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Engage…Retain…Prosper
Six Ways to Drive Employee Engagement
in Your Organization
Sheila L. Margolis, PhD

©2014 by Sheila ...
Businesses need productive workers
People want meaningful work in a
satisfying work environment
Engaged Employees Are
Committed to the Organization
and
Willing to Put Forth Extra Effort to
Deliver Superior Performance
Engagement Is the Key to Unlocking
Optimal Performance
Engaged Workers Produce
Amazing Results!
How Engaged Are Your Employees?
COMMITMENT
PRIDE
HAPPINESS
HARDWORKING
What Can You Do
to Improve
Employee Engagement?
Consider Pay First
Pay Is a Threshold Motivator
Engagement efforts will not be successful
if pay is an issue for employees
For Pay to Not Be an Engagement Issue…
1. Pay must be ADEQUATE
2. Pay must be FAIR—both internally—
in similar positions w...
If pay is not an issue,
think through these
six Universal Priorities
to improve engagement in your
organization…

6
Six Priorities to Drive
Employee Engagement
1. FIT

6. OWNERSHIP

5. ACHIEVEMENT

2. TRUST

3. CARING

4. COMMUNICATION
Let’s Begin with the Priority of

FIT

1
Engaged Workers Are a FIT with the
Organization and their Job
Do I fit?

FIT
To Be a Fit,
the Purpose of the Organization
and
the Work the Individual Does
Must Feel Meaningful
Engaged Workers Feel They Are Making a
Meaningful Contribution through Work
To Be a Fit, There Must Be Harmony
Are My Values in Harmony with the
Organization’s Core Values?
Is the Work I Do in Harmo...
Be Sure the Employee’s Values Are
Aligned with the Organization’s Values
Be Sure Employees Are Doing the
Right Work
Work Must Fit One’s Skills, Interests, and
Abilities and Be Challenging
Now Complete Part 1
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #1: FIT—Do I fit?
Circle Your Response

1. The purpose of my organization is
meaningful t...
Next, Is the Priority of

TRUST

2
Engaged Workers TRUST their Leaders
on All Levels
Do I fit?

Do I trust
them?

TRUST
To Promote Trust,
Leaders Must Demonstrate

Integrity & Honesty,
Fairness & Consistency,
and

Competence
Do Workers Trust and Respect their
Leaders?
Are Leaders Honest, with Integrity?
Are Leaders Fair and Consistent?
Are Leaders Competent?
Now Complete Part 2
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #2: TRUST—Do I trust them?
Circle Your Response

5. My senior leaders are honest.

Not 1 ...
Next, Is the Priority of

CARING

3
Engaged Workers Have a
Caring Workplace
Do I fit?

Do I trust
them?

CARING

Do
they care
about
me?
In Caring Organizations,

Relationships Matter.
Employees Feel

Kindness, Support,
Camaraderie, and a
Sense of Belonging
Does Work Feel Like Family?
Do You Have Friends at Work?
Do Senior Leaders Care?
Engagement Must Flow Downhill
Are Managers Supportive?
Do Managers Provide Employees the
Resources to Do Their Jobs Well?
Do You Feel Camaraderie at Work?
Now Complete Part 3
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #3: CARING—Do they care about me?
Circle Your Response

11. Senior leaders care about me....
Next, Is the Priority of

COMMUNICATION

4
Communication Is Critical to
Engaging Employees
Do I fit?

Do I trust
them?

Do they care
about me?

COMMUNICATION
Am I
in...
To Promote Communication,
Organizations Value

Certainty,
Transparency, and
Openness
Communication Drives Satisfaction which
Drives Engagement
Communication Lowers Uncertainty—
Uncertainty Can Paralyze an Organization
Create a Plan for Sharing Information

Daily

Annually

Weekly

Ongoing

Every 6
months

Monthly

Quarterly
Be Sure Information Flows in
All Directions
Top/Down

Bottom/Up

Laterally
Be Sure to Listen to Employees
Now Complete Part 4
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #4: Communication—Am I informed & do
they listen?
Circle Your Response

16. Information a...
Next, Is the Priority of

ACHIEVEMENT

5
Engaged Employees Learn, Grow, Achieve
Do I fit?

Do I trust
them?

