how to increase your culture of employee engagement

How to Curb Clock-Watching and Increase Employee Engagement

Presented by Chris Dustin Executive Vice President of Sales and Consulting

HR Solutions, Inc.

November 4, 2010

Is it 5 o’clock yet?

Agenda:How to Curb Clock-Watching

and Increase Employee Engagement

What is Engagement? The Joint Model of EngagementHow an Engaged workforce affects business outcomesHow to educate employees on Engagement Employee benefits of being Engaged

Tips for employees to increase their own Engagement

How managers can support employees in joint ownership of Engagement

Q & A

What is Engagement?

What is Employee Engagement?

Create a Magnetic Culture®Engaged Employees share a strong desire to be part of the value that the organization creates.

These are the employees who choose to exert discretionary effort to provide better outcomes for customers and the organization.

A Magnetic Culture® is one that draws talented employees to the workplace, empowers them, and sustains an environment in

which they are less likely to leave.

HR Solutions’ Engagement Transformation Model

Levels of Engagement

Employee Engagement

in the workplace

Source: HR Solutions’ National Employee Engagement Study

Three Types of Employees:

1. ENGAGED• Highly Engaged and committed to the mission, vision, and values of the organization.

2. AMBIVALENT • They are not apt to “going the extra mile” or have strong spirit and enthusiasm. Not likely to quickly volunteer for extra assignments or lead roles. They often can feel unappreciated, and at times, unimportant.

3. DISENGAGED• Negative energy, they focus on problems.

75 percent of the American workforce is NOT Engaged.

Workplace Engagement

Career Development

Employee Recognition Programs

Direct Supervisor/Manager Leadership Abilities

Open and Effective Communications

Senior Management’s Relationship with Employees

Strategy/Mission

Organizational Culture – diversity awareness and inclusion, corporate social responsibility, work/life balance, etc.

Determination of key drivers based on survey responses in HR Solutions’ National Normative Database, representing over

3.3 million participants and 2,400 organizations.

Top Drivers of Employee Engagement

The Joint Model of Engagement

Are we on the same path towards Engagement?

Correcting the Engagement Imbalance

How Engagement Affects Business Outcomes

Why is Engagement Important?

Engaged Employees work harder and produce higher quality work than Disengaged Employees

Engaged Employees are 3.5 times more likely to stay with their employer, lowering turnover costs

Satisfied employees are linked to satisfied customers at a correlation coefficient of .85

Why Engagement Matters: What separates Good from Great?

Recognition/Rewards

Supervisory/Management

Personal Awareness/Commitment

Organizational Effectiveness

CoworkerPerformance/Cooperation

Engagement

Our research shows Engaged Employees are:

> 10 times more likely to feel good work is recognized.

> 10 times more likely to feel Senior Management is concerned about the employees.

> 8 times more likely to feel their supervisor encourages their growth.

> 7 times more likely to feel they receive regular performance feedback.

> 4 times more likely to be satisfied with their job.

> 3.5 times more likely to feel employees genuinely care about the customer.

Customer Satisfaction and Employee Engagement Levels

A typical organization spends five times more to attract a new customer than to retain a repeat customer.

One happy customer will tell, on average, five other people about their experience. > Thus, about 5 others learn of the compliment.

On average, one unhappy customer will voice their dissatisfaction to 10 potential customers who, in turn, tell at least five other people. > Thus, about 60 others eventually learn of the complaint.

The Rule of Six

Loyal customers are six times more likely to:

Recommend your organization

Resist competitive offers

Buy your other products

Invest in your company

Give your brand the benefit of the doubt (if mistakes are made, they’ll still stick with you.)

Customer Satisfaction and Employee Engagement Levels

HR Solutions’ Research has consistently shown:> Best-In-Class Companies can charge 10% more than other companies (without

adversely impacting revenue growth) and these companies commonly make twice as much in profit.

While price and quality are important purchasing factors, these profits come from somewhere else…

The Employee / Customer Interface

Educating Employees on Engagement

Educating Employees on Engagement

While Engagement is a familiar term to managers, employees may have no idea of what Engagement is, what the characteristics of Engagement are, or why Engagement is important.

Engagement Workshops> Can be conducted internally or externally

Engagement Evaluations

Educating Employees on Engagement: PEER® Personal Employee Engagement Report

Participants can opt for a confidential Engagement Report.

> Discover their Engagement Level: (Actively Engaged, Ambivalent, or Actively Disengaged).

> Reveal areas where Engagement could

be bolstered.> Recommend action steps for

individuals to improve their current Engagement Level.

Best Practice: Encourage managers to address employees and offer an opportunity to discuss report findings and work collaboratively on growing Engagement Levels.

Employee Benefits of Being Engaged

Communicate the Benefits of Engagement to Employees

Make sure that employees know the benefits of being Engaged.

> What’s in it for me?

Employees who take control of their own Engagement can see several benefits, including:

> The development of a clear career path.> Learning how to make their jobs

more interesting.> Getting the recognition they deserve.> Helping their managers understand them.> Learning how to work with a

difficult manager.

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Health Benefits of Engagement

“Work positively contributes to my physical health.*”

54% of actively disengaged employees report that work life has a negative effect on their physical health.

“Work positively contributes to my mental health.*”

51% of actively disengaged employees report that work life has a negative effect on their psychological well-being.

% Favorable response

22%

39%

62%

Engaged

Not Engaged

Actively Disenaged

% Favorable response

15%

48% 78%

Engaged

Not Engaged

Actively Disenaged

Tips for Employees to Increase their Engagement

11 Tips for Employees

1. Adopt a more positive “can-do” attitude typically seen among those workers considered Engaged, who seem universally appreciated by both peers and management.

2. Accept some ownership for being proud of where you work.

3. Ask for clarification if instructions from your supervisor are somehow unclear.

4. Set yourself up to be recognized.

5. Request a career planning meeting with your manager.

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11 Tips for Employees

6. Get to know your Senior Leadership.

7. Actively participate in, and contribute to, decisions that affect your work environment.

8. Ask for feedback about your work performance and act on it.

9. If you don’t have the tools/resources to perform your job effectively, ask for them!

10. Believe in yourself and in your ability to contribute to the organization’s success.

11. Seek learning, knowledge, and satisfaction from your co-workers.

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Supporting the Joint Model of Engagement

Management’s Role in Joint Ownership of Engagement

Be seen as a leader, not a manager> A resource to employees> Set the tone for Engagement

Help your employees gain ownership in their Engagement:> Encourage employees to accept some ownership

for being proud of where they work.> Hold staff accountable for their actions.> Allow employees to actively participate in and

contribute to decisions that affect their work environment.

> Encourage employees to request a career planning meeting.

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Final Thoughts

The numbers don’t lie: 75% of American workers are not currently Engaged. This is a wake-up call for organizations, regardless of industry or size, to develop ongoing strategies to create Engaged workplaces and continually seek employee feedback to measure levels of Engagement and affect positive change.

Research indicates that a high percentage of professionals will have up to 10 jobs in their lifetime. Engagement is a key factor in retaining high performers for long-term employment and maintaining a Magnetic Culture®.

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Questions/Comments?

Please forward any additional questions to: info@hrsolutionsinc.com

hrsolutionsinc.com | twitter.com/engageemployees | tinyurl.com/eeemporium