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The Engagement Workout
 

The Engagement Workout

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  • In the next 72-1/2 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 global 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. Do a quarterly webinar and we asked several thousand of our viewers to send 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.Like any good workout, it starts with a little warm up to get the juices flowing, followed by some core work on the basics and then a set of competitive exercises designed to increase your engagement balance and ultimately, power. And then after that, we’ll conclude with a cool down, including some time for reflection, a gaze into the future and a wrap-up.Workout more effective when competition. 2 teams. Name.
  • 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 those humans? What % of employees worldwide are engaged right now?
  • So how are we doing with humans? Not so well.Acc’g to the latest studies, only about 1/3 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. 3 of starting 5 wandering around the court maybe out in the concession stand or maybe shooting at the wrong basket.Clearly, we have lots of room for improvement,which is why we’ve created this little workout.
  • 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.
  • 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.
  • First person to txt first name and letter of correct answer to the # you see there on your screen 414.751.0126 will get a valuable prize.
  • Acc’g to a study by Cornell, disengaged employees are 5 times more likely to leave than engaged employees.
  • Only 13% of disengaged employees would recommend their company’s products or services versus 78% of engaged employees, according to Gallup.
  • So, to sum up the Warm Up portion of the workout, what are some of the dangers of all this disengagement?Turnover = 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 #.Studies show that productivity takes a huge hit.All those disengaged employees can kill your customer relationships. 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.
  • Now that we’re all warmed up, time to work at the Core of Engagement. If the core not strong, everything else falls apart.
  • 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.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.
  • 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?
  • The #1 answer was: “Senior leaders value employees.”
  • Emotional and intellectual commitment to mission. 6 words. Value employees. 2 words. That’s still too big for my brain. Who can define engagement in 1 word?
  • LOVE.Proven in survey after survey. Monster/Unum survey: want their employer to truly quote ”care” about them as employees. (The Beatles were right: $ 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.”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 CLstrying 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.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 …
  • Start at the top with ENVISION.
  • Envision. Trust is huge or it doesn’t matter what you say your vision is. So …
  • Envision. Trust is huge or it doesn’t matter what you say your vision is. So …
  • Envision. Trust is huge or it doesn’t matter what you say your vision is. So …
  • Put another way, nearly half of all employees think executives are unethical slimeballs. No wonder so few are engaged.
  • The first piece is ENVISION. Before they’ll follow you, employees want to know: Where the heck are we going?They want a bold and clear vision of the promised land. HBR: the more you help employees focus by giving them a clear vision, the more engaged they are. 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.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?
  • According to Right Management: Have a 1-1 discussion about career development.
  • 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 do employees realllly want you to know? Two things: their motivations and their strengths.Sadly, only 43% of employees say their manager has any idea what motivates ‘em. (Orange Revolution) 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 …
  • Accg to American Psych Assn (reported by whopping 43% of employees)
  • Employees want to know: Where am I grrrrowing?In recent global study, quote“career dev’t opportunities and training” was the #1 engagement factor across every geography on the planet.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.
  • 20% remote time seems to be magic #.Also work more per week (46 vs 42 hours). 44% higher wellbeing among those w/lots of flextime vs those w/o.
  • Accg to a Mom Corps study. In fact nearly half said would gladly swap pay for flex, with ave pay cut of 6%.
  • Want to know: Do you really trust me to do my job without ruining my life by micromanaging every stinking detail?Also want to know: Does what I do really matter? Is my role relevant?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 one of the top 3 engagement factors.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 employees flex, engagement efforts can turn into wrecks.
  • 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.
  • EVALUATE. Employees want to know: How am I realllllly doing?Study after study shows that employees want you to tell ‘em the truth. They want feedback and they want it now.In fact, one of the leading job misery factors is: immeasurement -- employees hate not knowing how they’re doing.If you don’t score, they’ll all feel ignored.
  • 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 encouragementthan 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. Lots of room for improvement.
  • 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.
  • 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.
  • 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.
  • 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 2 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.
  • 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.
  • 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.
  • Emotional and intellectual commitment to mission. 6 words. Value employees. 2 words. That’s still too big for my brain. Who can define engagement in 1 word?
  • 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, starting with Envision.]
  • Research shows that one of the very best ways to engage people and your brain and retain info is to sing it. That’s why you remember the lyrics to bad 70s songs but not things that happened yesterday.
  • Announce winner.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 appreciate it!

The Engagement Workout The Engagement Workout Presentation Transcript

  • September 18, 2013 Mark Toth Chief Legal Officer, ManpowerGroup NA The Engagement
  • Everything About Engagement ManpowerGroup | September 18, 2013 2 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.