ACHIEVEMENT

Do they care
about me?

Am I
developing
a...
To Promote Achievement,
Organizations Encourage

Feedback,
Learning & Development,
Recognition, and
Progress
Do I Receive Feedback?
Do I Have the Opportunity to
Learn and Grow?
Do They Recognize My Efforts and
Accomplishments?
Am I Making Progress in Meaningful
Work?
Now Complete Part 5
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #5: ACHIEVEMENT—Am I developing and
achieving?
Circle Your Response

20. I receive feedba...
Next, Is the Priority of

OWNERSHIP

6
Engaged Employees Feel Ownership
Do I fit?

Do I trust
them?

Do I
feel like
Do they care
OWNERSHIPme?
an
about
owner?
Am ...
To Promote Ownership,
Organizations Support

Autonomy,
Flexibility,
Participation & Involvement,
and

Responsibility
People Support What They Help Create

Autonomy,
Involvement, & Promote
Responsibility

Ownership
Engaged Workers Have
Flexibility and Autonomy
Engaged Workers Are Involved in
Decision Making
Now Complete Part 6
of the
Employee Engagement Audit
to Assess the Drivers of Engagement
Employee Engagement Audit
Driver #6: OWNERSHIP—Do I feel like an owner?
Circle Your Response

25. I have autonomy in my jo...
Engagement Is the Responsibility of
Everyone
Find Ways to Engage Each Individual
You Manage!
Do Your Best to Work in an Organization
Where You Will Feel Engaged
I

my company & my job
Remember the Six Universal Priorities that
Drive Employee Engagement
1. FIT

Do I fit?

Do I feel
6. OWNERSHIP like an
own...
Engaged workers have a profound impact
on your organization’s success!
Engage…Retain…Prosper

www.SheilaMargolis.com
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Employee Engagement: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization

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Discover the six Universal Priorities that drive employee engagement. Create an enriching and motivating workplace that stimulates exceptional efforts and heightened loyalty. Addressing the human side of the organization is key to achieving top performance. Organizational that live by these six Universal Priorities create cultures of excellence. The six Universal Priorities that promote employee engagement are Fit, Trust, Caring, Communication, Achievement, and Ownership.

Published in: Business, Technology

Transcript of "Employee Engagement: Engage...Retain...Prosper--Six Ways to Drive Employee Engagement in Your Organization"

