The Reality of Engagement:Why I Can’t Get MyEmployees to Care

Gallup Research - The Promise

Gallup Engagement● Customer loyalty● Profitability● Productivity● Turnover ● Safety incidents● Shrinkage (theft)● Absenteeism● Quality (defects)

Top vs Bottom Quartile

● 10% higher customer loyalty● 21% higher productivity● 22% higher profitability● 65% lower employee turnover

>>> How can we get more engagement?

● Picnic

● Night on the Town

● Bring Your Kid to Work Day

● Employee Day at the Zoo

Company Events

Community / Charity

● Park Clean-up Day

● Christmas Toy Drives

● Pay-it-Forward Credits

● In the Trenches

● Public Recognition Or Personal Milestones

● Suggestion Box / Questions to Upper Management

● Focus Groups

Communication Initiatives

Bribes

● Extra Vacation Days

● Tuition Refund

● Gym / Club Membership

Silliness

● Build a Sandwich Competition

● Scavenger Hunt

● 7th Inning Stretch with Fight Song

Spending On Employee Engagement

● $720 million/year and growing (Bersin 2012)

● $46 billion/year on employee incentives (Incentive Marketing Association)

Have We Moved Engagement?

Engagement By Group In 2014● Overall: 31.5%● Managers: 38.4%

By Generation:● Traditionalists: 42.2%● Baby Boomers: 32.7%● Generation X: 32.2%● Millennials: 28.9%

Business Fads To Drive Growth

● TQM● MBO● Process Re-Engineering● Matrix Management● Core Competency● Employee Engagement (?)

Productivity Growth Is Slowing

Technology Driving Productivity ● The use of robots within manufacturing accounted for

10 percent of total GDP growth and 16 percent of labor productivity growth while accounting for just 2.25 percent of the total assets. (Brookings Institute, 1993-2007 study)

● The impact of IT is estimated to be twice that of robotics.

Why Engagement Is So Important?

● Competition is global.

● Across the globe companies are getting productivity gains due to automation.

● We are recognizing that getting more from human capital is the last great frontier.

Deloitte Global Human Capital Trends

Deloitte’s 2015 report is one of the largest longitudinal studies of talent, leadership, and HR challenges and readiness around the world.

The research involved surveys and interviews with more than 3,300 business and HR leaders from 106 countries.

Current Model

Bad Resources +

Great Environment=

Disengagement

Deloitte Study: A People Problem!1. Culture and engagement2. Leadership (building great leaders)4. Reinventing HR5. Workforce on demand6. Performance management7. HR Analytics8. Simplification of work10. People data everywhere

Big Question

What if employees are NOT the problem?

What Creates Engagement? (Kahn)

1. Psychological meaningfulness: a sense that work is worthwhile and makes a difference

2. Psychological safety: a feeling they were valued, accepted, and respected and able to perform in a positive work environment

3. Availability: willingness to do the work

Safe Meaningful Work Environment?

● Picnics and company events● Community or charity interaction● Communication Initiatives● Bribes● Silliness

Big Idea!

Great Resources+

Oppressive Environment=

Disengagement

Where Is The Leverage?

“One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.”

- JK Harter, Chief Scientist Workplace & Well-Being, Gallup Organization

More Gallup Analysis

Gallup estimates that the manager accounts for at least 70% of the variance in employee engagement scores across business units.

Still More Gallup Analysis

“Organizations fail to choose the candidate with the right talent for the manager job a whopping 82% of the time. Virtually all companies try to fix bad managers with training. Nothing fixes a bad manager.”

*Gallup’s State of the American Manager Report - Analytics and Advice for Leaders

“

Engagement Tied to ROI

Employee engagement has an enormous ROI.

There is tremendous potential for upward movement in engagement and financial performance in most corporations.

How do we fix the problem?

1. Fix the environment

2. THEN implement training for the employees.

Four Major Contribution Killers

● Judgment and non-acceptance

● Lack of transparency

● Unclear job performance expectations

● Micromanagement

What if….

What would happen if EVERYONE in your company was working to improve your business?

Strengths Associates Process Overview

Process for Fixing EnvironmentDiagnostic Surveys Strengths AssessmentCulture Change

Process for Training EmployeesCoachingIdeation Process to produce quantifiable result

Generate ROI from Engagement

From Training Cost To Profit Center● Eliminate contribution killers● Management coaching● Common language● Replicable business building ideas

Culture + Contribution=

Everyone Improving THIS Business

When will your engagement rise?

Strengths Associates, LLC

Rhonda Boyle 770-317-6408

Lee Witcher 405-720-1036

Resources● Employee Engagement Drives Growth (Gallup)● State Of The American Workplace 2012 (Gallup)● State Of The American Manager 2015 (Gallup)● Psychological Conditions Of Personal Engagement And Disengagement At

Work (Kahn, 2000)● Building A Culture: The Importance Of Senior Leadership (Dale Carnegie

Institute)● Global Human Capital Trends 2015 (Deloitte University Press)● Business-Unit-Level Relationship Between Employee Satisfaction,

Employee Engagement, and Business Outcomes: A Meta-Analysis (Journal of Applied Psychology)