Engagement

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Employee Engagement

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Engagement

  1. 1. Strengths…Another Lens Leadership Team Meeting February 28, 2008 Puyallup School District Magnify our Strengths
  2. 2. Q12 – An Exercise For You <ul><li>Know what is expected? </li></ul><ul><li>Have materials & equipment needed? </li></ul><ul><li>Do what I do best every day? </li></ul><ul><li>Recognition in last 7 days? </li></ul><ul><li>Supervisor/someone who cares? </li></ul><ul><li>Someone encourages my development? </li></ul>
  3. 3. Q12 – continued <ul><li>At work my opinions count? </li></ul><ul><li>Mission/purpose--my work is important? </li></ul><ul><li>Coworkers committed to quality? </li></ul><ul><li>Best friend at work? </li></ul><ul><li>Progress in last 6 months? </li></ul><ul><li>Opportunities to learn & grow? </li></ul>
  4. 4. Engaged <ul><li>“ Loyal, productive, </li></ul><ul><li>emotionally attached, </li></ul><ul><li>likely to stay at least one year, </li></ul><ul><li>fewer accidents, less likely to steal.” </li></ul>
  5. 5. Not Engaged <ul><li>“ Productive (maybe), </li></ul><ul><li>But emotionally absent.” </li></ul>
  6. 6. Actively Disengaged <ul><li>“ Physically present </li></ul><ul><li>but psychologically absent, </li></ul><ul><li>unhappy, insist on sharing this unhappiness with colleagues </li></ul><ul><li>… and often recruiting others.” </li></ul>
  7. 7. Q12 Findings <ul><li>After 1 year on the job… </li></ul><ul><li>70% of U.S. employees at 1 year </li></ul><ul><li>are not engaged at work </li></ul><ul><ul><li>30% Engaged </li></ul></ul><ul><ul><li>54% Not Engaged </li></ul></ul><ul><ul><li>16% Actively Disengaged </li></ul></ul>
  8. 8. Q12 Findings <ul><li>The longer employees stay with </li></ul><ul><li>an organization, the less engaged </li></ul><ul><li>they become. </li></ul>6m-3y 18 55 27 10+y 3-10y <6 mo 23 22 12 Disengaged 57 56 50 Not engaged 20 22 38 Engaged
  9. 9. Engagement Hierarchy Basic Needs Management Support Teamwork Growth Q2: materials Q1: expectations . What I get? How can we grow? How I belong? What I give? Q10: friend Q9: coworkers committed .. Q8: mission …. . Q7: opinion counts … … Q6: development Q5: cares about me .. Q4: recognition . . . . Q3: opportunity . . . . … to do best . . . .… Q12: learn & grow Q11: progress . Source: The Gallup Organization, Summit on Principal Leadership
  10. 10. Engagement Hierarchy Q 1-2 Q 3-6 Q 7-10 Q 11-12 What I get? How can we grow? How I belong? What I give? Source: The Gallup Organization, Summit on Principal Leadership Employee Retention Customer Satisfaction Loyalty Safety Profitability
  11. 11. Findings <ul><li>Business units in the top quartile are: </li></ul><ul><ul><li>78% more likely to have higher overall performance (composite of customer, profitability, productivity, retention). </li></ul></ul>
  12. 12. What Does This Mean For Us? <ul><li>What do my own Q12 answers reveal? </li></ul><ul><li>What action does this mean for me? </li></ul><ul><li>Prediction about response from my staff? </li></ul><ul><li>On which Q12 question should I focus? </li></ul>
  13. 13. Upcoming Discussions <ul><li>March </li></ul><ul><ul><li>Q3: At work do I have the opportunity to do what I do best every day? </li></ul></ul><ul><ul><li>Q5: Does my supervisor or someone at work seem to care about me as a person? </li></ul></ul>

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