  1. 1. Engage…Retain…Prosper Six Ways to Drive Employee Engagement in Your Organization Sheila L. Margolis, PhD ©2014 by Sheila L. Margolis
  2. 2. Businesses need productive workers People want meaningful work in a satisfying work environment
  3. 3. Engaged Employees Are Committed to the Organization and Willing to Put Forth Extra Effort to Deliver Superior Performance
  4. 4. Engagement Is the Key to Unlocking Optimal Performance
  5. 5. Engaged Workers Produce Amazing Results!
  6. 6. How Engaged Are Your Employees? COMMITMENT PRIDE HAPPINESS HARDWORKING
  7. 7. What Can You Do to Improve Employee Engagement?
  8. 8. Consider Pay First
  9. 9. Pay Is a Threshold Motivator Engagement efforts will not be successful if pay is an issue for employees
  10. 10. For Pay to Not Be an Engagement Issue… 1. Pay must be ADEQUATE 2. Pay must be FAIR—both internally— in similar positions within the company—and externally— compared to other similar organizations
  11. 11. If pay is not an issue, think through these six Universal Priorities to improve engagement in your organization… 6
  12. 12. Six Priorities to Drive Employee Engagement 1. FIT 6. OWNERSHIP 5. ACHIEVEMENT 2. TRUST 3. CARING 4. COMMUNICATION
  13. 13. Let’s Begin with the Priority of FIT 1
  14. 14. Engaged Workers Are a FIT with the Organization and their Job Do I fit? FIT
  15. 15. To Be a Fit, the Purpose of the Organization and the Work the Individual Does Must Feel Meaningful
  16. 16. Engaged Workers Feel They Are Making a Meaningful Contribution through Work
  17. 17. To Be a Fit, There Must Be Harmony Are My Values in Harmony with the Organization’s Core Values? Is the Work I Do in Harmony with my Interests, Skills, and Abilities?
  18. 18. Be Sure the Employee’s Values Are Aligned with the Organization’s Values
  19. 19. Be Sure Employees Are Doing the Right Work
  20. 20. Work Must Fit One’s Skills, Interests, and Abilities and Be Challenging
  21. 21. Now Complete Part 1 of the Employee Engagement Audit to Assess the Drivers of Engagement
  22. 22. Employee Engagement Audit Driver #1: FIT—Do I fit? Circle Your Response 1. The purpose of my organization is meaningful to me. Not 1 2 3 4 5 Very At All Much 2. I feel like I make a meaningful contribution through my activities at work. Not 1 2 3 4 5 Very At All Much 3. The values of my organization are aligned with my values. Not 1 2 3 4 5 Very At All Much 4. My skills, interests and abilities are a match with my job. Not 1 2 3 4 5 Very At All Much Meaningfulness & Harmony
  23. 23. Next, Is the Priority of TRUST 2
  24. 24. Engaged Workers TRUST their Leaders on All Levels Do I fit? Do I trust them? TRUST
  25. 25. To Promote Trust, Leaders Must Demonstrate Integrity & Honesty, Fairness & Consistency, and Competence
  26. 26. Do Workers Trust and Respect their Leaders?
  27. 27. Are Leaders Honest, with Integrity?
  28. 28. Are Leaders Fair and Consistent?
  29. 29. Are Leaders Competent?
  30. 30. Now Complete Part 2 of the Employee Engagement Audit to Assess the Drivers of Engagement
  31. 31. Employee Engagement Audit Driver #2: TRUST—Do I trust them? Circle Your Response 5. My senior leaders are honest. Not 1 2 3 4 5 Very At All Much 6. My immediate supervisor is honest. Not 1 2 3 4 5 Very At All Much 7. My senior leaders are fair. Not 1 2 3 4 5 Very At All Much 8. My immediate supervisor is fair. Not 1 2 3 4 5 Very At All Much 9. My senior leaders are competent. Not 1 2 3 4 5 Very At All Much 10. My immediate supervisor is competent. Not 1 2 3 4 5 Very At All Much Integrity & Honesty, Fairness & Consistency, Competence
  32. 32. Next, Is the Priority of CARING 3
  33. 33. Engaged Workers Have a Caring Workplace Do I fit? Do I trust them? CARING Do they care about me?
  34. 34. In Caring Organizations, Relationships Matter. Employees Feel Kindness, Support, Camaraderie, and a Sense of Belonging
  35. 35. Does Work Feel Like Family?
  36. 36. Do You Have Friends at Work?
  37. 37. Do Senior Leaders Care? Engagement Must Flow Downhill
  38. 38. Are Managers Supportive?
  39. 39. Do Managers Provide Employees the Resources to Do Their Jobs Well?
  40. 40. Do You Feel Camaraderie at Work?
  41. 41. Now Complete Part 3 of the Employee Engagement Audit to Assess the Drivers of Engagement
  42. 42. Employee Engagement Audit Driver #3: CARING—Do they care about me? Circle Your Response 11. Senior leaders care about me. Not 1 2 3 4 5 Very At All Much 12. My immediate supervisor cares about me. Not 1 2 3 4 5 Very At All Much 13. I have the materials and equipment I need to do my job right. Not 1 2 3 4 5 Very At All Much 14. I care about the people I work with. Not 1 2 3 4 5 Very At All Much 15. I have friends at work. Not 1 2 3 4 5 Very At All Much Relationships, Kindness, Support, Camaraderie & Belonging,
