Thanks, Lori. Hello everyone and thank you for joining us today!In the next 57-1/2 minutes, we’re going to improve your organization’s profits, productivity, performance, safety, retention, absenteeism, change management, litigation costs,unionization risk, as well as your health, relationships, marriages, parenting skills and maybe even boost the nation’s economy a few hundred billion dollars while we’re at it. And all for free and withoutadding a single second to your day.The key to it all? One word: ENGAGEMENT.The presentation you’re about to see is the result of an unprecedented set of interviews, surveys, research and analysis on literally every employee engagement resource in the history of the universe. Thanks to all of you out there who sent in books, articles, blogs and other suggestions for me to read. Tried to look at each and every one of ‘em and weave them into this presentation wherever humanly possible.Our goal today: To engage you in engagement engagingly.
Here’s what we’re going to cover today, a fact-based and scientifically proven regimen we call THE ENGAGEMENT WORKOUT. You are the first people on this planet to see this invaluable information.Like any good workout, it starts with a cleansing of all the bad stuff in our systems, then a little warm up to get the juices flowing, followed by some core work on the basics and then a set of exercises designed to increase your engagement balance, power and endurance.And then after that, we’ll conclude with a cool down, including some time for reflection, a gaze into the future, some suggested supplements, a discussion of real-world results and then a little TEST afterward to make sure you’re all maximizing your results.You should feel strrretched, challenged and maybe even a bit exhausted by the end of our session. If you’d like to review anything we cover here today in more detail, this entire PPT plus all my color commentary and notes will be available on my blog, along with a handy summary of each and every factoid we cover, a recommended reading list to go even deeper and lots of other great stuff.[Lori: Approximately how many people do we have tuning in here today? Wow. If we all do this stuff, we can truly change the world.] Let’s go!
As an extra added bonus, my alter-ego Dan Wilde will be magically tweeting along as me during today’s webinar using the handle @manpowerblawg – that’s b-l-a-w-g – using the hashtag #mpwebinar. Thank you, Dan, and please don’t say anything that’ll get me fired.
First, our official disclaimer …And one other note I should add right now. Today is Administrative Professionals Day. If you haven’t done something nice for the administrative professionals in your life, please leave this webinar immediately and do so now. Thank you.
Well, we as a civilization have had the Stone Age. The Bronze Age. The Iron Age. The Industrial Age.The Space Age. The Age of Aquarius. The Information Age.It’s taken us several centuries but the world is finally recognizing one simple fact: WE NEED HUMANS. That’s why we here at ManpowerGroup believe that this is the HUMAN AGE.All over the world, access to talent is replacing access to capital as the absolute #1 key competitive differentiator. The bottom line: Companies that have talent will win. Those that don’t, won’t. It’s that simple.And the absolute #1 way to make sure that your organization is the one with the talent? ENGAGEMENT.
So how are we doing with humans? Not so well.Acc’g to the latest studies, only 29% of employees out there right now are truly engaged.That means that more than 2/3 of your peoplearen’t truly engaged. Imagine a basketball team. Do you think the University of Kentucky would have won March Madness if 3 out of their starting 5 were wandering around the court maybe out in the concession stand or maybe shooting at the wrong basket. NO.Clearly, we have lots of room for improvement,which is why we’ve created this little workout.
Here’s where engagement is headed according to various studies.DOWN, which is strange when you think about all the attention and investment companies are making in engagement.In fact, Gallup’s most recent annual worker happiness poll found that American employees are more disengaged and miserable than ever before. The annual cost of all that disengagement? $300B in lost productivity annually. Truly a disengagement crisis.
One last introductory statistic: HR professionals identify engagement as their #1 biggestchallenge going forward. So, if you’re struggling in this area, you’re not alone.
What are some of the dangers of all this disengagement?Acc’g to a study by Cornell, disengaged employees are 5 times more likely to leave than engaged employees. Huge cost. The true cost of turnover is now 29-38% of annual pay. Multiply that times the # of employees who leave each year and that’s a BIG number.Disengaged employees can kill your customer relationships. Only 13% of disengaged employees would recommend their company’s products or services versus 78% of engaged employees, according to Gallup.The chances of getting unionized skyrocket with increased disengagement as do your chances of getting a major class action lawsuit.Disengagement can even be fatal. One study found that employees with bosses who don’t listen or who unfairly criticize have a 30% higher rate of coronary disease than those treated with respect and kindness. Another found that disengaged employees are far more likely to be hospitalized. And another found that the impact of disengaged employees can spread to their families with reports of kids having bad days in school and marriages suffering and other collateral damage.The bottom line: Disengagement is downright dangerous.
