REDEFINING EMPLOYEE ENGAGEMENT. Kristy Frieden, President Positive Performance Solutions, LLC

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1 REDEFINING EMPLOYEE ENGAGEMENT Kristy Frieden, President Positive Performance Solutions, LLC

2 OBJECTIVES Determine the difference between engagement and satisfaction Understand the key drivers of employee engagement Identify specific management behaviors that can increase engagement levels and productivity of your employees

4 What are the challenges you face when trying to engage employees?

37% 50% 13% Engaged Not Engaged Actively Disengaged These employees are loyal and

They are more productive and more likely to stay with their company for at least a year.

company. They are more likely to miss workdays and more likely to leave.

5 37% 50% 13% Engaged Not Engaged Actively Disengaged These employees are loyal and psychologically committed to the organization. They are more productive and more likely to stay with their company for at least a year. These employees may be productive, but they are not psychologically connected to their company. They are more likely to miss workdays and more likely to leave. These employees are physically present but are psychologically absent. They are unhappy with their work situation and insist on sharing this unhappiness with their colleagues.

6 SATISFACTION VS. ENGAGEMENT Satisfaction- The degree to which my personal needs are met by my work experience; by how I m treated and what I experience in the workplace. Engagement- The broader connection between my own understanding of my unique strengths and my purpose, and how I connect to the organization. SAY - STAY - STRIVE Source: Talent Management article, June 14, 2013 Satisfaction vs. Engagement: Human Psychology Plays a Part by Deanna Hartley

7 Engaged employees can yield up to 57% more discretionary effort.

8 EMPLOYEE NEEDS Know Me Help Me See My Value Hear Me Care About Me Equip Me Challenge Me

9 KEY DRIVERS OF ENGAGEMENT Strengths Relationships Safety

10 KEY DRIVER OF ENGAGEMENT: Focusing on Strengths

11 OUR FOCUS ON WEAKNESSES

12 Strengths.. Help us to do our best Give us the greatest sense of meaning Allow us to enjoy our lives to the fullest Give us a deeper sense of connection Increase our satisfaction and joy in all domains of life Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

13 STRENGTHS SPOTTING Rising inflection Rapid speech Better posture Wide eyes, raised eyebrows Smiling and laughing Increased hand gestures More fluent speech Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

14 TAPPING INTO STRENGTHS 1. What is an activity/skill that you are really good at? 2. How do you feel when you are doing it? 3. What have you been recognized for doing really well? 4. What activities/projects do you look forward to to doing? Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

15 KEY DRIVER OF ENGAGEMENT: Boss/Employee Relationship

16 RELATIONSHIP TIPS Treat every employee with dignity and respect Make deposits into their emotional bank account Magic ratio Get to know what motivates them Remind people who they are when they are at their best Focus on what is going right

17 FOUR WAYS TO RESPOND Active Destructive Passive Destructive Passive Constructive Active Constructive Source: Seligman, Martin (2011). Flourish, A Visionary New Understanding of Happiness and Well-being

18 KEY DRIVER OF ENGAGEMENT: Emotional Safety

19 DRIVERS, NEEDS & BEHAVIORS Drivers- Strengths Relationships Safety Need- Know Me Hear Me Equip Me Behavior- Ask questions Pay attention Actively listen Minimize distractions Provide resources Set/manage expectations Need- Help Me See My Value Care About Me Challenge Me Behavior- Identify strengths Utilize strengths Acknowledge life outside of work Show appreciation Develop Provide opportunities

20 KEY TAKEAWAYS Determine the difference between engagement and satisfaction Understand the key drivers of employee engagement Identify specific management behaviors that can increase engagement levels and productivity of your employees

21 Kristy Frieden, Facilitator, Coach, Mediator

PHCA Annual Convention. Welcome And Warm Up 9/10/2016. Culture/ Employee Engagement s Impact on Your Bottom Line, and How to Improve it

PHCA Annual Convention. Welcome And Warm Up 9/10/2016. Culture/ Employee Engagement s Impact on Your Bottom Line, and How to Improve it PHCA 2016 Annual Convention Culture/ Employee Engagement s Impact on Your Bottom Line, and How to Improve it Jack H. Lynn, Manager- Health Care Services Arnett Carbis Toothman LLP, CPAs & Advisors Jack.lynn@actcpas.com