Employee Engagement In Difficult Times


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Employee Engagement In Difficult Times

  1. 1. Employee Engagement in Difficult Times Leigh Branham Mark Hirschfeld www.re-engagebook.com
  2. 2. Engaged Employees… Give more discretionary effort Receive better customer service ratings Speak well of the organization Are more likely to stay Voice more ideas Adapt to and facilitate change Engage other employees
  3. 3. Yearly competitions 44 U.S. Cities 10,000 employers of all sizes have applied since 2004 2.1 million employees surveyed Data from 37-question engagement survey and 200,000+ comments analyzed
  4. 4. Have employee engagement levels decreased since the recession began? Are some employers maintaining or gaining employee engagement in spite of the economy? If so, what are these employers doing differently and better? What can employers do to lessen the disengaging effects of fear, uncertainty and doubt? Can this be an opportunity to actually increase employee engagement?
  5. 5. Compared to last year at this time employees where I work are: More engaged, Less engaged, About the same.
  6. 6. “We don’t see a psychological recession…. During the last five years, overall levels of engagement have remained relatively stable, at just over 50 percent globally.” (Conference Board Review, May/June, 2008, Vol. 45, Issue 3)
  7. 7. The majority of employers saw decreases in employee engagement.
  8. 8. 90 87.7 86.58 86.68 Q1 2008 Q1 2009 Q1 2010 80 -- Q1 2010 results from 62,625 employees across the U.S.
  9. 9. A 2010 report from The Conference Board based on a survey of 5,000 workers found that only 45 percent are satisfied with their jobs - down from 61. 1 percent in 1987. Almost 1 in 4 workers in an Employee Benefit Research Institute survey postponed plans to retire this year, with 29 percent of those citing the poor economy as the reason. According to a study reporting on HBR Online, many high potential employees are considering a job change as the economy strengthens.
  10. 10. “Although it is more difficult to be successful in the current state of the economy and increased competition, the company has maintained focus on its goals and keeps its employees informed. They want everyone to be successful and they provide the necessary resources to do so.” “This is an awesome place to work where the sky is the limit. I trust the leadership and feel secure, despite the economy.”
  11. 11. “Look for many departures when the economy picks up.” “Stress levels are very high and there seems to be no sympathy for employees that are directly affected by this economy, only blame. The entire country is in financial stress and yet somehow this company manages to find a way to place the lack of sales on its employees.”
  12. 12. How some employers are gaining ground: Setting a clear, compelling direction that empowers each employee, Open and honest communication, Continued focus on career growth and development, Recognizing and rewarding high performance, and Employee benefits that demonstrate a strong commitment to employee well being.
  13. 13. Develop a clear and credible plan for, and path to, success. Make sure the plan is clearly communicated from top to bottom. Seek and welcome every idea for making the plan a reality and delivering more value, e.g., big/small improvements, new ideas/innovation.
  14. 14. Don’t sugar-coat the reality/challenge. Senior leaders are open, visible, and vulnerable. Involve employees in idea generation and reward the ideas that work. Hold “50-50” meetings. Provide a steady diet of bite-size status reports Conduct frequent “pulse” surveys.
  15. 15. Focus employees on company growth as key to future personal growth. Managers hold “career check-ins” and paint a picture of possible options and scenarios. Challenge employees to create their own opportunities by meeting “un-met needs”. Encourage temporary job trials, job swapping, cross-training, and skill-building rotations. Don’t stop investing in employee growth; create everyday learning opportunities.
  16. 16. Challenge all supervisors to notice and appreciate employee contributions. Celebrate team accomplishments. Spread the word about customer success stories. Confront and coach poor performers. Resist temptation to “crank up the negative consequences.”
  17. 17. Conduct surveys, listening sessions, and/or focus groups. Remind employees about all benefits and their value. Hold meeting to put the team’s life-work issues on the table and address. Create “Red Zone” awareness and encourage “interventions”. Educate about stress/time management, healthy diet, exercise, and lifestyle. Encourage socializing, fun, and stress-relief.
  18. 18. "Kites rise highest against the wind, not with it." -- Sir Winston Churchill
  19. 19. Join us in San Diego on June 30th at the SHRM Global Conference when we will present: “Navigating the Crosswinds of Employee Engagement”
  20. 20. www.silverstonegroup.com www.quantumworkplace.com www.keepingthepeople.com
  21. 21. www.re-engagebook.com @ReEngageBook
  22. 22. Thank You! Questions?