Docstoc

Employee Engagement - Get as PowerPoint

Document Sample
Employee Engagement - Get as PowerPoint Powered By Docstoc
					Employee Engagement
     How to Find Out if Your
  Employees are Actively Engaged
          in Their Work
           Shocking Statistics
 29% of employees are actively
   engaged in their jobs

 54% are not engaged

17% are actively disengaged



Source: Gallup Management Journal
       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
      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.
        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.
          Translation
Employees will work harder when
they FEEL LIKE working harder.
                 Engaged
Feel a close connection to their
organization and are more
passionate about their work.

Drive innovation and push the
organization forward
   Not Engaged
Are essentially “checked out.”

Sleepwalking through the work day.

Unlikely to put time, energy or passion
into their work.
    Actively Disengaged
Are not just unhappy, they are acting
out their unhappiness.

Every day they are
undermining what their
engaged co-workers
accomplish.
       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
        More Key Drivers
 Pride in association with the
 organization
Relationships with co-workers or team
 members
Employee development


Relationship with one’s manager
      How can you tell?

This isn’t Rocket
Surgery!
           Get Started!
• Do a baseline employee
  satisfaction survey

• Create other methods for
  employee input and feedback
     What Do We Ask?

The Gallup Organization
Suggests Asking 12 Key
Questions
         Question 1

Do you know what is
expected of you at work?
        Question 2

Do you have the materials
and equipment you need to
do you work right?
         Question 3

At work, do you have the
opportunity to do what you do
best every day?
         Question 4

In the last seven days, have
you received recognition or
praise for doing good work?
         Question 5

Does your supervisor, or
someone at work, seem to
care about you as a person?
        Question 6

Is there someone at work who
encourages your development?
         Question 7

At work, does your opinion
seem to count?
         Question 8

Does the mission/purpose of
your agency make you feel
your job is important?
         Question 9

Are your associates (fellow
employees) committed to
doing quality work?
         Question 10

Do you have a best friend at
work?
         Question 11

In the last six months, has
someone at work talked to
you about your progress?
         Question 12

In the past year have you had
opportunities at work to learn
and grow?
              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
          Create a Dialogue!
•   Listen to employee feedback
•   Analyze the data
•   Create an action plan
•   Implement practical changes
•   REPEAT
    What is the Alternative?
 Higher employee turnover

 Diminished employee performance

 Lost training dollars

 Lower employee morale
          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.

				
DOCUMENT INFO