So, here’s our first Textorama. The 1st person to text their first name and the correct letter answer to the number on your screen – 414/751-0126 – will win a valuable prize.
So, how can YOU turn around all that disengagement? By doing a little something we call THE ENGAGEMENT WORKOUT.
Step 1: The CLEANSE. We’ll begin our workout by taking … work out. Don’t start anything new unless you stop something first.
So what gets in the way of engagement? US. WE are the enemy.If we’re honest, we crowd our days with waaaaaay too much stuff to focus on what’s really important: PEOPLE. Well, we have scientifically isolated the one key purge-worthy area that exists in virtually every organization: DUMB MEETINGS. There are now meetings to prepare for the pre-meeting prior to the meeting followed by the post-meeting to discuss what went wrong in the meeting meeting.Here are some truly mind-boggling statistics …
Want 9 weeks of your life back?We recently asked our Blawg visitors this ?: What % of meetings you attend are actually useful?The #1 response was a mere 50-59%. In other words, 40-49% are a waste of time. (Interestingly, 6 people who clearly need to find another job responded 0-9%.)A Verizon Infocom studyfound that each of us spends approximately 744 hours a year in meetings. If we waste about 50% of that time, that’s 372 hours -- more than 9 weeks -- each of us would have available to us to do something more productive – like take a vacation.Incidentally, if you multiply that by the number of employees in the U.S. alone, that’s a whopping 57.3 billion hours wasted each year. Yikes.So, stop dumb meetings. If you devote only a third of that saved time to the activities we discuss today, you’ll have an extra 3 full weeks -- or nearly 2.5 hours each and every week -- to engage people.
We also asked our Blawg visitors: How much time do you spend each week thinking about engagement?Nearly two-thirds (66%) said they spend less than an hour each week thinking about engaging the employees around them.Notice that the question didn’t ask “How much time do you spend actually doing something about employee engagement?” If any of you are at all like me, the “doing” number probably would be less than .00001% of the “thinking about” number.
So, here’s the answer to our first Textorama …IT is typically the least engaged department, according to BlessingWhite. What you see on the screen there is the actual ranking: Sales 38%, HR 37%, Marketing 32%, Finance 27%, IT 26%. Generally, the closer you are to the client, the more engaged you are, which explains some of the rankings.Tune in to the Blawg immediately after the webinar where we’ll announce our Textorama winners.
After you cleanse, it’s time to dive into the work out.Let’s start with a little warm-up to get the juices flowing …
We’ll start with YOU on engagement. We conducted a series of pre-webinar polls to gauge your engagement fitness. The results weren’t all that pretty.
Our first question was: Do you conduct employee engagement surveys?The answer? Sadly, the majority responded: NO, with 50.3% of the vote. Only 49.7% said YES. A little bit better than the very latest SHRM survey, which found that only 42% track engagement. So, you’re better than average but there’s still obviously lots of room for improvement.Which leads to our next ? …
We asked you how often do you conduct engagement surveys?Far and away the #1 answer was “Never,” with nearly 50% of the votes. Next was “Annually” (30%), followed by “Every 2 years” (10%) and “Every 3 years” (7%) and the rest of the also-rans you see there.
Next we asked: Do you follow up your engagement surveys with a concrete action plan?“Never” was again first with 44% of the votes. Next was “Sometimes” with 30% and then “Always” – unfortunately – was last with 26%.So, what’s it all mean? Our official prognosis is that not all of us are engaged in engagement engagingly. Which brings us to …
The CORE of our workout. Without these foundational fundamentals, you risk serious potential injury to you and your organization.
As a starting point, here’s a whirlwind tour of engagement past …Engagement shmengagement was the attitude for most of our history. Basically: You should be happy you’ve got a job. Now shut up and go back to work.That didn’t work. Organizational experts started talking about employee loyalty. And happiness. And satisfaction. But didn’t really get to the heart of the matter. If you think about it a loyal or satisfied or happy employee might very well be the first one to run out the door at 5:00 sharp, to reject a new project or a big change because they like the way things are. In fact, a 1993 Gallup survey concluded that while 80% said did some form of sat survey, 60% said worse off for having done survey versus doing absolutely nothing at all.Then org experts started moving toward this concept of “engagement.” But unfortunately there’s little agreement on exactly what engagement is and how to measure it.Basically, we have disengaged engagement. Seen as an HR thing, not integrated into overall strategy. There’s too much measurement, too little action. As one of the E experts I int’d rather poignantly said: “You don’t fatten the cow by weighing it every day.” Think about that.Last, the concept of 1 size fits all engagement programs are decidedly a thing of the past.
