Employee Engagement: Unleash the Drive to Excel

Lead Well. Engage Employees. Get Results.

Barb Krantz Taylor and Ann Ruschy

Video

What about this “employee” looks engaging?

What does the “manager” do that helps engage the employee and contribute to performance excellence?

What lessons did you learn from this video?

How do you know who’s engaged?

Clear about purpose—seek ways to improve

Bring full selves to work Highly skilled Need for achievement Positive energy Committed to team Upbeat and proud to work for you

Source: First, Break All the Rules, Gallup

A personal connection employees have to their

job, organization, manager, or team that

motivates them to excel at their work.

Employee Engagement

What’s the Difference?

Engagement vs.

Satisfaction

Where Engagement Happens

Employee Goals Bingo!

Organization Goals

Maximum Drive and Performance

THE RIGHT FIT

GREAT MANAGERS

ENGAGEDEMPLOYEES

ENGAGED CUSTOMERS

SUSTAINABLEGROWTH

HIGHER PROFITSTOCK

INCREASE

ENTER HERE

ID STRENGTHS

MISSION ACHIEVEMENT

THE GALLUP PATH ™

Source: Gallup Organization

Employee Engagement Results

38% higher customer satisfaction

22% higher productivity

27% higher profits

More Results

26% higher productivity

13% higher returns to shareholders

20% fewer missed work-days

¾ of Highly Engaged employees “exceed” or “far exceed” expectations

Source: Watson Wyatt 2008/2009 WorkUSA Report

…And More

Perform 20% better

Are 87% less likely to leave the organization

Source: “Driving Performance and Retention through Employee Engagement”Corporate Leadership Council, 2006

How do I get some of that????

It takes a village…

Employees Managers Senior Leaders Human Resources

Employee’s Role

Proactively manage career

Know self (strengths, values, contributions)

Explore (feedback and information seeking)

Prioritize

Set Goals/Take Action

Identify the “work that needs doing” Determine strengths needed for “the

work” Assess current strengths Identify matches and gaps Coach employees Provide feedback, information, and

resources Balance strengths with organizational

needs

Manager’s Role

Leaders’ Role

Capitalize on “engageable moments” Demonstrate strong leadership and

clear direction Manage organizational change with

effective communication Emphasize customer focus Institute and communicate a system of

equitable rewards Invest in the core

--Watson Wyatt 2008/2009 WorkUSA Report

Human Resource’s Role

Be a partner Be a role model Coach leaders, managers, and

employees Integrate into (required?)

management development/training Align policies, procedures, and

practices Measure engagement Track results

Taking Charge of Your Career

Job = paid work

Leisure = enjoyment; meaning & purpose; a degree of autonomy

Career = Job + Leisure

What is a career?

Career “Fit”

Work (talents, challenge, growth)

Environment (physical/cultural)

Relationships (supervisor, colleagues)

Rewards (pay, benefits, hours)

What fits for you?

Quickly jot down what you know about your 4 areas of fit…

How easy/hard was this?How specific are your answers?How many of your employees

(or people you know) would 1) find this easy?2) have specific answers?

Engaging Conversations

Engaging Conversations

Employee Goals

Organization Goals

Unleashing an employee’s potential to excel

Connecting their motivation to organization’s success

Think about a time at work when you were at your best

Engaging Questions

What did you like about that? I’m curious about _____ Tell me more about _____ What did you mean by ______? Help me understand _____ What else?

Employee Engagement Drivers

Trust in Senior Leadership

Manager Relationship

Pride in Organization

Connection to Organization’s

Success

Utilization of Strengths

Discretionary Effort Job Satisfaction

Co-Worker Relationships

What Drives Engagement?

Development Opportunities

Work harder

Aim higher

Perform better

Stay longer

Engaged Employees

THANK YOU!

Lead Well. Engage Employees. Get Results.

Barb Krantz Taylor and Ann Ruschy