Driving individual engagement How to revolutionise the way you motivate and engage your employees
Focus on the individual Creating a team of individuals who possess the right mix of job capabilities and motivations to perform is the goal for all organisations. But, whilst many organisations may strive to motivate their employees, their efforts can often be wasted if they don t focus on the individual. A typical group approach... Three steps to increased engagement: 1. Pay rises 2. Team away day 3. New coffee machine To address engagement, companies often adopt a series of one-size-fits-all policies. however, these can overlook individual needs. What type of coffee will the new machine serve? I like the idea of the team away day. But I wish they d focus on us more as individuals! But none of these things really motivate me... I wish they d allow me to develop that innovative new idea I mentioned last meeting! Whilst on the surface being positive, these approaches may be at the expense of helping line managers understand the needs and motivations of their individual employees. As the talent management world moves towards big data, averages and standardisation, there is a risk that we forget that an organisation is made up of individuals - people with different backgrounds, different aspirations for the future and different motivations. Most organisations conduct annual or bi-annual engagement surveys, providing average levels of engagement across the organisation. As a result, they deploy generic engagement initiatives, such as compensation reviews, greater focus on learning and development or cosmetic changes to the office environment. Each of these initiatives may increase engagement for some employees, but for many they will have little or no impact and leave these employees thinking but what about me?. But what about me? To address individual engagement and realise the full potential of all employees, you need to understand what motivates each person. Only then can you create the perfect match between an individual s drives and motivation, the job and the environment in which they operate. 1
The impact of engagement On your business: Impact on revenue Organisations in the top quartile on engagement demonstrate revenue growth 2.5 times higher than those in the bottom quartile. Disengaged employees cost the UK 44 billion and the US between $450 billion to $550 billion annually in lost productivity. The Economist reported that 84% of senior leaders believe disengaged employees are one of the three biggest threats facing their business yet only 12% of them even monitor engagement levels. Impact on employee performance Organisations with high levels of engagement show employee turnover rates 40% lower than companies with low levels of Impact engagement. on employee turnover Highly engaged employees are 10% more likely to exceed performance expectations. Engaged employees are 87% less likely to leave.. On your employees: 29% engaged 55% disengaged 16% actively disengaged 70% of engaged employees indicate they have a good understanding of how to meet customer needs 78% of engaged employees would recommend their company s products and services 59% of engaged employees say that their job brings out their most creative ideas 73% of disengaged employees waste time on social media 25% of disengaged employees spend work hours looking for jobs, intending to quit within a year 18% of disengaged employees actively undermine their co-workers success I need to find a new job! 2
Ghost turnover There is mounting evidence that as the world emerges from the economic crisis, organisations will see their employee turnover rates soar. During the crisis, with fewer opportunities available, the disengaged have stayed in their jobs, biding their time before actually deciding to leave we call this ghost turnover. With recovery comes more job opportunities and the disengaged start to look elsewhere. And with the advent of specialist jobsites and the ease with which job applications can be submitted online, it s never been easier to apply for a job. As a result passive job seekers become active and employee turnover rates rise. We predict that this phenomenon will happen all over the world at different times in the coming few years. Employee turnover is set to spike at an average of 23% around the world in 2014. In the UK, it is set to spike in 2015 at 18%. (Hay Group, 2013) Revolutionise your employee engagement Current engagement solutions, such as employee surveys, are designed to give you the big picture on employee engagement averages across your company. So whilst a well designed and delivered engagement survey will give a useful measure of your company s average engagement levels, it won t give you the valuable insight into what s making your individual employees tick. So what should you do? People thrive in environments where there is the closest match between the job, organisation and their capability and motivations. Therefore, understanding what motivates your individual employees is a key piece of the talent management jigsaw. I like helping customers! Stimulation Well-being Supporting Affiiliation Achieving Autonomy Authority Service Learning Positive Impact Acquisition Pioneering Professionalism Personal Growth Recognition Security 3
How to increase individual engagement We ve joined! The time to act is now the Engagement Revolution is coming! Drives join the Engagement Revolution www.talentqgroup.com/drives Identify engageability during recruitment Recruiting people into your organisation whose values are aligned with the organisation s values will help increase engagement and productivity, and reduce employee turnover. Put line managers at the centre of your engagement strategy Line managers are central to increasing engagement in your organisation. Getting them to understand the significance of engagement is an important first step. Equipping them with the ability to identify what engages each person in their team and how to use this information is paramount. Engagement is personal increase individual engagement Understanding what motivates each individual employee is a key part to engaging them. What motivates and engages one person may not work for someone else. Find out what factors motivate each employee and you ll have the key to increasing their individual engagement. Don t forget your top talent Your top talent is the most valuable asset your organisation has; they are also the most likely to leave if they are not engaged. So make sure your engagement strategy doesn t forget your top performers, as even they may be feeling unloved and disengaged. My manager doesn t understand me! 4
