How to Create a Culture
That Fosters Employee
Engagement.
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl

Jessica Batz
Marketing Specialist
jbatz@b...
4,000+ Courses. 25 Topic Areas. Unlimited Access.
POLL QUESTION
What’s the
biggest
challenge to
employee
engagement
you’re facing?

A.

The quality of training
and learning...
POLL QUESTION
How would you
describe your
own level of
engagement?

A.

Happily among the living.

B.

On life support, bu...
WHAT YOU’LL LEARN:
1. What is engagement and why it’s important.
2. Key characteristics of an engaged culture.

3. What ca...
25M respondents
195 countries
16 major industries
ENGAGED employees exhibit a “profound
connection” to their employer. Some
commentators view engagement as the level of
dis...
Problems with direct supervisors
account for 49% of disengaged
employees.

30%
60%
ACTIVELY
DISENGAGED

ENGAGED

SOURCE: E...
Active employee
disengagement costs the
U.S. economy $450 billion to
$550 billion per year.
Results Over One Year
ENGAGEMENT

HI

LO

Operating
income

+19%

-33%

Net Income

+13%

-4%

EPS

+28%

-11%
SOURCE: TOW...
ENGAGEMENT
IS NOT…
CHARACTERISTICS OF AN
ENGAGED CULTURE
Leadership buy-in
Supervisors truly care
Link my job to organization success
Meaning...
WHAT CAN ORGANIZATIONS DO TO IMPROVE
EMPLOYEE ENGAGEMENT?
1.

Work with data.

2.

Focus on engagement at multiple levels ...
MAJOR MANAGERIAL SKILLS GAPS
1. Coaching
2. Performance appraisals

3. Developing others
4. Managing change

5. Communicat...
Emotional Intelligence
Coaching

Communication
Delegation
Emotional Intelligence
Our ability to understand and monitor our own feelings and
emotions, and the feelings and emotions ...
Coaching
Effective Conversations.

•

“Ask vs. Tell”
approach.

•

Focus on the
employee and not
on tasks.

•

Accountabil...
Communication
Message and method are appropriate to the situation and
desired results.

• Giving feedback
• Keeping employ...
Delegation
The right tasks to the right people.

•

Shift in thinking from
“dumping”

•

Demonstrates
managers
confidence ...
DIFFERENT TYPES OF EMPLOYEES
NEED DIFFERENT ENGAGEMENT
STRATEGIES…
Generations

Career Stage

Remote Employees

Team Size
...
PLAYING TO EMPLOYEE
STRENGTHS
…
employees who feel engaged at work
and who are able to use their strengths
in their jobs are more productive and

profit...
Extrinsic vs. Intrinsic
Motivation
• Mastery
• Autonomy
• Meaning
10 REASONS TO INVEST IN
MANAGER TRAINING
1. The employee/manager relationship is the most important single
factor in drivi...
4. It’s important to develop the next generation of leaders from

within.
5. Investments in front-line manager training ar...
8. Well-trained managers help mitigate risk and avoid litigation –

which is expensive and disruptive.
9. Repeat #1 – it’s...
Some recommended resources…
Employee Engagement Video Series.
Ridiculous or Strategic?
The Business Case for Engagement
Me...
DELEGATION
Delegating - Strengthen your leadership capabilities through
delegation (2 minute, Video Course and Competency
...
COMMUNICATION
Telecommuting Basics: Communication Strategies for the
Remote Employee (60 minute, eLearning Course)
Busines...
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl

Jessica Batz
Marketing Specialist
jbatz@b...
Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employee Engagement - Webinar 11-27-13
Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employee Engagement - Webinar 11-27-13
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Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employee Engagement - Webinar 11-27-13

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Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money.

The frightening facts:
* 60% of employees are actively disengaged – 2:1 ratio

* Nearly 1/3 of employees think their managers fail to effectively communicate goals.

*40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins.)

So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to provide managers with training that helps them:

- Be better coaches.
- Identify skill gaps and development needs.
- Set clear, achievable goals aligned with your organization.
- Recognize and give feedback

This session is approved for 1 hour general CE credit for HR.

Published in: Business, Technology
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Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employee Engagement - Webinar 11-27-13

