Employee Engagement 101 Presented by Kelli Vrla, CSP
Employee Engagement Actively disengaged Actively engaged 13% 27% Ambivalent 60%
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
3 Key Learning Points 1. Engagement is a moving target. 2. Keep yourself engaged. 3. Practice makes perfect.
Employee Engagement What do engagement and disengagement look like? Recognition, respect, and reputation
Estimated cost of $416 billion annually in the U.S. Can cost an organization 35% 50% of payroll Hidden Costs of Disengaged Employees
They don t pay me enough to care. Rental Car
Actively Disengaged People looking to leave as soon as possible CAVE: Consistently Against Virtually Everything
They show up but don t give full effort. They take a wait-and-see approach to the organization. Passively Disengaged
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
Why would you trust that everyone has received this information? Be a problem solver, not a problem finder.
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
We expect you to be a problem solver.
3 Key Connections 1. Connection to organizational strategy, purpose, and direction 2. Connection to my manager 3. Connection to personal responsibility
Engagement Speed Bumps Lack of clarity of company values
What do you understand about the ontime policy? I need you here at 9:00.
Engagement Speed Bumps Lack of clarity of company values Lack of respectful treatment of employees
This can be tough; let s think about how to overcome this. I don t understand this new program.
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
Unequal opportunities Engagement Speed Bumps Biased performance appraisals Moving targets for projects and promotions Lack of communication
Engagement Speed Bumps False opendoor policy No input in decisions affecting them
Value Input
Engagement Speed Bumps False opendoor policy No input in decisions affecting them Dysfunctional family unfriendliness Lack of got your backness
Employee Engagement Network Bob Nelson s books Crazy Busy Create a Connection
Silently repeat the speaker s words. Act as if you re interested. Have an alert posture. Listening Tips
Team Motivational Chart Name Personality Like Dislike/ Profile Frustration Type Skills Custom Appreciation
Custom Appreciation Not everyone has the same ideas on appreciation.
Measuring Engagement Are we doing it? Are we doing it right? It s common to survey but do nothing with the results.
Engagement and retention are top concerns. No company can win without energized employees. What if We re Not Engaging?
Increased: Customer satisfaction Employee retention Reduced: Safety incidents Absenteeism Operating margin Profitability Measuring Engagement
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?
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?
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?
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
Involve
Let them ask first before telling. Let them tell you what benefits them. Benefit
Enable Career- Developing Opportunities
Individualize
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!
Summary Like it or not, you re the example. What example will you set?