Engagement

Slide 1: Strengths…Another Lens Leadership Team Meeting February 28, 2008 Puyallup School District Magnify our StrengthS

Slide 2: Q12 – An Exercise For You 1. Know what is expected? 2. Have materials & equipment needed? 3. Do what I do best every day? 4. Recognition in last 7 days? 5. Supervisor/someone who cares? 6. Someone encourages my development?

Slide 3: Q12 – continued 1. At work my opinions count? 2. Mission/purpose--my work is important? 3. Coworkers committed to quality? 4. Best friend at work? 5. Progress in last 6 months? 6. Opportunities to learn & grow?

Slide 4: Engaged “Loyal, productive, emotionally attached, likely to stay at least one year, fewer accidents, less likely to steal.”

Slide 5: Not Engaged “Productive (maybe), But emotionally absent.”

Slide 6: Actively Disengaged “Physically present but psychologically absent, unhappy, insist on sharing this unhappiness with colleagues …and often recruiting others.”

Slide 7: Q12 Findings After 1 year on the job… 70% of U.S. employees at 1 year are not engaged at work  30% Engaged  54% Not Engaged  16% Actively Disengaged

Slide 8: Q12 Findings The longer employees stay with an organization, the less engaged they become. Engaged 38 27 22 20 Not engaged 50 55 56 57 Disengaged 12 18 22 23 <6 mo 6m-3y 3-10y 10+y

Slide 9: Engagement Hierarchy Q12: learn & grow Growth Q11: progress . How can we grow? Q10: friend Q9: coworkers committed.. Teamwork Q8: mission….. How I belong? Q7: opinion counts…… Q6: development Q5: cares about me.. Management Q4: recognition. . . . Support Q3: opportunity. . . .… What I give? to do best. . . .… Q2: materials Basic Q1: expectations . What I get? Needs Source: The Gallup Organization, Summit on Principal Leadership

Slide 10: Engagement Hierarchy Q 11-12 Profitability How can we grow? Q 7-10 How I belong? Employee Retention Customer Q 3-6 Satisfaction What I give? Loyalty Safety Q 1-2 What I get? Source: The Gallup Organization, Summit on Principal Leadership

Slide 11: Findings Business units in the top quartile are:  78% more likely to have higher overall performance (composite of customer, profitability, productivity, retention).

Slide 12: What Does This Mean For Us?  What do my own Q12 answers reveal?  What action does this mean for me?  Prediction about response from my staff?  On which Q12 question should I focus?

Slide 13: Upcoming Discussions  March  Q3: At work do I have the opportunity to do what I do best every day?  Q5: Does my supervisor or someone at work seem to care about me as a person?