Before we jump into our next section, here’s a poll ? for you. Lori?[Quiet while vote. Then reveal results.]Somewhat surprisingly, it doesn’t,according to lots and lots of studies, including Right Management and many others. Too many companies in the past have made the mistake of believing that compensation is the be all and end all of keeping employees. It ain’t.
What are some other engagement myths? Each of these on your screen is busted by irrefutable data, as we’ll see throughout the rest of this presentation.Engagement isn’t somefluffy HR thing. It’s EVERYONE’s responsibility and there’s a direct tie to bottom line.Truly not 1 size fits all. 1 size fits 1. Has to tie to YOUR org’s vision or might send your people off in complete wrong direction.Huge mistake lots of orgs make is to survey, gather all the feedback and then prove to the employeesthey don’t care by ignoring it. Ends up being worse than if they did no survey at all.Lots of E experts I interviewed emphasized that there’s only so much you can do to “fix” people from an engagement perspective. Everybody comes in with different levels of engagement-ness. Really very extremely important to HIRE engaging people in the first place.And, last, if you define engagement correctly, you can’t possibly have too much. Simple illustration. Imagine again a basketball team. If 20% engaged, you have 1 player shooting at the right hoop with the other 4 milling about, signing autographs and posing for pictures.If you have 40% engaged, which is more than most orgs unfortunately, you’ve got 2/5. Even if you’ve got 80%, still got someone shooting at the wrong bucket.
So, that’s engagement myths. Here are some rather intriguing engagement realities.According to studies by BlessingWhite and others …
So what exactly IS engagement? You can find 6,841-word definitions written by professors waaay smarter than me but here’s the basic gist: Emotional and intellectual commitment to a mission. Emotional and intellectual commitment to a mission.That’s it. In other words, you need both of these …
Need to capture their hearts AND their minds. Emotional AND intellectual. If not, no way they’ll be committed and your mission – whatever it is – will fail.
Here’s our next poll.ManpowerGroup’s own Right Management surveyed more than 20,000 employees to find out what keeps ‘em engaged. A lot of the choices on the list made the top 10, but which one was #1? Lori?[Describe/discuss results.]The #1 answer was: “Senior leaders value employees.” Or put another way …
Here’s engagement in 1 word: LOVE.Proven in survey after survey. In addition to the Right Management survey, a Monster/Unum survey identified that employees most want their employer to truly quote ”care” about them as employees. (Interestingly, $ can’t buy you love. Only 66% rated a high salary as very important – a full 21% behind love.)A Towers Watson survey found that the single highest driver of engagement is whether employees feel managers are quote “genuinely interested in their well-being.”Came thru loud and clear in another one of our pre-webinar surveys, where we asked you to name the #1 thing that made you feel most engaged as an employee in your entire career. Love, love, love, love, love was what you said.As Mother Teresa said: “There is more hunger for love and appreciation in this world than there is for bread.”Sadly, though, the American Psychological Ass’n reports that nearly half – 48% -- of employees feel absolutely un-loved at work.
So, know that we understand the core of WHAT engagement is, HOW do we actually do it?Fitness experts are increasingly finding that the key to any good work out is that word you see right there: BALANCE. You need a balanced diet and a balanced exercise regimen. Otherwise, your whole system gets out of whack fast.Let me tell you a personal story to illustrate that point. Not tooo long ago, I turned 40. Virtually the second I did, things started breaking. First, I separated my shoulder when I fell going over a ski “jump” that was approximately three-and-a-half inches high.Then I tore my ACL and MCL and other assorted CLs trying to play football with teenagers.Then I tore a groin muscle trying to guard my niece in a friendly game of basketball.And then I got golfer’s elbow which is really strange because I don’t really golf.I finally got the sense to ask my doctor what the heck was going on and he asked me about my work out regimen. I proudly told him all about it and he basically said: You’re an idiot. You’re exercising like we all did in the 80s – lifting weights and running in a straight line and other things that don’t really relate to real life. You need a more balanced exercise plan that works out every part of your body in all directions so you don’t ever have to come limping and whining back here again.I actually listened to his advice and I haven’t injured anything in … a couple of weeks.So, once more, the key word is BALANCE. Here’s what we mean …
Ladies and gentlemen: This is the Magical Wheel of Engagement Love. The 6 E’s of Engagement.Here on one slide is absolutely everything all the experts say you need for real engagement. Extracted and distilled from literally … gazillions of pages of research.99.99999% of your survey answers on what made you feel most engaged fit neatly into one of these categories.Employees desperately want you to envision a better future for them. To empathize with them. To enhance them. To empower them. To evaluate them honestly. And to encourage them. That’s it. That’s every single engagement book, article and blog in six little words.As you might have noticed, all of these are ACTION words. You have to DO them. Let’s discuss each …
The first piece is ENVISION. Before they’ll follow you, employees want to know: Where are we going? They want a bold and clear vision of the promised land. A recent Harvard Business Review study found that the more you help employees focus by giving them a clear vision, the more engaged they are. In fact, studies show that our minds wander up to 50% of the time – probably up to 100% right now – and that there’s a huge drop in our mood when our minds wander vs. being focused. We want to be focused.But boldness and clarity aren’t enough. Employees want to be inspired. They want meaning. They want to be part of a noble cause. How far would MLK have gotten if tried to mobilize his people with a boring PPT like this one. Probably not very far.But boldness, clarity and inspiration aren’t enough. You have to earn your employees’ trust. Acc’g to a BlessingWhite survey, only 52% of employees trust their org’s execs. Put another way, nearly half of all employees think executives are unethicalslimeballs. No wonder so few are engaged. Trust or bust.
