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Engagement

Welcome!

Let’s Define Employee Engagement

Employee engagement is t he ext ent t o which employees feel passionat e about t heir j obs, are commit t ed t o t he organizat ion, and put discret ionary effort int o t heir work.

Why should an organization care about having engaged employees?

Engaged employees:

• Are mot ivat ed t o give ext ra effort , driven by a workplace cult ure

t hat challenges, respect s, and holds people account able

• Posit ively cont ribut e t o t he success of your business
• Feel a part of your t eam which allows organizat ions t o ret ain t op

t alent

• Underst and t he Organizat ional St rat egy and goals and t hey help

communicat e t he vision t o all st akeholders

Why should an organization care about having engaged employees?

26% great er

year-over-year increase in annual revenue

More reasons

Why should an organization care about having engaged employees?

64% great er

annual increase in engagement if formal plan

Even MORE reasons

Consensogram

• Q1. How would you rate employee

engagement in your organization?

• Q2. How committed is your leadership to

employee engagement?

What’s your employee engagement challenge?

Write down a question, thought, concern, or challenge you have with employee engagement.

Employee Engagement Survey

Where do I start when measuring engagement?

An Engagement Survey:

• Consists of benchmarked and validated questions

that allow team members an opportunity to confidentially share their feedback and insight

• Delivers valuable and detailed information that

can be used to pinpoint problem areas

• Provides required data that is utilized as the

starting point for the Engagement Strategy

What is an Engagement Survey?

An Engagement Survey:

• When properly implemented and utilized

demonstrates that the leadership is committed to listening and making positive change

• Allows an organization to map the results of

their investment in their people year over year

What is an Engagement Survey?

What does the Engagement Survey measure?

Four Areas of Measurement

• 1. Employee and organization
• 2. Employee and manager
• 3. Competencies of management
• 4. S

trategic alignment in organization

Emp Dep t Org

What does the Engagement Survey measure?

Employee and Organization

• Confidence in organization as well as

trust, fairness, values, communication, teamwork, and respect

• Includes perceptions of senior

management

Emp Dep t Org

What does the Engagement Survey measure?

Employee and Manager

• More specific on how employees feel about

their direct supervisors

• Mutual respect, feeling valued, being treated

fairly, receiving feedback and direction

• Manager impact –

for most, largest day-to- day influence on their engagement level

Emp Dept Org

What does the Engagement Survey measure?

Competencies of Management

• Do managers have the skills needed to get

the j ob done?

• Do managers display the behaviors needed to

motivate employees?

• Based on 360 feedback research (upward

feedback model)

• Motivating, Relationship Building, Execution

Emp Dept Org

What does the Engagement Survey measure?

Strategic Alignment in Organization

• Does the organization have a clear strategy

and set of goals?

• Do employees understand how the work they

do contributes to the organization's success?

• Is employee effort focused in the right

direction?

Emp Dept Org

• Compile/ Communicat e result s –

different cont ent , different audiences

• Creat ing an engagement plan/ st rat egy doesn’ t

aut omat ically lead t o success, but one guided by good survey dat a has a bet t er chance!

• Know where t o focus effort s/ involve t he st aff!
• The survey enables engagement measurement!
• Cont inual communication and follow up
• Combine t he engagement st rat egy direct ly int o t he
• rganizat ion’s st rat egy in order t o gain result s

What to do with all that data!

S ample met rics: *engagement scores *t urnover *absent eeism *healt hcare cost s *higher deposit s t o ret irement *wellbeing init iat ives *correlat ion t o revenue increases *engagement links t o cust omer/ member result s *improvement in avg sales-cycle increases in revenue from cust omer referrals *improvements in annual cust omer service cost s et c.

Remember the positive business impact of high engagement

• Leadership
• Trust

What are two leading factors of engagement?

• Alignment/ consensus needed among

leadership team on what steps will be taken, when

• Mutual accountability
• Consistent leadership communications –

everyone “ on message”

• Middle management - critical lynchpin

The role of Leadership

How does trust show up in your

• rganization?

Presence of… Lack/ absence of…

The Role of Trust

What’s your employee engagement challenge?

Write down a question, thought, concern, or challenge you have with employee engagement.

Questions, Comments, Ideas …

Thank you!