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DecsionWise: Employee Engagement and the Hourly Employee
 

DecsionWise: Employee Engagement and the Hourly Employee

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Based on our research with hundreds of organizations, we have found that while hourly employees have different expectations of the employment contract than exempt employees, the fundamental drivers of ...

Based on our research with hundreds of organizations, we have found that while hourly employees have different expectations of the employment contract than exempt employees, the fundamental drivers of engaged performance are the same. Engagement is largely based on the activation of basic human motivations--no matter the job status or responsibilities. Learn key factors in creating an environment where your best hourly employees want to stay and are engaged in their work.

What are the differences in expectations for non-exempt employees?
What are the drivers of satisfaction and engagement for hourly employees?
What are the differences in employee engagement exempt and non-exempt employees?
How can managers engage their hourly workforce to improve performance?

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    DecsionWise: Employee Engagement and the Hourly Employee DecsionWise: Employee Engagement and the Hourly Employee Presentation Transcript

    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 1 Employee Engagement and the Hourly Employee Charles Rogel Dir. Business Development DecisionWise Paul Warner Dir. Consulting Services DecisionWise
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 2 About DecisionWise 360-Degree Feedback Employee Engagement Leadership Development & Coaching Organization Change Awareness | Action | Accountability Clients
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 3 Hourly Employees are Critical… Hourly employees are on the front-lines of: Production Quality Customer Experience Advocates and supporters of operational performance
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 4 Satisfaction Engagement Hearts, Hands, & Minds Contractual TransformationalTransactional Meaning Autonomy Growth Impact Connection The Engagement Experience
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 5 Employment Contract Exempt 1. Compensation 2. Benefits 3. Advancement 4. Positive work Environment Hourly 1. Compensation 2. Benefits 3. Tools and Resources 4. Positive work environment 5. Advancement
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 6 Case Study: Retail Source: Harvard Business Review Jan/Feb 2012
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 7 Case Study: Retail Walmart Costco Low Labor Budgets Low Quality and/or Quantity of Labor Poor Operational Execution Low Sales and Profits High Labor Budgets Good Quality and/or Quantity of Labor Good Operational Execution High Sales and Profits
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 8 Case Study: Manufacturing Multinational manufacturing organization Locations: 30 Market Share: 30% Annual Revenues: 1 Billion Employee Count: over 2,500
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 9 Top 5 Drivers of Engagement Exempt/Salaried Employees 1. Challenge in Job 2. Advancement 3. Coaching/Mentoring 4. Autonomy 5. Pride in company Hourly Employees Employees 1. Respect 2. Rewards/Incentives 3. Voice 4. Challenge in Job 5. Advancement
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 10 Case Study: Manufacturing Employee Voice Only 51% of hourly employees believed that they had a voice compared to 70% of salaried/exempt employees. Career Opportunities Only 39% of hourly employees reported that they received counseling on their careers (compared to 54 percent of exempts) even though 70% of hourly employees felt that there were career opportunities within the company.
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 11 Engaging Hourly Employees 1. Treat with dignity and respect 2. Communicate total compensation package 3. Promote advancement opportunities 4. Train 5. Provide needed tools and resources Satisfaction Contractual Transactional
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 12 1. MEANING: Articulate clear and compelling vision and goals 2. AUTONOMY: Delegate-coach-support 3. GROWTH: Foster personal mastery experiences 4. IMPACT: Provide feedback, information, and recognition 5. CONNECTION: Establish a collaborative environment and personal working alliance with group members Engaging Hourly Employees Engagement Hearts, Hands, & Minds Transformational Meaning Autonomy Growth Impact Connection
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 13 How Managers Inhibit Engagement Negative mood and affect Negative attitudes about subordinates (mistrust) Over- or under-manage Create fear of speaking up Fail to connect individual contributions to larger goals and objectives
    • ©2013. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com | 14 Paul Warner pwarner@decision-wise.com Charles Rogel crogel@decision-wise.com Tel. 1.801.960.1400 www.decision-wise.com