Here’s a quote that captures this point quite nicely. [Read.]So, that’s our first E of Engagement: ENVISION. Where are we going?Before we move on, here’s our next Textorama …
The winner will be the 7th person to text your first name and correct letter answer to the # on the screen 414/751-0126.What’s the best way for a manager to engage employees? Is the correct answer:Have an all-day staff meetingAssign them stretch assignmentsIncrease pay by 58%Have a 1-1 discussion about career developmentMake every day “Jeans Day”Again, text your first name and the letter answer. What’s the best way for a manager to engage employees? More on that in a moment.
Here’s the second E of Engagement: EMPATHIZE.According to every engagement expert on the planet, employees desperately want to know: Do you get me?What are the facts?Sadly, only 43% of employees say their manager has any idea what motivates ‘em. (Orange Revolution) Research by management guru Patrick Lencioni uncovered 3 key factors to job misery, one of which was:no one knows me.What do employees realllly want you to know? Two things: their motivations and their strengths.There are lots of great tools out there to discover those two key things. But the key is to sit down with each of your employees and have an actual conversation about those topics. What motivates you? Let’s talk about your strengths and how we can best use ‘em.Once you take the time to understand these two things, you suddenly see the people around you as actual human beings who just might be different from you and just might have more to offer the org than you ever imagined.Once you understand their motivations and their strengths you can start addressing any gaps between where they are and where you’d like ‘em to be.Going back to Basketball 101, if you don’t understand these things, it’s a bit like not knowing whom on your team is a good rebounder, shooter, dribbler and just randomly assigning ‘em roles that clash, collide and lead to collapse.Simply put, if you don’t really know your employees, there’s no chance they’ll be engaged.Ask yourself this question: When was the last time I actually sat down with each of my direct reports and actually made an effort to get to know ‘em? [Pause] While you’re pondering that …
Here’s the answer to our last Textorama. D, according to Right Management: Have a 1-1 discussion about career development, which leads nicely to our third E of Engagement: ENHANCE.
Employees want to know: Where am I growing?Some facts:In BlessingWhite’s latest global study, quote “career dev’t opportunities and training” was the #1 engagement factor across every geography.And the #1 source of work discontent according to American Psychological Ass’n: Limited opportunities for enhancement or growth (rep’d by a whopping 43% of employees).Take what you found in the EMPATHIZE part and close gaps by strrretching employees. Good employees hate hate HATE being bored. Want to be challenged.Study cited by HBR found that employees are most engaged when they’re being pushed to develop themselves.If employees feel they can’t grow, they will go.Brainstorm ways to close gaps with education, exposure and experience. Be creative. Coaching, mentoring, dev’t projects, job rotations -- not just training. And listen to your employees’ suggestions – lots of great ways to grow.
So, you need to ENVISION, EMPATHIZE and ENHANCE, which leads to our 4th E: EMPOWER. Employees want to know: Do you trust me to do a job that matters?The facts:A 200,000-person study by the Orange Revolution folks identified empowerment as an absolutely critical but often overlooked facet of engagement. People don’t talk about it much.And the second job misery factor identified in Patrick Lencioni’s research was “Irrelevance” or me and my job don’t matter.When you ask employees what you mean by empower me, more and more and more the answer is flexibility, flexibility, flexibility. The facts:Flexibility was identified as a top 3 engagement factor by BlessingWhite.A Mom Corps study found that nearly 80% of employees would stay with their company longer if offered flexible work options and nearly half said they would gladly swap pay for flexibility, with an ave pay cut of 6%. Keep that in mind.Some orgs are realllllly embracing flexibility. Take Cisco for example, where 85% of employees telecommute and no one except for call center reps have set schedules.But what about results? A study by the U of MN found a huge increase in productivity and well-being among those allowed to work virtually. They have more time, more sleep (actually, 52 minutes a day), reduced family conflict, reduced stress and more health.Without empowerment and letting employeesflex, engagement efforts can turn into wrecks.
