Staff engagement Tips and tricks on getting buy-in
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According to Merriam-Webster online sustained physical or mental effort to overcome obstacles and achieve an objective or result An activity in which one activity that a person exerts strength engages in regularly to WORK is: or faculties to earn a livelihood people looking for work do or perform something: a specific task, duty, function, or assignment often being a part or phase of some larger activity
What’s missing? Balance with Positive Fulfillment Joy Relationships Growth life anything
About me • Street Cred: • Academic, Medical, Elementary School, and Public Library experience • 10+ years in retail doing customer service • Passionate about workplace satisfaction (presented at a few conferences about it) • Love unicorns and pugs
Agenda/Overview I II III IV Burnout Engagement Culture Implementation & Planning
That’s the thing: you don’t understand burnout unless you’ve been burned out. And it’s something you can’t even explain. It’s just doing something you have absolutely no passion for. Elena Delle Donne
What are some of the symptoms of burnout that you’ve personally experienced or observed in others? POLL
The struggle is real Burnout is Emotional exhaustion: Often accompanied by physical exhaustion characterized and cognitive weariness. by three traits, often measured Depersonalization: Others are perceived as or treated as objects; using a version can manifest as social withdrawal, flat or irritable responses to of the Maslach others, or as cynicism. Burnout Inventory (MBI) Inefficacy: One's efforts are felt to no longer have value or to make (Maslach & a difference. Jackson, 1981):
In the long run Low productivity $125 to 190 billion Hiring and High training new turnover annually staff Drop in quality of applicants
Why do people leave? Career growth opportunities Pay and benefits Manager or management Company culture Job fit
Choose a job you love and you will never have to work a day in your life. Confucius
Why do people work? POLL
The c e cave e dwel eller er
The e wa wader
The e swimme mmer
The d e diver er
The e me mer- pers rson
Why does knowing staff’s engagement matter? Insight on Retention Team spirit performance Actionable information
Gallup’s 12 engagement questions (part 1) 01 02 03 04 05 06 I know what is I have the At work, I have In the last seven My supervisor, There is expected of me materials and the opportunity days, I have or someone at someone at at work. equipment I to do what I do received work, seems to work who need to do my best every day. recognition or care about me as encourages my work right. praise for doing a person. development. good work.
Gallup’s 12 engagement questions (part 2) 7 8 9 10 11 12 At work, my The mission or My associates or I have a best In the last six This last year, I opinions seem purpose of my fellow friend at work. months, have had to count. company makes employees are someone at opportunities at me feel my job is committed to work has talked work to learn important. doing quality to me about my and grow. work. progress.
Culture eats strategy for breakfast. - Peter Drucker
Does your organization have a mission/vision? POLL
What kind of organization do you want to be? S – Specific M – Measurable A – Achievable R – Realistic T – Time-bound
Follow through Hire for culture Dedicate/allot staff, time, and maybe $$ Evaluate/assess your staff’s engagement, and revise your plans regularly Do what you said you would Recognize and praise when you see cultural effort
What to give your team Recognition/praise for The expectations for their specific instances of Support/empowerment Feedback/Responsiveness performance excellence Flexibility Opportunities A safe space/boundaries Open communication
What to take from your team The mission/vision Information about – WHY they should Trust who they are do what they do Feedback Their temperature
WIIFM Market the culture Recognize/Reward exceptional performance Let them learn Listen to them
Grant me the serenity to accept the people I cannot change… Adapted Serenity Prayer
What do you do with your cave-dwellers? Set expectations Hold them accountable Give them the tools they need for success Engage them in regular conversations about their work, their aspirations (if any)
The culture of any organization is shaped by the worst behavior the leader is willing to tolerate. Gruenter and Whitaker
You’re the leader, not the boss
Questions?
Thank you and don’t hesitate to contact me Pauline Stacchini Manager over Strategic Initiatives Dallas Public Library pcstacchini@gmail.com
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