Transcript
Page 1: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Engage…Retain…Prosper

Six Ways to Drive Employee Engagement

in Your Organization

Sheila L. Margolis, PhD

©2014 by Sheila L. Margolis

Page 2: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Businesses need productive workers

People want meaningful work in a satisfying work environment

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Engaged Employees Are Committed to the Organization

and Willing to Put Forth Extra Effort

to Deliver Superior Performance

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Engagement Is the Key to Unlocking Optimal Performance

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Engaged Workers Produce

Amazing Results!

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COMMITMENT

PRIDE

HAPPINESS

HARDWORKING

How Engaged Are Your Employees?

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What Can You Do to Improve

Employee Engagement?

Page 8: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Consider Pay First

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Pay Is a Threshold Motivator

Engagement efforts will not be successful if pay is an issue for employees

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For Pay to Not Be an Engagement Issue…

1.Pay must be ADEQUATE2.Pay must be FAIR—both

internally—in similar positions within the company—and externally—compared to other similar organizations

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6

If pay is not an issue, think through these

six Universal Priorities to improve engagement in your

organization…

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Six Priorities to Drive Employee Engagement

1. FIT 2. TRUST

3. CARING

4. COMMUNICATION5. ACHIEVEMENT

6. OWNERSHIP

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Let’s Begin with the Priority of

FIT

1

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Engaged Workers Are a FIT with the Organization and their Job

Do I fit?

FIT

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To Be a Fit, the Purpose of the Organization

and the Work the Individual Does

Must Feel Meaningful

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Engaged Workers Feel They Are Making a Meaningful Contribution

through Work

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To Be a Fit, There Must Be

Harmony

Are My Values in Harmony with the Organization’s Core Values?

Is the Work I Do in Harmony with my Interests, Skills, and Abilities?

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Be Sure the Employee’s Values Are Aligned with the

Organization’s Values

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Be Sure Employees Are Doing the Right Work

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Work Must Fit One’s Skills, Interests, and Abilities and Be

Challenging

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Now Complete Part 1 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement AuditDriver #1: FIT—Do I fit?

Circle Your Response

1. The purpose of my organization is meaningful to me.

Not 1 2 3 4 5 Very

At All Much

2. I feel like I make a meaningful contribution through my activities at work.

Not 1 2 3 4 5 Very

At All Much

3. The values of my organization are aligned with my values.

Not 1 2 3 4 5 Very

At All Much

4. My skills, interests and abilities are a match with my job.

Not 1 2 3 4 5 Very

At All Much

Meaningfulness & Harmony

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Next, Is the Priority of

TRUST

2

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Engaged Workers TRUST their Leaders

on All Levels

Do I fit? Do I trustthem?

TRUST

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To Promote Trust, Leaders Must Demonstrate

Integrity & Honesty,

Fairness & Consistency,

and Competence

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Do Workers Trust and Respect their Leaders?

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Are Leaders Honest, with Integrity?

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Are Leaders Fair and Consistent?

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Are Leaders Competent?

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Now Complete Part 2 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement AuditDriver #2: TRUST—Do I trust them?

Circle Your Response

5. My senior leaders are honest. Not 1 2 3 4 5 Very

At All Much

6. My immediate supervisor is honest.

Not 1 2 3 4 5 Very

At All Much

7. My senior leaders are fair. Not 1 2 3 4 5 Very

At All Much

8. My immediate supervisor is fair. Not 1 2 3 4 5 Very

At All Much

9. My senior leaders are competent.

Not 1 2 3 4 5 Very

At All Much

10. My immediate supervisor is competent.

Not 1 2 3 4 5 Very

At All Much

Integrity & Honesty, Fairness & Consistency, Competence

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Next, Is the Priority of

CARING

3

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Engaged Workers Have a Caring Workplace

Do I fit?

Do they care about me?

Do I trustthem?

CARING

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In Caring Organizations,

Relationships Matter.

Employees Feel

Kindness, Support, Camaraderie, and a

Sense of Belonging

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Does Work Feel Like Family?

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Do You Have Friends at Work?

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Do Senior Leaders Care?Engagement Must Flow Downhill

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Are Managers Supportive?

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Do Managers Provide Employees the Resources to Do Their Jobs

Well?

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Do You Feel Camaraderie at Work?

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Now Complete Part 3 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement Audit

Driver #3: CARING—Do they care about me?