Need more proof?Here’s an interesting contrast: 88% of engaged employees feel empowered and believe they can positively impact the quality of their organization’s products and services. On the other hand, only 38% of disengaged employees feel the same.
Here’s an interesting quote from a guy who managed to build a slightly successful company …“The vision is really about empowering workers, giving them all the information about what’s going on so they can do a lot more than they’ve done in the past.”‘Nuf said.
So you’ve ENVISIONED, EMPATHIZED, ENHANCED and EMPOWERED. What’s next? EVALUATE. Employees want to know: How am I doing?Study after study shows that employees want you to tell ‘em the truth. They want feedback and they want it now.In fact, the third job misery factor is: immeasurement -- employees hate not knowing how they’re doing.If you don’t score, they’ll all feel ignored.
That brings us to our next poll question before we hit our final “E.” Lori?[Describe/discuss results.]The answer, according to research just released in the most recent HBR is D: praising a co-worker. The study found that D was the only thing on this list that actually boosts mood and productivity. Kind of surprising.Which brings us to …
Our last E: ENCOURAGE. Employees want to know: Do you appreciate me?It’s a tough world out there. Studies show that employees need real, relevant and recurring encouragement.Quite simply, thanks beat spanks.
Here are my absolute favorite numbers in this whole presentation. In a study of what makes high-performing teams tick, researchers found that positive feedback outnumbered negative feedback by a whopping 5.6:1. It was basically the complete opposite on low-performing teams, where positive feedback was a paltry .36 as frequent as negative feedback.In other words, high-performing teams get 15 times more encouragement than low-performing ones. Want high-performing employees? Encourage ‘em.
Another intriguing stat. A mere 47% of employees say they’re sat’d with the encouragement they get from their managers. Again, lots of room for improvement.
One final number: When employees feel truly appreciated and celebrated, engagement skyrockets up to 70%. HUGE jump, especially when you consider the average engagement # of 29%.
Even Harvard agrees: “Psychologists have studied reward and punishment for a century, and the bottom line is perfectly clear: Reward works better.”Clearly, thanks beat spanks.
Now it’s time for our HALFTIME BREAK. Scientific studies show that if you’re not already asleep at this point in the presentation, you’re probably starting to doze off. Research indicates that if you sit for more than 30 minutes, all the blood flows from your brain down to your posterior. So, stand up, do some jumping jacks or pilates or yoga or whatever else you like and consider this question. What kind of leader are YOU?If you’re the kind of leader who generally ignores your team, they’re 40% more likely to be actively disengaged. No way you’ll win.If you coach ‘em but focus on their weaknesses, 22% chance actively disengaged. Little chance you’ll win.BUT if you focus on strengths and encourage them and do all the things we just discussed, only a 1% chance actively disengaged. You will WIN.So, what kind of leader are YOU. Give it some deeeep thought …
To wrap up this section of our workout once again here is the magical wheel of engagement love. To review, employees need you to: ENVISION a bold, clear and inspirational futureEMPATHIZE to understand their motivations & strengthsENHANCE their skills through education, exposure & experienceEMPOWER them to do meaningful workEVALUATE them on a truthful and timely basisENCOURAGE them as much as humanly possible
As you build these engagement muscles, will start to see dramatic increases in your org’s strength. Here are some more cold hard facts.
According to studies, there is a 5 times greater diff in shareholder value between the organizations with the most engaged workers and those with the least.Again, not just a soft HR-y measure of culture. Cold hard facts that lead to cold hard cash. Engagement is a critical link in the profit chain.
Big returns:Total shareholder return of the top 25 most engaged companies is positive 18%, compared to a negative 4% for the bottom 25.
Accg to Intuit, engaged peopleare basically worth an employee and a third. 1.3 times more likely to be high perfs than less engaged. It’s like you’re getting a whole ‘nother third of an EE. Add that up over your whole workforce and it makes a BIG difference.EVERYONE’S being asked to do more with less these days. Engagement’s the key to make that happen without adding headcount. Unlock that human potential.
Need more? According to a recent study by Towers Watson, companies with above average engagement average 6% higher net profit margins. In short, employees work more productively with greater focus, service and quality, which gives you more satisfied customers, which gives you more sales, which gives you more profit with reduced costs. Beautiful thing.
Balance and power aren’t enough to win. You need ENDURANCE. If you don’t run the race with perseverance, you’ll poop out and your competitors will lap you.
