employee engagement is broken: unlocking the true driver of employee performance
DESCRIPTION
TLNT webinar from 5/1/12, presented by Jason Lauritsen.TRANSCRIPT
Employee Engagement is Broken
Unlocking the True Driver of Employee Performance
Jason Lauritsen, Bulletproof Talent
@JasonLauritsen [email protected]
Why do we survey for engagement?
BUSINESS
RESULTS
TRUE Human Resources
Story
TRUE Human Resources
Story
TRUE Human Resources
Story
The Design Flaws
#1 All employee responses are equally credible. #2 Perfecting employee circumstances will drive engagement. #3 Engagement drives results.
All employee responses are equally credible.
Design Flaw
#1
Are all employees created equal?
NO
Design Flaw
#1
Employee Spectrum
Deb the Driver
Vickie the Vic5m
Who do you trust?
We differentiate between employees all the time.
Pay
Training Hiring
HiPo Programs Development
Wellness
Promo5on
Bonus
Why not Engagement?
All employee are NOT equally credible.
Treating their opinions as equal is INSANE.
Perfecting employee circumstances will drive engagement.
Design Flaw #2
Design Flaw #2
Perfecting employee circumstances drives ENTITLEMENT, not engagement.
Engagement drives results.
Design Flaw
#3
Design Flaw
#3
Personal Accountability
The Mindset that results happen because of one’s actions, not in
spite of them
Accountable people believe that they choose their own destiny
Design Flaw
#3
Personal Accountability
Design Flaw
#3
The willingness to do whatever it takes to get results.
The ability to stay the course in the face of obstacles and setbacks.
The acceptance of the consequences of our actions, good or bad.
The perspective to see success and failure as learning experiences to fuel future success.
Design Flaw
#3
Engagement doesn’t drive results.
Personal Accountability drives both engagement AND results.
If… Treating all employees responses
the same is insane. and
Perfecting circumstances creates entitlement.
and
Personal accountability is the true driver of performance.
Then…
It’s time for a different approach to engagement.
Fixing Engagement
Stop surveying the victims.
Fix the right stuff.
Action plan differently.
Work with the willing.
Engage or leave.
1. Stop surveying the victims. 2. Fix the right stuff. 3. Action plan differently. 4. Work with the willing. 5. Engage or leave.
RECAP
Connect with me: Jason Lauritsen 402.651.4148 [email protected]
THANK YOU!
www.BulletproofTalent.com