  43. 43. Next, Is the Priority of COMMUNICATION 4
  44. 44. Communication Is Critical to Engaging Employees Do I fit? Do I trust them? Do they care about me? COMMUNICATION Am I informed & do they listen?
  45. 45. To Promote Communication, Organizations Value Certainty, Transparency, and Openness
  46. 46. Communication Drives Satisfaction which Drives Engagement
  47. 47. Communication Lowers Uncertainty— Uncertainty Can Paralyze an Organization
  48. 48. Create a Plan for Sharing Information Daily Annually Weekly Ongoing Every 6 months Monthly Quarterly
  49. 49. Be Sure Information Flows in All Directions Top/Down Bottom/Up Laterally
  50. 50. Be Sure to Listen to Employees
  51. 51. Now Complete Part 4 of the Employee Engagement Audit to Assess the Drivers of Engagement
  52. 52. Employee Engagement Audit Driver #4: Communication—Am I informed & do they listen? Circle Your Response 16. Information about the organization is freely shared. Not 1 2 3 4 5 Very At All Much 17. I know what is expected of me at work. Not 1 2 3 4 5 Very At All Much 18. My manager listens to me. Not 1 2 3 4 5 Very At All Much 19. My opinions seem to count. Not 1 2 3 4 5 Very At All Much Certainty, Transparency, Openness
  53. 53. Next, Is the Priority of ACHIEVEMENT 5
  54. 54. Engaged Employees Learn, Grow, Achieve Do I fit? Do I trust them? ACHIEVEMENT Do they care about me? Am I developing and achieving? Am I informed & do they listen?
  55. 55. To Promote Achievement, Organizations Encourage Feedback, Learning & Development, Recognition, and Progress
  56. 56. Do I Receive Feedback?
  57. 57. Do I Have the Opportunity to Learn and Grow?
  58. 58. Do They Recognize My Efforts and Accomplishments?
  59. 59. Am I Making Progress in Meaningful Work?
  60. 60. Now Complete Part 5 of the Employee Engagement Audit to Assess the Drivers of Engagement
  61. 61. Employee Engagement Audit Driver #5: ACHIEVEMENT—Am I developing and achieving? Circle Your Response 20. I receive feedback on my performance. Not 1 2 3 4 5 Very At All Much 21. I receive valuable training & development opportunities. Not 1 2 3 4 5 Very At All Much 22. There is someone at work who encourages my development. Not 1 2 3 4 5 Very At All Much 23. I get recognition or praise for doing good work. Not 1 2 3 4 5 Very At All Much 24. I see the progress I make toward achieving goals that matter to me. Not 1 2 3 4 5 Very At All Much Feedback, Learning & Development, Recognition, Progress
  62. 62. Next, Is the Priority of OWNERSHIP 6
  63. 63. Engaged Employees Feel Ownership Do I fit? Do I trust them? Do I feel like Do they care OWNERSHIPme? an about owner? Am I developing & achieving? Am I informed & do they listen?
  64. 64. To Promote Ownership, Organizations Support Autonomy, Flexibility, Participation & Involvement, and Responsibility
  65. 65. People Support What They Help Create Autonomy, Involvement, & Promote Responsibility Ownership
  66. 66. Engaged Workers Have Flexibility and Autonomy
  67. 67. Engaged Workers Are Involved in Decision Making
  68. 68. Now Complete Part 6 of the Employee Engagement Audit to Assess the Drivers of Engagement
  69. 69. Employee Engagement Audit Driver #6: OWNERSHIP—Do I feel like an owner? Circle Your Response 25. I have autonomy in my job. Not 1 2 3 4 5 Very At All Much 26. I have flexibility in how I achieve my goals. Not 1 2 3 4 5 Very At All Much 27. I am included in decision making that impacts me. Not 1 2 3 4 5 Very At All Much 28. I am given substantial responsibility. Not 1 2 3 4 5 Very At All Much Autonomy, Flexibility, Participation & Involvement, Responsibility
  70. 70. Engagement Is the Responsibility of Everyone
  71. 71. Find Ways to Engage Each Individual You Manage!
  72. 72. Do Your Best to Work in an Organization Where You Will Feel Engaged I my company & my job
  73. 73. Remember the Six Universal Priorities that Drive Employee Engagement 1. FIT Do I fit? Do I feel 6. OWNERSHIP like an owner? Am I developing & achieving? 5. ACHIEVEMENT Do I trust them? 2. TRUST Do they care about 3. CARING me? Am I informed & do they listen? 4. COMMUNICATION
  74. 74. Engaged workers have a profound impact on your organization’s success!
  75. 75. Engage…Retain…Prosper www.SheilaMargolis.com
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