  • The Engagement Workout ManpowerGroup | September 18, 2013 3 THE WORKOUT Warm Up Core Balance Power Cool Down
  • The Engagement Workout ManpowerGroup | September 18, 2013 4 CleanseWarm Up
  • The Engagement Workout ManpowerGroup | September 18, 2013 5 The Engagement
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 6ManpowerGroup | September 18, 2013 6 The Engagement Workout Warm Up The #1 competitive differentiator worldwide is access to … A. Capital B. Technology C. Talent D. Training
  • The Engagement Workout ManpowerGroup | September 18, 2013 7
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 8ManpowerGroup | September 18, 2013 8 The Engagement Workout Warm Up 1 out of every ___ employees is engaged worldwide. A. 1 B. 2 C. 2.5 D. 3 E. Million
  • The Engagement Workout ManpowerGroup | September 18, 2013 9 Source: Right Management 1 / 3
  • The Engagement Workout ManpowerGroup | September 18, 2013 10 Source: Gallup $550 billion
  • Everything About Engagement ManpowerGroup | September 18, 2013 11 Engagement Time Everything About Engagement ManpowerGroup | September 18, 2013 11 Source: ManpowerGroup Employment Blawg
  • Everything About Engagement ManpowerGroup | September 18, 2013 12Source: SHRM Everything About Engagement ManpowerGroup | September 18, 2013 12
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 13ManpowerGroup | September 18, 2013 13 The Engagement Workout Warm Up Who’s more engaged? A. Women B. Men
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 14ManpowerGroup | September 18, 2013 14 The Engagement Workout Warm Up Who’s more engaged? A. Women B. Men Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 15ManpowerGroup | September 18, 2013 15 The Engagement Workout Warm Up Who’s more engaged? A. Managers B. Non-managers
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 16ManpowerGroup | September 18, 2013 16 The Engagement Workout Warm Up Who’s more engaged? A. Managers B. Non-managers Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 17ManpowerGroup | September 18, 2013 17 The Engagement Workout Warm Up Which department typically is the least engaged? A. HR B. Finance C. Legal D. IT E. Marketing
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 18ManpowerGroup | September 18, 2013 18 The Engagement Workout Warm Up Which department typically is the least engaged? A. HR B. Finance C. Legal D. IT E. Marketing Source: BlessingWhite
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 19ManpowerGroup | September 18, 2013 19 The Engagement Workout Warm Up True or False? Employees with a college degree have higher engagement than those without. A. True B. False
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 20ManpowerGroup | September 18, 2013 20 The Engagement Workout Warm Up True or False? Employees with a college degree have higher engagement than those without. A. True B. False Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 21ManpowerGroup | September 18, 2013 21 The Engagement Workout Warm Up Where does pay rank among the top four engagement drivers? A. #1 B. #2 C. #3 D. #4 E. It doesn’t
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 22ManpowerGroup | September 18, 2013 22 The Engagement Workout Warm Up Where does pay rank among the top four engagement drivers? A. #1 B. #2 C. #3 D. #4 E. It doesn’t Source: Right Management, Many Others
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 23ManpowerGroup | September 18, 2013 23 The Engagement Workout Warm Up How much more likely are disengaged employees to leave? A. 2X B. 3X C. 4X D. 5X E. GoogolplexX
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 24ManpowerGroup | September 18, 2013 24 The Engagement Workout Warm Up How much more likely are disengaged employees to leave? A. 2X B. 3X C. 4X D. 5X E. GoogolplexX Source: Cornell
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 25ManpowerGroup | September 18, 2013 25 The Engagement Workout Warm Up 78% of engaged employees recommend the employer’s products or services. What percent of disengaged employees do the same? A. 3% B. 13% C. 23% D. 33% E. 103%
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 26ManpowerGroup | September 18, 2013 26 The Engagement Workout Warm Up 78% of engaged employees recommend the employer’s products or services. What percent of disengaged employees do the same? A. 3% B. 13% C. 23% D. 33% E. 103% Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 27ManpowerGroup | September 18, 2013 27 The Engagement Workout Disengagement Dangers • Turnover • Productivity • Customers • Lawsuits • Health
  • The Engagement Workout ManpowerGroup | September 18, 2013 28 CleanseCore
  • What exactly is ENGAGEMENT?
