“ In Instit itutin ing Data-Driv iven Em Emplo loyee En Engagement ” A Complimentary Webinar From healthsystemCIO.com Your Line Will Be Silent Until Our Event Begins at 12:00 ET Thank You! Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Housekeeping • Moderator – Anthony Guerra, editor-in-chief, healthsystemCIO.com • Ask A Question • We will be holding a Q&A session after the formal presentations. • You may submit your questions at any time by clicking on the QA panel located in the lower right corner of your screen, type in your questions in the text field and hit send. Please keep the send to default as “All Panelists.” • Download the Deck • Go to Download today's deck at: http://healthsystemcio.com/presentation/employee-engagement-webinar.pdf • Shortened URL at bottom of all slides • View the Archive • You will receive an email when our archive recording is ready. • Separate registration is required. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Agenda — Approximately 40 Minutes • 30 minutes: Chad Eckes, VP/CIO, Wake Forest Baptist Medical Center • 10 minutes: Q&A w/Chad Eckes Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
“ In Instituting Da Data-Driven Employee Engagement ” Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
THE MACRO PROBLEM Low employee engagement costs the U.S. economy $370 billion annually! Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Gallup’s Employee Engagement Study Gallup research conducted their 8 th annual study in 2012 — which examined 49,928 business or work units and included about 1.4 million employees in 192 organizations, across 49 industries, and in 34 countries. The study clearly demonstrates that employee engagement strongly relates to key organizational outcomes in any economic climate. And even during difficult economic times, employee engagement is an important competitive differentiator for organizations. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Value Proposition – The Cost Is High To The Team Gallup has identified that high employee engagement impacts a company’s performance outcomes in eight key ways: 1. 37% lower absenteeism 2. 25% lower turnover (in high turnover organizations) 3. 65% lower turnover (in low turnover organizations) 4. 28% less shrinkage 5. 48% fewer safety incidents 6. 41% fewer quality incidents (defects) 7. 10% higher customer metrics 8. 21% higher productivity Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Economic Talent Value 1. Direct Cost to Employers – $2,246 per disengaged employee • Recruiting due to increased turnover • Training costs • Missed deadlines • Undermining the good work of engaged employees • More sick days • Tardiness to work 2. Decreased Productivity - $3,400 to $10,000 in salary 3. Decreased Profitability and Sales – Estimated amounts are industry specific Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Our Wake Forest Baptist Health ITS Goal Our mission is to create engaged and happy workplace by leveraging regular measurements, frequent & real- time communication, social dynamics, a leading edge technology environment, and a continual learning environment to engage participants. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Three Types of Employees • ENGAGED employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward. • Goal: Celebrate the achievements and behaviors of these individuals. • NOT-ENGAGED employees are essentially “checked out”. They’re sleepwalking through their workday, putting time – but not energy or passion – into their work. • Goal: Psychologically rehire these individuals reigniting the passion they originally had. • ACTIVELY DISENGAGED employees aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these works undermine what their engaged coworkers accomplish. • Goal: If possible, we find the individual a different role that they do have passion for or we assist the individual in identifying that an alignment issue exists between their passion and the direction of the company or team. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Measurement If you can’t manage what you don’t measure! Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Employee Engagement Survey 1. Pride 8. Trust 2. Culture 9. Diversity 3. Communication 10.Management 4. Celebration 11.Relationships 5. Selection 12.Satisfaction 6. Development 13.Performance 7. Quality 14.Net Promoter Score Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Net Promoter Score (NPS) Measurement • The NPS score is our ultimate measure of success for employee engagement. • The NPS methodology classifies respondents in three categories: promoters, neutral, or detractors. • The methodology asks respondents 1 question “On a scale of 1 (highly unlikely) to 10 (highly likely), would you recommend company X as a place to work for family or friends?” • Quantification approach: • Throw out responses rated at 7 or 8. These individuals are neutral and will not go out of their way to endorse the organization. • Subtract the % of detractors (those who scored 1 to 6) from the % of promoters (those who scored 9 or 10). The results is the Net Promoter Score. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Management Our servant leaders are focused on building engaged team’s every day by focusing on what is important to each individual. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Our 10 Part Plan for Employee Engagement 1. Individual: Every leader creates an individualized action plan to address suggestions from the survey. These are created by engaging employees one-on-one. 2. Talent: We ensure the right people are on the bus and they’re in the right seat. 3. Purpose: We regularly reinforce Vision, Mission, and Values. Purpose drives passion which drives engagement. 4. Positivity: We promote a positive environment by regularly celebrating success. 5. Communication: Open the lines of communication to employees including multiple channels of regular communication. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Our 10 Part Plan for Employee Engagement 6. Development: We focus on a learning environment where every employee is constantly learning and growing. 7. Assignments: We inspire our team with work assignments that are challenging and promote a sense of accomplishment. 8. Innovation: We have created a culture of innovation that not only encourages innovation but creates an expectation for it. 9. Accountability: All employees are held accountable to fulfill their responsibilities and empowered to make the needed decisions. 10. Friendships: We encourage people to develop close, personal relationships with their colleagues. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Examples and Ideas Passing on ideas for engaging teams... Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Daily WakeUp • Every day, every Information Technology & Services employee gathers at 8:30am on each of the 4 floors of the ITS Building for 10-15 minutes. • Our celebration includes: • A reading of the Vision, Mission, Values, or Patient Promise. • Announcement of anniversaries and birthdays. • High fives for the team members. • Leadership key notes and messages. • Fun facts in history and about our Medical Center. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
Focus on You (a Talent Plus tool) 1. Participants learn something new about We utilize an exercise called Focus on You the people with whom they work. for major meetings. It’s a team exercise 2. The structure of the Focus On You activity allowing folks to build deeper formalizes the process. relationships. Questions include: Participants are more likely to talk and ask questions. Name--name you would like to be called Once they hear the sound of their own What Do I Get Paid To Do--listen for voice, it is more comfortable to speak up. specifics Formality of structure makes it easier to talk than for participants to respond to a Hot Buttons--spontaneous door openers request to “get up and talk about Two Successes (professional/personal) themselves.” What I Do Best--in any area 3. When people have the above understandings, significant Goals For Next Year (professional/personal) productivity increases. Slide Deck: http://goo.gl/kQqVX1 Webex Support 1-866-229-3239 Event #667 215 268
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