The latest trend in the fitness world is muscle confusion. Cross-fitness. Periodization. Basically, if you don’t mix things up you’ll lose any gains you made and you won’t beat anyone. Same thing is true in engagement.Here’s what the experts say you need to achieve ENGAGEMENT ENDURANCE:Annual survey may not be enough in today’s incredibly fast-paced world. Many companies are moving to more frequent, targeted pulse surveys.But that’s not enough. You need to integrate engagement into the heart of your company’s strategy. Otherwise, it’s a stand-alone program that will undoubtedly fall.But that’s not enough. EVERYONE on the team has to be involved. You need to look at it from top-down to bottom-up and back again. It’s not just senior management doing a survey, announcing results and then disappearing. Need to make it a deeep meaningful dialogue not a one-way communication.Really comes down to taking ACTION. Again, studies show over and over that if all you do is survey get input and then aren’t perceived as taking it seriously with quick and meaningful action, better off not surveying at all. DO or die.
So, that’s the work out. Congratulations – you made it to the end. But you’re not done. Every good work out is followed by a cool down. So, sit back. Take a deep cleansing breath. Kick your feet up. Rellllaaaaax as we wrap up our time together with some deep thoughts.
More science: reflection and repetition help ensure that you absorb key concepts deeep into your cerebral cortex. If you remember nothing else, please remember these very simple but critical things …
Here’s the core of engagement in pictures. You need to capture employees’ hearts AND minds. Emotional AND intellectual. If not, no way they’ll be committed and your missionwill fail.
And here’s engagement in 1 word: LOVE. Value your employees. Show them you care. Actions speak louder than words – and surveys.
And here once more to make sure you have this in your heart and mind are our 6 Es of Engagement. [Read]
So, now that you’ve thoroughly absorbed the NOW of engagement, what’s NEXT? Let’s gaze into the future …
We’ll see more and more engaged engagement, with engagement at the very center of corporate strategy.We’ll see more and more of a movement away from 1 size fits all engagement programs to 1 size fits 1 engagement strategies with more frequent and specialized ?s based on geography, line of business, type of position and on things like collaboration and penetration of knowledge of key corporate initiatives.We might see more and more efforts to tie engagement to net promoter scores – an eNPS – to tie it even closer to client service.Expect to see more and more emphasis on CSR – corporate social responsibility -- as a key driver of engagement. (Share twins, etc. story.)We’ll see more and more gaming technologies to make work more like a video game to keep future employees tuned in.And we’ll see more and more and more ROWE – results-only work env’ts – where traditional work models fall by the wayside and results are all that matter. The ultimate in flexibility.So watch and be ready for all that.
To enhance your workout, here are some recommended supplements …
On the Blawg after this webinar, we’ll be posting the complete PPT from today in both regular and SlideShare formats, as well as a replay of today’s proceedings. I’ll also include my personal notes to each slide so you can review every painful detail if you’d like.Also, we’ll post YOUR Engagement Top 40 – a greatest hits collection of your suggested best practices for showing employee appreciation.In addition, we’ll also post a comprehensive listing of the factoids in today’s presentation tied to each of the workout sections for your perusal.And last the fine folks at Right Managementare the part of ManpowerGroup that focuses on strategic workforce consulting – they’re the true including true engagement experts and can help you formulate your entire engagement strategy – including surveys, action plans & everything else you could possibly need to make your engagement efforts truly engaging. We’ll give you their contact info in a moment.
Wouldn’t be a real workout without a closing “before and after” testimonial from someone who’s actually done this workout.That’s me.
Even lawyers can do this engagement stuff. Let me tell you a story …I’ve been overseeing ManpowerGroup’s North American Legal Department for more than a decade. We’ve done engagement surveys and always done pretty well, with engagement scores in the 60%ish range.But then something happened. Legislation in the US went up approximately 3,995%. Litigation went up even more. Lawyers and paralegals and everyone else was running around on fire.Basically, we let the busy-ness drive out the LOVE. We got too busy to care.When we got our engagement results 3 years ago we were shocked and chagrined to find that they had dropped down to a measly 48%.We did a lot of soul-searching. We read books. We even talked to HR.And then we basically did what we described here today. We actually got out and tried to LOVE and care and value each and every one of the people around us – which doesn’t always come naturally for us lawyers.The results of doing this little work out and focusing on the 6 Es in the Magical Wheel of Engagement Love? I’m happy to report that our engagement shot all the way from 48% to 83%. Basically, this … stuff … WORKS. If we can do it, anyone can.
OK, so now it’s time for YOU to make a commitment.
Studies show that you’ll forget basically everything you’ve just heard if you don’t take immediate action. So we’d like you to think about ONE THING you’re going to do as a result of what you heard today.