  • ENGAGEMENT = emotional and intellectual commitment to mission
  • The Engagement Workout ManpowerGroup | September 18, 2013 31ManpowerGroup | September 18, 2013 31 The Engagement Workout
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 32ManpowerGroup | September 18, 2013 32 The Engagement Workout Core What do employees say is the #1 thing leaders can do to increase 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 employees
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 33ManpowerGroup | September 18, 2013 33 The Engagement Workout Core What do employees say is the #1 thing leaders can do to increase 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 employees Sources: Right Management, Monster/Unum, Towers Watson
  • Engagement in ONE WORD
  • LOVE
  • The Engagement Workout ManpowerGroup | September 18, 2013 36 CleanseBalance
  • The Engagement Workout ManpowerGroup | September 18, 2013 37ManpowerGroup | September 18, 2013 37
  • The Engagement Workout ManpowerGroup | September 18, 2013 38ManpowerGroup | September 18, 2013 38 ENVISION
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 39ManpowerGroup | September 18, 2013 39 The Engagement Workout Envision What percentage of employees know what their company stands for and what differentiates it different from its competition? A. 0% B. 41% C. 51% D. 61% E. 71%
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 40ManpowerGroup | September 18, 2013 40 The Engagement Workout Envision What percentage of employees know what their company stands for and what differentiates it different from its competition? A. 0% B. 41% C. 51% D. 61% E. 71% Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 41ManpowerGroup | September 18, 2013 41 The Engagement Workout Envision What percentage of employees trust their leaders? A. 0% B. 52% C. 62% D. 72% E. 100%
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 42ManpowerGroup | September 18, 2013 42 The Engagement Workout Envision What percentage of employees trust their leaders? A. 0% B. 52% C. 62% D. 72% E. 100% Source: BlessingWhite
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 43ManpowerGroup | September 18, 2013 43 The Engagement Workout Envision • Where are we going? • Bold, clear & inspirational • Trust or bust
  • “A leader’s job is to rally people toward a better future.” Marcus Buckingham
  • The Engagement Workout ManpowerGroup | September 18, 2013 45ManpowerGroup | September 18, 2013 45 EMPATHIZE
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 46ManpowerGroup | September 18, 2013 46 The Engagement Workout Empathize Which is the best way for a 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”
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 47ManpowerGroup | September 18, 2013 47 The Engagement Workout Empathize Which is the best way for a 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” Source: Right Management
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 48ManpowerGroup | September 18, 2013 48 The Engagement Workout • Do you get me? • Motivations + strengths  Gaps • Know or no Empathize
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 49ManpowerGroup | September 18, 2013 49 ENHANCE
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 50 The Engagement Workout ManpowerGroup | September 18, 2013 50 Enhance What’s the #1 source of work discontent? A. Limited cafeteria selections B. Limited time to play video games C. Limited opportunities for growth D. Limited benefit options
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 51 The Engagement Workout ManpowerGroup | September 18, 2013 51 Enhance What’s the #1 source of work discontent? A. Limited cafeteria selections B. Limited time to play video games C. Limited opportunities for growth D. Limited benefit options Source: American Psychological Association
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 52ManpowerGroup | September 18, 2013 52 The Engagement Workout Enhance • Where am I growing? • Close gaps  Strrrrretch • Grow or go
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 53ManpowerGroup | September 18, 2013 53 EMPOWER
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 54ManpowerGroup | September 18, 2013 54 The Engagement Workout Empower 88% of engaged employees feel they can positively impact the quality of their organization’s products and services. What percent of disengaged employees feel the same? A. 38% B. 48% C. 58% D. 68% E. 108%
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 55ManpowerGroup | September 18, 2013 55 The Engagement Workout Empower 88% of engaged employees feel they can positively impact the quality of their organization’s products and services. What percent of disengaged employees feel the same? A. 38% B. 48% C. 58% D. 68% E. 108% Source: Towers Watson
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 56 The Engagement Workout ManpowerGroup | September 18, 2013 56 Empower Are remote workers more or less engaged than non-remote workers? A. More B. Less
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 57 The Engagement Workout ManpowerGroup | September 18, 2013 57 Empower Are remote workers more or less engaged than non-remote workers? A. More B. Less Source: Gallup
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 58 The Engagement Workout ManpowerGroup | September 18, 2013 58 Empower What % of employees would stay longer if offered flexible work options? A. 80% B. 70% C. 60% D. 50% E. Blue