Drives C H A L L E NG E Learning Pioneering Personal Growth Positive Impact ON N E C Service Affiliat How an individual performs at work depends on more than just their capability. Possessing the requisite abilities, skills and behaviours is not enough it is the individual s motivation and engagement in combination with capability that produces optimal performance. Achieving Drives is an online questionnaire that focuses on an individual s values and motivations in the workplace. Its purpose is to measure the factors that help stimulate and energise people in their daily working lives. Once you understand what motivates your employees, you will know how to keep them enthusiastic, driven and effective. Drives can help create a positive culture within your organisation, help you get people engaged and reduce employee turnover. Well-being Stimulation P E R S ON A L Autonomy Security Professionalism Recognition EM uisition Find out more about Drives at www.talentqgroup.com/drives Reduce employee turnover: by identifying the factors that make employees disengaged or demotivated, you can focus on ways to keep them enthusiastic and driven, therefore reducing the risk of them leaving. Help create a positive working culture: by understanding your employees motivations, you can create a positive culture. Increase individual engagement: by focusing on an individual s drives, you can have meaningful conversations with your employees and understand what personally drives them to perform at work. Designed with the manager in mind: the Management Report has been specifically designed for line managers and does not require qualifications or training to use. Will I fit in with their culture? How Drives can benefit your business Customise to your own values: Drives can be tailored to the values model of your organisation, with individual questions being mapped onto your key values or similar. Support recruitment and development: by matching the motivations and values of an individual to a job and the organisation, you can assess their suitability and potential fit as well as identify any development needs. 5
The Talent Q difference Drives is based on theoretical and practical research and is designed to measure an individual s values and motivations in the workplace. We provide a range of reports aimed at key stakeholders involved in your employee engagement from trained HR practitioners and coaches to line managers. We also provide a complimentary candidate report, which enables you to give personal feedback to all candidates. Our questionnaire can be used in multiple contexts recruitment, onboarding, individual development, leadership development, organisational change, succession planning. Drives can be used alongside macro-level engagement surveys to provide a holistic approach to increasing employee engagement and motivation. We work in partnership with clients and have a refreshingly different can-do approach. We are a global assessment specialist with operations and partners in over 50 countries. We have a strong track record of success and our next generation assessments are psychologically and technologically superior. With our team of experienced psychologists, you can be confident that we will deliver the best end result. Case study European bank demonstrates the value of meeting the needs of individuals Faced with a competitive talent market, a European bank wanted to find out whether the degree of alignment between employees personal needs and their perception of what the organisation values, had an impact on their satisfaction in the workplace. Using Drives, alongside measures of organisational commitment and engagement and employees perceptions of the organisation s values, we helped the bank investigate this relationship. Our analysis demonstrated that employees whose individual drives and motivations are being met by the organisation show significantly greater engagement and organisational commitment compared to their disengaged colleagues whose needs are not being met. By understanding their employees individual motivations using Drives and aligning these to the organisation s values during recruitment, the bank is now able to ensure that they can create a good fit between the organisation and their employees. Similarly, by providing line managers with the awareness that each individual will be motivated by something different, they re able to focus on the individual needs of their employees in order to increase engagement and performance and reduce employee turnover. 6
About Talent Q We design and deliver innovative online psychometric assessments, training and consultancy, to help organisations make better, more informed decisions about their people. The heart of what we do Our desire to simplify how organisations use and apply assessment is at the heart of everything we do. This influences the way in which we design and develop our assessments, training and consultancy services. It also affects how we choose to price our services and how we work with our clients. We have an elegantly simple portfolio of assessments which deliver valuable insight into the skills and behaviours, abilities and motivations of people at work. All our psychometric assessments are constructed with a commitment to scientific rigour, practicality and flexibility. We have a wide range of training programmes aimed at equipping HR professionals with the necessary skills to use and implement objective assessment effectively in the workplace. Our consultancy services provide practical, expert and flexible talent management solutions. Our expertise lies in transforming psychological theory into an applied, practical business context. The Talent Q way We believe we have a refreshingly different approach to working with clients open, committed and passionate and whilst we have a strong technical and psychometric pedigree, we re pragmatic and practical in our solutions. Our global footprint We work with both national and international organisations, across all sectors. With a network of partners in over 50 countries and with assessments in over 40 languages, we re able to support clients across the globe. Get in touch To discuss how we can help you create a positive culture within your organisation, get people engaged and reduce employee turnover, please contact us: +44 (0)1844 218980 info@talentqgroup.com www.talentqgroup.com 17F18032014