Employee Engagement

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Employee Engagement

• How to Find Out if Your Employees are Actively
  Engaged in Their Work

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Shocking Statistics

• 29 of employees are actively engaged in their
  jobs
• 54 are not engaged
• 17 are actively disengaged

Source Gallup Management Journal
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Engaged Workers

• Produce More
• Create Better Relationships with
• Customers and Clients
• Contribute to Positive Work Environments
• Stay with the Organization Longer
• Are More Committed to Quality

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A Confusing Concept

• Researchers since 2000 have defined the term
  differently and, as a result, come up with
  different key drivers and implications.
• Different studies have identified 26 drivers of
  engagement. Some focused on cognitive issues,
  some on underlying emotional issues.

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Blended Definition

• Engagement is a heightened emotional
• connection that an employee feels for his
• or her organization, that influences him
• or her to exert greater discretionary effort
• to his or her work.

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Translation

• Employees will work harder when
• they FEEL LIKE working harder.

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Engaged

• Feel a close connection to their
• organization and are more
• passionate about their work.
• Drive innovation and push the
• organization forward

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Not Engaged

• Are essentially checked out.
• Sleepwalking through the work day.
• Unlikely to put time, energy or passion
• into their work.

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Actively Disengaged

• Are not just unhappy, they are acting
• out their unhappiness.
• Every day they are
• undermining what their
• engaged co-workers
• accomplish.

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Some Key Drivers

• Trust and integrity how well managers walk the
  talk
• Mentally stimulating jobs
• Line of sight between employee performance and
  organizational performance
• Career growth opportunities

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More Key Drivers

• Pride in association with the organization
• Relationships with co-workers or team members
• Employee development
• Relationship with ones manager

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How can you tell?

• This isnt Rocket
• Surgery!

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Get Started!

• Do a baseline employee satisfaction survey
• Create other methods for employee input and
  feedback

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What Do We Ask?

• The Gallup Organization
• Suggests Asking 12 Key
• Questions

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Question 1

• Do you know what is
• expected of you at work?

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Question 2

• Do you have the materials
• and equipment you need to
• do you work right?

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Question 3

• At work, do you have the
• opportunity to do what you do
• best every day?

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Question 4

• In the last seven days, have
• you received recognition or
• praise for doing good work?

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Question 5

• Does your supervisor, or
• someone at work, seem to
• care about you as a person?

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Question 6

• Is there someone at work who
• encourages your development?

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Question 7

• At work, does your opinion
• seem to count?

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Question 8

• Does the mission/purpose of
• your agency make you feel
• your job is important?

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Question 9

• Are your associates (fellow
• employees) committed to
• doing quality work?

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Question 10

• Do you have a best friend at
• work?

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Question 11

• In the last six months, has
• someone at work talked to
• you about your progress?

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Question 12

• In the past year have you had
• opportunities at work to learn
• and grow?

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Measure it!

• Pride in employer
• Job satisfaction
• Opportunity to perform well at challenging work
• Recognition and feedback for contributions
• Support from supervisors
• Prospects for growth
• Likelihood one will stay with employer

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Create a Dialogue!

• Listen to employee feedback
• Analyze the data
• Create an action plan
• Implement practical changes
• REPEAT

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What is the Alternative?

• Higher employee turnover
• Diminished employee performance
• Lost training dollars
• Lower employee morale

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It is a Big Deal!

• There is clear and mounting evidence
• that high levels of employee engagement
• closely correlates to individual, group
• and organizational performance in such
• areas as retention, turnover, productivity,
• customer service and loyalty.