  1. 1. How to Create a Culture That Fosters Employee Engagement.
  2. 2. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
  3. 3. 4,000+ Courses. 25 Topic Areas. Unlimited Access.
  4. 4. POLL QUESTION What’s the biggest challenge to employee engagement you’re facing? A. The quality of training and learning opportunities. B. The support from the employee’s direct supervisor/manager. C. Compensation and benefits. D. Career advancement opportunities E. Something else.
  5. 5. POLL QUESTION How would you describe your own level of engagement? A. Happily among the living. B. On life support, but not flat lined yet. C. Help I’ve been bitten! D. Zombified. Me want BRAINS for lunch!
  6. 6. WHAT YOU’LL LEARN: 1. What is engagement and why it’s important. 2. Key characteristics of an engaged culture. 3. What can we do to improve engagement. 4. Key managerial competencies and challenges. BIZLIBRARY.COM
  7. 7. 25M respondents 195 countries 16 major industries
  8. 8. ENGAGED employees exhibit a “profound connection” to their employer. Some commentators view engagement as the level of discretionary effort these employees exert. NOT ENGAGED are those employees who are emotionally “checked out.” These are the “zombies” who sleepwalk through their day and simply go through the motions. ACTIVELY DISENGAGED are those employees who aren’t just unhappy at work. These are employees who are actually undermining the efforts of those around them. These are the “zombies” whose attitudes are contagious and pose real risks to organizations.
  9. 9. Problems with direct supervisors account for 49% of disengaged employees. 30% 60% ACTIVELY DISENGAGED ENGAGED SOURCE: EMPLOYEE ENGAGEMENT VS. DISENGAGEMENT, CUSTOMINSIGHT DEC. 2012 10% DISENGAGED Nearly 1/3 of employees think their managers fail to effectively communicate goals. 40% of employees say they don't receive regular, clear feedback on their performance from their manager. SOURCE: GALLUP
  10. 10. Active employee disengagement costs the U.S. economy $450 billion to $550 billion per year.
  11. 11. Results Over One Year ENGAGEMENT HI LO Operating income +19% -33% Net Income +13% -4% EPS +28% -11% SOURCE: TOWERS PERRIN
  12. 12. ENGAGEMENT IS NOT…
  13. 13. CHARACTERISTICS OF AN ENGAGED CULTURE Leadership buy-in Supervisors truly care Link my job to organization success Meaningful work Motivation Have the resources Have the training Get feedback Get recognized Personal growth Career advancement
  14. 14. WHAT CAN ORGANIZATIONS DO TO IMPROVE EMPLOYEE ENGAGEMENT? 1. Work with data. 2. Focus on engagement at multiple levels – senior leadership and grass roots. 3. Select the right managers. 4. Train and coach managers on key skills and strategies that lead to employee engagement. 5. Define engagement in realistic and everyday terms. 6. Find ways to connect to every employee.
  15. 15. MAJOR MANAGERIAL SKILLS GAPS 1. Coaching 2. Performance appraisals 3. Developing others 4. Managing change 5. Communications 6. Business acumen Bersin by Deloitte , Current Capabilities by Role, December 2011
  16. 16. Emotional Intelligence Coaching Communication Delegation
  17. 17. Emotional Intelligence Our ability to understand and monitor our own feelings and emotions, and the feelings and emotions of those around us. • Enable people to work together towards common goals • Motivations, needs perspectives
  18. 18. Coaching Effective Conversations. • “Ask vs. Tell” approach. • Focus on the employee and not on tasks. • Accountability, action and outcomes.
  19. 19. Communication Message and method are appropriate to the situation and desired results. • Giving feedback • Keeping employees connected • Maintaining relationships
  20. 20. Delegation The right tasks to the right people. • Shift in thinking from “dumping” • Demonstrates managers confidence in employee • Focus on strengths
  21. 21. DIFFERENT TYPES OF EMPLOYEES NEED DIFFERENT ENGAGEMENT STRATEGIES… Generations Career Stage Remote Employees Team Size Organizational Size
  22. 22. PLAYING TO EMPLOYEE STRENGTHS
  23. 23. … employees who feel engaged at work and who are able to use their strengths in their jobs are more productive and profitable and have higher quality work. SOURCE: Gallup Study, 2013 State of the American Workplace
  24. 24. Extrinsic vs. Intrinsic Motivation • Mastery • Autonomy • Meaning
  25. 25. 10 REASONS TO INVEST IN MANAGER TRAINING 1. The employee/manager relationship is the most important single factor in driving employee engagement. 2. Employee engagement leads directly to higher productivity and profitability, and disengaged employees are disruptive. 3. Managers don’t become managers and automatically “know” how to manage. They have to learn. 4. Sound management practices are not complicated and can be taught.
  26. 26. 4. It’s important to develop the next generation of leaders from within. 5. Investments in front-line manager training are likely to yield a better return on investment and be more needed than any other type of leadership development and training. 6. Good management training can help develop a better level of consistent manager performance throughout your organization. 7. Respected, high-performing managers boost engagement, productivity and retention – all of which improve the bottom-line.
  27. 27. 8. Well-trained managers help mitigate risk and avoid litigation – which is expensive and disruptive. 9. Repeat #1 – it’s just that important! 1. The employee/manager relationship is the most important single factor in driving employee engagement.
  28. 28. Some recommended resources… Employee Engagement Video Series. Ridiculous or Strategic? The Business Case for Engagement Measuring Employee Engagement Managing for Engagement Creating an Engaged Organization BIZLIBRARY.COM
  29. 29. DELEGATION Delegating - Strengthen your leadership capabilities through delegation (2 minute, Video Course and Competency Toolkit) Developing Employees through Delegation (15 minute, Scenario-Based eLearning Course) Q&A: Delegating and Empowering (13 minute, Video Course) A Leader’s Guide to Delegating (23 minute, Video Course) BIZLIBRARY.COM
  30. 30. COMMUNICATION Telecommuting Basics: Communication Strategies for the Remote Employee (60 minute, eLearning Course) Business Etiquette: Written Communications (7 minute, Video Course) Global Scenarios Series: Building the Virtual Team (18 minute, Video Course) BIZLIBRARY.COM
  31. 31. Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
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