Employee Engagement 101. Presented by Kelli Vrla, CSP

Transcription

1 Employee Engagement 101 Presented by Kelli Vrla, CSP

2 Employee Engagement Actively disengaged Actively engaged 13% 27% Ambivalent 60%

3 Today You ll Discover... What different stages of engagement look like Warning signs of engagement decline Engagement tune-up or engagement makeover? Ready-to-use tools and techniques

4 3 Key Learning Points 1. Engagement is a moving target. 2. Keep yourself engaged. 3. Practice makes perfect.

5 Employee Engagement What do engagement and disengagement look like? Recognition, respect, and reputation

6 Estimated cost of $416 billion annually in the U.S. Can cost an organization 35% 50% of payroll Hidden Costs of Disengaged Employees

7 They don t pay me enough to care. Rental Car

8 Actively Disengaged People looking to leave as soon as possible CAVE: Consistently Against Virtually Everything

9 They show up but don t give full effort. They take a wait-and-see approach to the organization. Passively Disengaged

10 Engaged 1. Goal setters 2. Meet or exceed expectations 3. Enthusiastic for tough tasks 4. Want to know expectations 5. Curious about their place in the company 6. Perform at high levels 7. Want to use their talents 8. Work with passion 9. Drive innovation

11 Why would you trust that everyone has received this information? Be a problem solver, not a problem finder.

12 Drivers of Engagement 1. Meaningful work 2. Trust from managers 3. Connecting the dots 4. Growth opportunities 5. Skill enhancement 6. Relationships with supervisors 7. Team players 8. Pride in the organization

13 We expect you to be a problem solver.

14 3 Key Connections 1. Connection to organizational strategy, purpose, and direction 2. Connection to my manager 3. Connection to personal responsibility

15 Engagement Speed Bumps Lack of clarity of company values

16 What do you understand about the ontime policy? I need you here at 9:00.

17 Engagement Speed Bumps Lack of clarity of company values Lack of respectful treatment of employees

18 This can be tough; let s think about how to overcome this. I don t understand this new program.

19 Engagement Speed Bumps Lack of clarity of company values Lack of respectful treatment of employees Lack of ethical behavior standards Lip service to empowerment Image of what we do here

20 Unequal opportunities Engagement Speed Bumps Biased performance appraisals Moving targets for projects and promotions Lack of communication

21 Engagement Speed Bumps False opendoor policy No input in decisions affecting them

22 Value Input

23 Engagement Speed Bumps False opendoor policy No input in decisions affecting them Dysfunctional family unfriendliness Lack of got your backness

24 Employee Engagement Network Bob Nelson s books Crazy Busy Create a Connection

25 Silently repeat the speaker s words. Act as if you re interested. Have an alert posture. Listening Tips

26 Team Motivational Chart Name Personality Like Dislike/ Profile Frustration Type Skills Custom Appreciation

27 Custom Appreciation Not everyone has the same ideas on appreciation.

28 Measuring Engagement Are we doing it? Are we doing it right? It s common to survey but do nothing with the results.

29 Engagement and retention are top concerns. No company can win without energized employees. What if We re Not Engaging?

30 Increased: Customer satisfaction Employee retention Reduced: Safety incidents Absenteeism Operating margin Profitability Measuring Engagement

31 12 Questions to Gauge Engagement 1. Do you know what is expected of you? 2. Do you have the materials to do your work properly? 3. Do you have opportunities to do what you do best? 4. Have you received recognition in the last week? 5. Does your supervisor care about you? 6. Is there someone who encourages your development?

32 12 Questions to Gauge Engagement 7. Do your opinions count? 8. Does the mission make you feel your position is important? 9. Are your associates committed to quality? 10. Do you have a best friend at work? 11. Has someone talked to you about your progress in the last 6 months? 12. Have you had the opportunity to learn and grow in the last year?

33 Questions for Leaders 1. Do you understand your own purpose and passion? 2. Have you done everything to help the work force connect? 3. Do workers believe they matter? 4. Are you willing to share what you have learned? 5. How frequently do you acknowledge employee input? 6. Who are the people bringing in new ideas? 7. Do you explore topics outside your expertise?

34 Clarify and let them know what s going on. Trust employees to have all the information they need. Do annual surveys and focus groups. Communicate

35 Involve

36 Let them ask first before telling. Let them tell you what benefits them. Benefit

37 Enable Career- Developing Opportunities

38 Individualize

39 Step 1: Define what engagement is. Engagement Plan Step 2: Decide how you will measure it. Step 3: Identify, understand, and attack possible speed bumps. Step 4: Identify a backup plan. Step 5: Practice!

40 Summary Like it or not, you re the example. What example will you set?