Circle Your Response

11. Senior leaders care about me. Not 1 2 3 4 5 Very

At All Much

12. My immediate supervisor cares about me.

Not 1 2 3 4 5 Very

At All Much

13. I have the materials and equipment I need to do my job right.

Not 1 2 3 4 5 Very

At All Much

14. I care about the people I work with.

Not 1 2 3 4 5 Very

At All Much

15. I have friends at work. Not 1 2 3 4 5 Very

At All Much

Relationships, Kindness, Support, Camaraderie & Belonging,

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Next, Is the Priority of

COMMUNICATION

4

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Communication Is Critical to Engaging Employees

Do I fit?

Am I informed & do they listen?

Do they careabout me?

Do I trustthem?

COMMUNICATION

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To Promote

Communication, Organizations Value

Certainty, Transparency, and

Openness

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Communication Drives Satisfaction which Drives Engagement

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Communication Lowers Uncertainty—Uncertainty Can

Paralyze an Organization

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Create a Plan for Sharing Information

Daily Weekly

Monthly

Quarterly

Every 6 months

Annually

Ongoing

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Be Sure Information Flows in All Directions

Top/Down

Bottom/Up

Laterally

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Be Sure to Listen to Employees

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Now Complete Part 4 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement Audit

Driver #4: Communication—Am I informed & do they listen?

Circle Your Response

16. Information about the organization is freely shared.

Not 1 2 3 4 5 Very

At All Much

17. I know what is expected of me at work.

Not 1 2 3 4 5 Very

At All Much

18. My manager listens to me. Not 1 2 3 4 5 Very

At All Much

19. My opinions seem to count. Not 1 2 3 4 5 Very

At All Much

Certainty, Transparency, Openness

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Next, Is the Priority of

ACHIEVEMENT

5

Page 54: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Engaged Employees Learn, Grow, Achieve

Do I fit?

Am I informed & do they listen?

Am I developing

and achieving?

Do they careabout me?

Do I trustthem?

ACHIEVEMENT

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To Promote Achievement,Organizations Encourage

Feedback, Learning &

Development, Recognition, and

Progress

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Do I Receive Feedback?

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Do I Have the Opportunity to Learn and Grow?

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Do They Recognize My Efforts and Accomplishments?

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Am I Making Progress in Meaningful Work?

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Now Complete Part 5 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement AuditDriver #5: ACHIEVEMENT—Am I developing and

achieving?Circle Your Response

20. I receive feedback on my performance.

Not 1 2 3 4 5 Very

At All Much

21. I receive valuable training & development opportunities.

Not 1 2 3 4 5 Very

At All Much

22. There is someone at work who encourages my development.

Not 1 2 3 4 5 Very

At All Much

23. I get recognition or praise for doing good work.

Not 1 2 3 4 5 Very

At All Much

24. I see the progress I make toward achieving goals that matter to me.

Not 1 2 3 4 5 Very

At All Much

Feedback, Learning & Development, Recognition, Progress

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Next, Is the Priority of

OWNERSHIP

6

Page 63: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Engaged Employees Feel Ownership

Do I feel like an owner?

Do I fit?

Am I informed & do they listen?

Am I developing

& achieving?

Do they careabout me?

Do I trustthem?

OWNERSHIP

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To Promote Ownership,Organizations Support

Autonomy,Flexibility,

Participation & Involvement, and

Responsibility

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People Support What They Help Create

Autonomy,Involvement, &Responsibility

Promote Ownership

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Engaged Workers Have Flexibility and Autonomy

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Engaged Workers Are Involved in Decision Making

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Now Complete Part 6 of the

Employee Engagement Auditto Assess the Drivers of

Engagement

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Employee Engagement AuditDriver #6: OWNERSHIP—Do I feel like an owner?

Circle Your Response

25. I have autonomy in my job. Not 1 2 3 4 5 Very

At All Much

26. I have flexibility in how I achieve my goals.

Not 1 2 3 4 5 Very

At All Much

27. I am included in decision making that impacts me.

Not 1 2 3 4 5 Very

At All Much

28. I am given substantial responsibility. Not 1 2 3 4 5 Very

At All Much

Autonomy, Flexibility, Participation & Involvement, Responsibility

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Engagement Is the Responsibility of Everyone

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Find Ways to Engage Each Individual You Manage!

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Do Your Best to Work in an Organization

Where You Will Feel Engaged

I my company & my job

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Remember the Six Universal Priorities that Drive Employee Engagement

Do I feel like an owner?

Do I fit?

Am I informed & do they listen?

Am I developing

& achieving?

Do they care

about me?

Do I trust them?

1. FIT 2. TRUST

3. CARING6. OWNERSHIP

5. ACHIEVEMENT 4. COMMUNICATION

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Engaged workers have a profound impact on your organization’s

success!

Page 75: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

Engage…Retain…Prosper

www.SheilaMargolis.com


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