2. • Definition of Employee Engagement
• Role of leaders in Employee Engagement
• Empowerment with Employees
3. Employee engagement occurs when
employees feel passionate about their jobs,
have commitment to the organization, and
put discretionary effort into their work.
4. Employee engagement is not the same as
employee satisfaction. Employee Satisfaction
only indicates how happy or content your
employees are. It does not address their
level of motivation, involvement, or
emotional commitment.
5.
6. Leaders need to create a workplace that
evokes commitment that is not based on a
false promise.
Leaders need to set clear expectations of
employees so that their path is clear and
they can see the larger vision of the
organization. “Why we do what we do?”
Leaders need to engage employees in the big
picture.
7. To be successful in engaging employees
Leaders need to develop relationships with
staff- you are responsible to find out what
drives (motivates) each employee to see
their strengths and weaknesses. Leaders
build upon Employee strengths and assist in
ways to grow their weaknesses into
strengths.
8. To be successful- Leaders need to establish
trust. This can happen by having the leaders
close to the employee. You need to be
accessible and not stuck in an office. When
you are available to staff they know they can
approach you.
Leaders need to establish fairness and assist
with relaying to Employees the department
values and goals.
9. Communication is the foundation to success
of engagement. It is important for Employees
to know at the right time how their role is
critical to the success as well as how their
role impacts the organization.
Build Employee commitment- Give praise and
recognition to build employee loyalty and
commitment. People want to feel that what
they do makes a difference.
10. Actively listen to employees and take action
based on their feedback.
11. Employee empowerment- is used to express
the way in which Employees can make
decisions without consulting their managers.
These decisions can be small or large. It
might merely mean giving employees the
ability to make some decisions on their own.
Editor's Notes
I choose to talk about Employee Engagement because this is something that I believe in and it’s a value I have as a leader. Engaged employees will match Dean’s vision by providing surpassed quality and compassionate care to every patient everytime. In the next 10 min I will give you a brief summary about engagement.
I will look to define Employee engagement, talk about the role of Leaders, empowerment with employees and I will throw some examples of what I have witnessed concerning employee engagement thought the presentation.
Emotional commitment is key to motivating employees toward engagement and change
Here is a image that shows the aspects to employee engagement- commitment, motivation, trust and loyalty. All are ways that Leaders can set the stage for employee engagement. Commitment- from manager and company, motivation is what motivates the individual and this is something that the leader should find out about their Employees so as to engage them. Are they motivated by recognition, little gifts, special days- jean day or taco day? Trust is something that leaders earn from employees. This all then shows that an employee is loyal to the company and the company’s vision.
Leaders are key to the success of Employees and the catalyst. Switch book- looks at directing the rider/employee- layout the expectations and point to the destination and vision. Motivate the Elephant- the Employee’s emotion- find the feeling that drives them, shrink the change and make it smaller steps and grow the people give the skills to help motivate them. Finally the Leaders need to shape the path tweaking the environment and building habits, keep Employees excited and focused on the end- vision.
This happens by getting to know you staff and being available- stepping out of your office and checking in with staff. Example of when the downsize happened at TMG- I already had relationships with the staff. Instead of avoiding the conversation of the downsize and the impact on staff I discussed it head on. I meet with staff 1:1 I listened to their concerns, showed empathy, pulling on what motivated them I kept them focused on the mission of the program and reminded them that they still had a job to do and the number of lives they touched every day with each plan they processed. We are concerned about people that we work with not the politics of the company. Keep fighting the fight and be the diamond in the rough. We were able to process and increased number of plans then the previous 6 months- a success for the staff and people served.
Example what happens when managers aren’t accessible to staff- develops fear with staff if manager wants to talk with you. It is a leader’s responsibility to be accessible and communicate with staff. To get out of their office and make “rounds” so that you are checking in with staff- helping to have a relationship and trust. Example of not getting out- LeeAnn vs myself at TMG
Communication is very important in all relationships and leads to successful relationships. It is a leader’s job to be able to use all forms of communication with staff. When is it appropriate for one on one face to face communication, email or team meetings. Giving recognition and praise is very important to engagement. Staff need to feel appreciated for their efforts and good work.
Actively listening is like the picture of this dog- all ears. It is important to follow this wheel of listening- keep you eyes on the person talking- monitor to see if their words mirror their actions, paraphrase what was said. Never make assumptions- pay attention. This means don’t multitask. For me in this fast passed world and multitasking all the time I have found turning off my computer monitor so I am not distracted by media, I turn and sit with the person. Giving them my full attention. Giving full attention also helps to develop trust. Which is important with Employee engagement.
Leaders need to share decision making with Employees. There are items that are non negotiable like dress code, customer service. Etc. But if leaders can empower staff to make some decisions about how they accomplish their job or goal set it will help the EE feel that they have some input and that not all decisions come from the top down. giving employees skills, resources, authority, opportunity, motivation, as well holding them responsible and accountable for outcomes of their actions, this will contribute to their competence as an active employee that is satisfied and engaged. I witnessed empowerment when we had quality review workgroups come together to review process and develop or change process. This included all staff roles. I saw staff realize that they could make decisions and actively involved in the process. This also engaged them in the organization and the change management that followed.
I hope that this presentation has given you insight on the importance of Employee engagement in the success of each team. Thank you for your time today.
