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Unleash The Drive To Excel

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On July 21, 2009 The Bailey Group hosted a presentation on how employee engagement enables organizations to maximize the efforts of their workforce to drive quality, customer satisfaction, revenue......

On July 21, 2009 The Bailey Group hosted a presentation on how employee engagement enables organizations to maximize the efforts of their workforce to drive quality, customer satisfaction, revenue growth and profitability. Learn more about the benefits of a highly engaged workforce in this slide show.

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  • Exactly HOW engagement leads to organizational success is described by this Gallup Path…it starts with employees knowing themselves and their fit, it includes managers who take the time to understand and form effective, trusting relationships with their staff AND deploying that staff well. And if that is done, this leads to the organizational success leaders need—assuming they are leading well!

Transcript

  • 1. Employee Engagement: Unleash the Drive to Excel Barb Krantz Taylor and Ann Ruschy Lead Well. Engage Employees. Get Results.
  • 2. Video
    • What about this “employee” looks engaging?
    • What does the “manager” do that helps engage the employee and contribute to performance excellence?
    • What lessons did you learn from this video?
  • 3. How do you know who’s engaged?
    • Clear about purpose—seek ways to improve
    • Bring full selves to work
    • Highly skilled
    • Need for achievement
    • Positive energy
    • Committed to team
    • Upbeat and proud to work for you
    Source: First, Break All the Rules, Gallup
  • 4. A personal connection employees have to their job, organization, manager, or team that motivates them to excel at their work. Employee Engagement
  • 5. What’s the Difference?
    • Engagement
    • vs.
    • Satisfaction
  • 6. Where Engagement Happens Employee Goals Bingo ! Organization Goals Maximum Drive and Performance
  • 7. THE GALLUP PATH ™ THE RIGHT FIT GREAT MANAGERS ENGAGED EMPLOYEES ENGAGED CUSTOMERS SUSTAINABLE GROWTH HIGHER PROFIT STOCK INCREASE ENTER HERE ID STRENGTHS MISSION ACHIEVEMENT
  • 8. Employee Engagement Results
    • 38% higher customer satisfaction
    • 22% higher productivity
    • 27% higher profits
    Source: Gallup Organization
  • 9. More Results
    • 26% higher productivity
    • 13% higher returns to shareholders
    • 20% fewer missed work-days
    • ¾ of Highly Engaged employees “exceed” or “far exceed” expectations
    Source: Watson Wyatt 2008/2009 WorkUSA Report
  • 10. … And More
    • Perform 20% better
    • Are 87% less likely to leave the organization
    Source: “Driving Performance and Retention through Employee Engagement” Corporate Leadership Council, 2006
  • 11. How do I get some of that????
  • 12. It takes a village…
    • Employees
    • Managers
    • Senior Leaders
    • Human Resources
  • 13. Employee’s Role
    • Proactively manage career
    • Know self (strengths, values, contributions)
    • Explore (feedback and information seeking)
    • Prioritize
    • Set Goals /Take Action
  • 14. Manager’s Role
    • Identify the “work that needs doing”
    • Determine strengths needed for “the work”
    • Assess current strengths
    • Identify matches and gaps
    • Coach employees
    • Provide feedback, information, and resources
    • Balance strengths with organizational needs
  • 15. Leaders’ Role
    • Capitalize on “ engageable momen ts”
    • Demonstrate strong leadership and clear direction
    • Manage organizational change with effective communication
    • Emphasize customer focus
    • Institute and communicate a system of equitable rewards
    • Invest in the core
    --Watson Wyatt 2008/2009 WorkUSA Report
  • 16. Human Resource’s Role
    • Be a partner
    • Be a role model
    • Coach leaders, managers, and employees
    • Integrate into (required?) management development/training
    • Align policies, procedures, and practices
    • Measure engagement
    • Track results
  • 17. Taking Charge of Your Career
  • 18. What is a career? Job = paid work Leisure = enjoyment; meaning & purpose; a degree of autonomy Career = Job + Leisure
  • 19. Career “Fit”
    • Work (talents, challenge , growth)
    • Environment (physical/cultural)
    • Relationships (supervisor, colleagues)
    • Rewards (pay, benefits, hours)
  • 20. What fits for you?
    • Quickly jot down what you know about your 4 areas of fit…
      • How easy/hard was this?
      • How specific are your answers?
      • How many of your employees (or people you know) would
      • 1) find this easy?
      • 2) have specific answers?
  • 21. Engaging Conversations
  • 22. Engaging Conversations Employee Goals Organization Goals Unleashing an employee’s potential to excel Connecting their motivation to organization’s success
  • 23.
    • Think about a time
    • at work when you
    • were at your best
  • 24. Engaging Questions
    • What did you like about that?
    • I’m curious about _____
    • Tell me more about _____
    • What did you mean by ______?
    • Help me understand _____
    • What else?
  • 25. Employee Engagement Drivers
  • 26. What Drives Engagement? Trust in Senior Leadership Manager Relationship Pride in Organization Connection to Organization’s Success Utilization of Strengths Discretionary Effort Job Satisfaction Co-Worker Relationships Development Opportunities
  • 27. Work harder Aim higher Perform better Stay longer Engaged Employees
  • 28. THANK YOU! Barb Krantz Taylor and Ann Ruschy Lead Well. Engage Employees. Get Results.