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 59 The Engagement Workout ManpowerGroup | September 18, 2013 59 Empower What % of employees would stay longer if offered flexible work options? A. 80% B. 70% C. 60% D. 50% E. Blue Source: Mom Corps
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 60ManpowerGroup | September 18, 2013 60 The Engagement Workout Empower • Do you trust me? • Role relevance • Flex or wrecks
  • “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.” Bill Gates
  • The Engagement Workout ManpowerGroup | September 18, 2013 62ManpowerGroup | September 18, 2013 62 EVALUATE
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 63 The Engagement Workout ManpowerGroup | September 18, 2013 63 Evaluate True or False: Employees want you to evaluate their performance. A. True B. False
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 64 The Engagement Workout ManpowerGroup | September 18, 2013 64 Evaluate True or False: Employees want you to evaluate their performance. A.True B. False Source: Patrick Lencioni
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 65ManpowerGroup | September 18, 2013 65 The Engagement Workout Evaluate • How am I doing? • Truthful and timely • Score or ignore
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 66ManpowerGroup | September 18, 2013 66 ENCOURAGE
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 67 The Engagement Workout ManpowerGroup | September 18, 2013 67 Encourage Let’s say you’re taking a break at 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 music
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 68 The Engagement Workout ManpowerGroup | September 18, 2013 68 Encourage Let’s say you’re taking a break at 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 music Source: Harvard Business Review
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 69ManpowerGroup | September 18, 2013 69 The Engagement Workout Encourage • Do you appreciate me? • Real, relevant, recurring • Thanks beat spanks
  • The Engagement Workout ManpowerGroup | September 18, 2013 70 5.6:1 .36:1 vs. Source: Harvard Business Review 5.6:1 vs. 0.36:1
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 71 The Engagement Workout ManpowerGroup | September 18, 2013 71 Encourage Most employees are satisfied with the amount of positive feedback they get from their boss. A. True B. False
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 72 The Engagement Workout ManpowerGroup | September 18, 2013 72 Encourage Most employees are satisfied with the amount of positive feedback they get from their boss. A. True B. False Source: Employee Engagement 2.0
  • The Engagement Workout ManpowerGroup | September 18, 2013 73 5.6:1 .36:1 vs. Source: Employee Engagement 2.0 47%
  • “Psychologists have studied reward and punishment for a century, and the bottom line is perfectly clear: Reward works better.” Harvard Business Review
  • The Engagement Workout ManpowerGroup | September 18, 2013 75ManpowerGroup | September 18, 2013 75
  • The Engagement Workout ManpowerGroup | September 18, 2013 76 CleansePower
  • The Engagement Workout ManpowerGroup | September 18, 2013 77 Source: Kenexa
  • The Engagement Workout ManpowerGroup | September 18, 2013 78 1.3 Source: Intuit
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 79 The Engagement Workout ManpowerGroup | September 18, 2013 79 Power A highly engaged workforce is ___% more productive than an unengaged workforce. A. 10% B. 20% C. 30% D. 40% E. 50%
  • Employment Law Talk Show ManpowerGroup | September 18, 2013 80 The Engagement Workout ManpowerGroup | September 18, 2013 80 Power A highly engaged workforce is ___% more productive than an unengaged workforce. A. 10% B. 20% C. 30% D. 40% E. 50% Source: Right Management
  • The Engagement Workout ManpowerGroup | September 18, 2013 81 48% 93%
  • The Engagement Workout ManpowerGroup | September 18, 2013 82 CleanseCool Down
  • The Engagement Workout ManpowerGroup | September 18, 2013 83 The Engagement Workout ManpowerGroup | September 18, 2013 83
  • Engagement in ONE WORD
  • LOVE
  • The Engagement Workout ManpowerGroup | September 18, 2013 86ManpowerGroup | September 18, 2013 86
  • The Engagement Workout ManpowerGroup | September 18, 2013 87 Cleanse Engagement SING-A-LONG
  • The Engagement Workout ManpowerGroup | September 18, 2013 88ManpowerGroup | September 18, 2013 88 Employee engagement is easy If you listen your employees will stay We wrote you this song So please sing along If you don’t they’ll all go away
  • The Engagement Workout ManpowerGroup | September 18, 2013 89ManpowerGroup | September 18, 2013 89 Envision, empower, enable Encourage and evaluate Show empathy It’s the right way to be Then everything will be great
  • The Engagement Workout ManpowerGroup | September 18, 2013 90ManpowerGroup | September 18, 2013 90 Remember this song And you’ll never go wrong Your engagement it will be outstanding A promotion you’ll get And your salary will be expanding
  • The Engagement Workout ManpowerGroup | September 18, 2013 91ManpowerGroup | September 18, 2013 91 If your brain’s too full to remember All the stuff we just covered above There’s one simple word That sums up what you heard Love, Love, Love, Love, Love, Love LOVE!
  • The Engagement Workout ManpowerGroup | September 18, 2013 92ManpowerGroup | September 18, 2013 92 Remember this song And you’ll never go wrong Your engagement it will be outstanding A promotion you’ll get And your salary will be expanding
  • The Engagement Workout ManpowerGroup | September 18, 2013 93 Thank