Employee Engagement: Unleash the Drive to Excel

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Employee Engagement Unleash the Drive to Excel
Lead Well. Engage Employees. Get Results.

• Barb Krantz Taylor (bktaylor_at_thebaileygroup.com)

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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?

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How do you know whos engaged?

• Clear about purposeseek 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
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Employee Engagement

• A personal connection employees have to their
  job, organization, manager, or team that
  motivates them to excel at their work.

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Whats the Difference?

• Engagement
• vs.
• Satisfaction

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Where Engagement Happens
Employee Goals
Organization Goals
Bingo!
Maximum Drive and Performance
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THE GALLUP PATH
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Employee Engagement Results

• 38 higher customer satisfaction
• 22 higher productivity
• 27 higher profits

Source Gallup Organization
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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
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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

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Employee Engagement Drivers
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What Drives Engagement?
Manager Relationship
Trust in Senior Leadership
Development Opportunities
Pride in Organization
Utilization of Strengths
Connection to Organizations Success
Co-Worker Relationships
Discretionary Effort
Job Satisfaction
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How do I get some of that????
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It takes a village

• Employees
• Managers
• Senior Leaders
• Human Resources

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Employees Role

• Proactively manage career
• Know self (strengths, values, contributions)
• Explore (feedback and information seeking)
• Prioritize
• Set Goals/Take Action

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Managers Role

• 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

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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
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Human Resources 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

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Taking Charge of Your Career
The employee challenge...
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What is a career?
Job paid work
Leisure enjoyment meaning purpose
a degree of autonomy
Career Job Leisure
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Career Fit

• Work (talents, challenge, growth)
• Environment (physical/cultural)
• Relationships (supervisor, colleagues)
• Rewards (pay, benefits, hours)

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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?

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Engaging Conversations
The managers challenge...
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(No Transcript)
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Its as much about the act of (engaging)
conversations, as it is about the outcome of
those conversations --Performance Improvement
Solutions, 2005
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Engaging Conversations
Unleashing an employees potential to excel
Employee Goals
Organization Goals
Connecting their motivation to organizations
success
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Engaging Conversations--Step by Step

• Initiate
• Dialog about engaging moments and employee
  strengths
• Compare strengths to current work
• Make a Strengths Development Plan
• Check-in regularly

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Initiation

• Explain What, Why, WIIFM, WIIFY, Why now?
• Probe for questions/understanding
• Set meeting
• Provide Engaging Questions

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Engaging in Dialogue

• Coaching is unlocking a persons potential to
  maximize their performance. It is helping them
  learn rather than teaching them

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

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Practice Dialogue

• Ask open ended questions
• Go deeper with questions like
• What did you like about that?
• Tell me more about _____.
• Im curious about _____.
• What did you mean by ______?
• Practice listening behaviors (eye contact,
  leaning forward, nodding)

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Engaging Questions

• What did you like about that?
• Im curious about _____
• Tell me more about _____
• What did you mean by ______?
• Help me understand _____
• What else?

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Preparing for an Engaging Conversation

• List each staff member
• How engaged are they?
• How do you see their strengths fit their job?
• What are your hopes/expectations for their
  development?
• Keep performance issues separate from engagement!
• Get ready to listen to employee perspectives

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Engaged Employees

• Work harder
• Aim higher
• Perform better
• Stay longer

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If you are going to treat customers first, you
have to treat employees MORE first
--Tom Peters
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THANK YOU!
Lead Well. Engage Employees. Get Results.

• Barb Krantz Taylor 763-545-5997