So, here’s the question. It’s pretty simple: What ONE THING will you do to improve engagement in your organization?Studies show that actually putting your commitment into words makes all the difference bw whether it happens or doesn’t. So, text us your commitment – we’d love to see today’s blah blahblah turn into ACTION.To encourage your participation, we’ll choose 1 person from among all those who respond to reward with a $100 gift certificate good for any of the fine merchants at gift certificates.com.What ONE THING will you do?
Last but not least, what’s a workout if it doesn’t prepare you for some actual competition?We’re going to give you exactly that. Immediately after the webinar, visit Blawg for our official post-workout test to determine who in our audience is our official MOST ENGAGINGLY ENGAGED IN ENGAGEMENT ENGAGER today.
Here’s my Blawg address and where to follow me on Twitter. And, if you’re interested in talking to the experts at Right Management to supplement your engagement efforts, you see the contact information for the very engaging Michael Haid there on your screen. That will be available on the Blawg as well. Michael.email@example.com.[Pause]
And now a quick advertisement for my next webinar on July 25 – The Employment Law Talk Show.
Since it’s all about engagement, want to engage you in our webinar planning.It’s all up to you. Tell us what to talk about. You can suggest topics in the handy feedback forms following this webinar or tune in to the Blawg where we’ll give you a chance to weigh in there in as well. Based on what you suggest, we’ll invite special guest stars so you don’t have to listen to me blah blahblah the whole time.Really want to EMPOWER you to help us ENVISION our next webinar. Want to EMPATHIZE with you on what you need help with, ENHANCE your knowledge and ENCOURAGE you to take giant leaps forward.
Well, we hope you enjoyed today’s presentation and that you’ll go make the world a better place. Starting now.THANK YOU so much for your time, attention and participation – we really reallyreally very much appreciate it!And now, back over to Lori.
Everything You Ever Wanted to Know About Employee Engagement Mark Toth Chief Legal Officer – North AmericaApril 26, 2012
Everything About EngagementManpowerGroup | April 26, 2012 2
Everything About Engagement Tweet along: #mpwebinar Follow Mark on Twitter: @manpowerblawg Find us on Facebook: facebook.com/manpowerUSManpowerGroup | April 26, 2012 3
Everything About Engagement Official Disclaimer The presentation you are about to witness should not be relied upon or construed as legal and/or medical advice. Failure to stay awake for the remainder of this presentation could result in potentially long-lasting side-effects, including severe disengagement, plummeting productivity, increased litigation and/or severe gastrointestinal discomfort from having to do all the work in your company because everyone else leaves. Please consult with your own HR and/or Legal departments before making any major policy and/or procedure changes. You have been warned.ManpowerGroup | April 26, 2012 4
Everything About EngagementEngagement • Engagement shmengagementPast • Loyalty / happiness / satisfaction • Disengaged engagement • All measurement, no action • 1 size fits allManpowerGroup | April 26, 2012 24
Everything About EngagementPoll Question Where does pay rank among the top four engagement drivers? A. #1 B. #2 C. #3 D. #4 E. It doesn’tManpowerGroup | April 26, 2012 25
Everything About EngagementEngagement • Soft & fuzzy HR initiativeMyths • 1 size fits all • Survey & you’re done • HR can fix everybody • Too much engagement is badManpowerGroup | April 26, 2012 26
Everything About EngagementEngagement • Higher up = more engagedRealities • Closer to clients = more engaged • More tenured = more engaged • Older = more engaged • Gender = same • Centralized/decentralized = sameManpowerGroup | April 26, 2012 27
Everything About Engagement ENGAGEMENT = Emotional and intellectual commitment to missionManpowerGroup | April 26, 2012 28
Everything About EngagementManpowerGroup | April 26, 2012 29
Everything About EngagementPoll What’s the #1 thing leaders can doQuestion to increase employee engagement? A. Communicate clear strategy B. Manage change effectively C. Reduce inefficiency D. Show that you value employees E. Buy a yacht, golf excessively and generally ignore employeesManpowerGroup | April 26, 2012 30
Step 4: BalanceManpowerGroup | April 26, 2012 32
Everything About EngagementManpowerGroup | April 26, 2012 33
Everything About EngagementEnvision • Where are we going? • Bold, clear & inspirational • Trust or bustManpowerGroup | April 26, 2012 34
“A leader’s job is to rally people toward a better future.” Marcus Buckingham
