gallup published a report on how Germany is negatively affected by disengaged employees. 84% of employees in the country were considered to be ‘disengaged’ or ‘actively disengaged’. Thus, this resulted in an estimated loss of €75 billion to €99 billion annually from lost productivity.

The Human Capital Institute:

The Human Capital Institute reported the following data relating to employee engagement:

  • Fully engaged employees return 120% of their salary in value.
  • Engaged employees return 100% of their salary in value.
  • Somewhat disengaged employees return 80% of their salary in value.
  • Disengaged employees return 60% of their salary in value.

The problem is simple and still, many companies are failing to connect with their workforce.

Other People Strategy Studies:

To demonstrate, The Incentive Research Foundation compiled a study on the Cost of Employee Disengagement. In 2010, as much as $350 billion is lost annually to low productivity, theft, accidents and employee turnover in the US alone. By 2017, Mind the Workplace, a study by Mental Health America estimates businesses lose between $450 and $500 billion a year as a result of low productivity from disengaged employees.
Additionally, in 2010, the University of Pennsylvania researchers affirmed Southwest Airlines founder, Herb Kelleher’s idea that corporate results have a direct correlation to workplace morale. Altogether, in this study, the team found that the “Top 100 Best Companies to Work for in America” also had a 3.5% higher than average annual returns.

In their employee engagement research, the Corporate Leadership Council found that up to 76% of employees are “up for grabs” in terms of engagement, and could become engaged or disengaged.
Researchers at Dale Carnegie found that up to 69% of disengaged employees are willing to leave their current employer for a 5% pay increase. The good news is that according to the Work Institute, most employee turnovers can be prevented. Up to 75% of turnover cases can be turned around.
The potential financial impact of this could be substantial for your organisation. Evidently, it is clear that the research proves that more engaged staff equals better profits.

This infographic summarises findings on the impact of engaged and disengaged employees (press image to view in full) :

Employee engagement

Get in Touch With Us to Help Engage People Better

Feel free to get in touch to learn more about how Factory People Engagement can help your people strategy engage people better. Or if you would like to learn more about any of our other training courses, simply fill out the form below, and we will be happy to get back to you with further information:

Achieving Real Behavioural Change with ‘Sticky Learning ®’

Sticky Learning ® is our own unique learning method. Developed over the last 18 years. Most Learners attend 1-day training courses and do nothing afterwards. HR Managers & L&D Managers told us that this was unacceptable.

Sticky Learning ® helps Learners to Realise more of what they have learnt. To help them to Recall more of what they have learnt. Plus, Retain more of what they have learnt. The 3 R’s.

Sticky Learning ® enables us to proudly guarantee that if a Learner is not still using their new skill 5 months later, we will give you your money back. This is our money-back guarantee.

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Measuring Your ROI

We evaluate your training on 5 levels, see below, and summarise these into a pack called the ‘Chain of Evidence’.

  • Level 1: Reaction (Feel) – What were the learners’ first impressions of the learning?
  • Level 2: Learning (Know) – How much did the learners learn?
  • Level 3: Behaviour (Do) – To what extent has the learning been used?
  • Level 4: Results (Numbers) –  How did the behaviour affect the results?
  • Level 5: Sponsor (Align) – What ‘observable change in performance’ has been achieved?

You can find out more about measuring your ROI in ‘About Us’.

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