Everything About EngagementTextorama What’s the best way for a414/751-0126 manager to engage employees? A. Have an all-day staff meeting B. Assign them stretch assignments C. Increase pay by 58% D. Have a 1-1 discussion about career development E. Make every day “Jeans Day”ManpowerGroup | April 26, 2012 36
Everything About EngagementEmpathize • Do you get me? • Motivations + strengths Gaps • Know or noManpowerGroup | April 26, 2012 37
Everything About EngagementTextorama What’s the best way for a414/751-0126 manager to engage employees? A. Have an all-day staff meeting B. Assign them stretch assignments C. Increase pay by 58% D. Have a 1-1 discussion about career development E. Make every day “Jeans Day”ManpowerGroup | April 26, 2012 38
Everything About EngagementEnhance • Where am I growing? • Close gaps Strrrrretch • Grow or goManpowerGroup | April 26, 2012 39
Everything About EngagementEmpower • Do you trust me? • Role relevance • Flex or wrecksManpowerGroup | April 26, 2012 40
Everything About Engagement 88% vs. 38%ManpowerGroup | April 26, 2012 Source: Towers Watson 4141
“The vision is really about empoweringworkers, giving them all the informationabout what’s going on so they can do alot more than they’ve done in the past.” Bill Gates
Everything About EngagementEvaluate • How am I doing? • Truthful and timely • Score or ignoreManpowerGroup | April 26, 2012 43
Everything About EngagementPoll Let’s say you’re taking a break atQuestion work. Which of the following is scientifically proven to boost your overall mood and productivity? A. Surfing the web B. Drinking coffee C. Taking a walk D. Praising a co-worker E. Listening to musicManpowerGroup | April 26, 2012 44
Everything About EngagementEncourage • Do you appreciate me? • Real, relevant, recurring • Thanks beat spanksManpowerGroup | April 26, 2012 45
Everything About Engagement 5.6:1 5.6:1 vs. vs. .36:1 .36:1ManpowerGroup | April 26, 2012 Source: Harvard Business Review 4646
Everything About Engagement 5.6:1 47% .36:1 vs.ManpowerGroup | April 26, 2012 Source: Employee Engagement 2.0 4747
Everything About Engagement 5.6:1 70% .36:1 vs.ManpowerGroup | April 26, 2012 Source: The Orange Revolution 4848
“Psychologists have studied reward and punishment for a century, and the bottom line is perfectly clear: Reward works better.” Harvard Business Review
Everything About Engagement What kind of leader are you? Generally ignore Focus on Focus on your employees? employee employee The chances weaknesses? strengths? they will be The chances The chances disengaged are: they will be they will be disengaged are: disengaged are: 40% 22% 1% Sources: Right Management, GallupManpowerGroup | April 26, 2012 50
Everything About EngagementManpowerGroup | April 26, 2012 51
Step 5: PowerManpowerGroup | April 26, 2012 52
Everything About Engagement 5.6:1 5xvs. .36:1ManpowerGroup | April 26, 2012 Source: Kenexa 5353
Everything About EngagementManpowerGroup | April 26, 2012 Source: Kenexa 54
Everything About Engagement 1.3ManpowerGroup | April 26, 2012 Source: Intuit 5555
Everything About Engagement 6%ManpowerGroup | April 26, 2012 Source: Towers Watson 5656
Step 6: EnduranceManpowerGroup | April 26, 2012 57
Everything About EngagementMake it Stick • Pulse • Integrated • Everyone • Dialogue • Action!ManpowerGroup | April 26, 2012 58
Everything About Engagement THECOOL DOWNManpowerGroup | April 26, 2012 59
Everything About Engagement ReflectionManpowerGroup | April 26, 2012 60
Everything About EngagementManpowerGroup | April 26, 2012 61
Everything About Engagement SupplementsManpowerGroup | April 26, 2012 66
Everything About EngagementSupplements • PPT + Notes • SlideShare • Your Engagement Top 40 • Factoid Summary • Right ManagementManpowerGroup | April 26, 2012 67
Everything About Engagement ResultsManpowerGroup | April 26, 2012 68
Everything About Engagement 48% 83%ManpowerGroup | April 26, 2012 6969
Everything About Engagement CommitmentManpowerGroup | April 26, 2012 70
Everything About Engagement One thing.ManpowerGroup | April 26, 2012 7171
Everything About EngagementTextorama What ONE THING will you414/751-0126 do to improve engagement in your organization?ManpowerGroup | April 26, 2012 72
Everything About Engagement TestManpowerGroup | April 26, 2012 73
Everything About Engagement marktoth.com @manpowerblawg Interested in learning more about ManpowerGroup’s engagement capabilities? Contact: Michael Haid RIGHT MANAGEMENT SVP of Talent Management – the Americas firstname.lastname@example.orgManpowerGroup | April 26, 2012 74
Everything About Engagement Coming soon… Employment Law Talk ShowManpowerGroup | April 26, 2012 75
Everything About EngagementTell us what to What topics would you liketalk about us to cover with our special guest stars from: A. Government B. HR C. Plaintiff law firms D. Company law firmsManpowerGroup | April 26, 2012 76