2. Engaged Disengaged Actively Disengaged
Passionate about what “Going through the Deliberately undermine
they do and where they motions” the organization’s efforts
work and goals
What percentage of workers fall under each
category (across all industries)? Take a few
seconds to jot down your guess.
How do we change the attitudes of these two
groups to become more engaged, productive
employees?
3. 1. Develop recognition strategies for managers to
integrate into existing engagement practices for
supervisors
2. Identify traditional and innovative methods to
deliver recognition
4. • Employee engagement is personal and ongoing.
• Employee engagement should be integrated into existing
The ultimate practices.to transform the culture and
management goal is
increase+ Focus + Energy = of actively engaged
• Passion the percentage Engagement
workers! recognition helps improve the overall well-
• Employee
being of the individual.
Pa s s i o n
E n g a g e me
Fo c u s En e r g y
5. Role-Play Scenario: Supervisor and Manager Meeting
Directions: Pair off with the person sitting next to you and determine
who will be the supervisor and who will be the manager.
Setting: You, the manager, are conducting a brief meeting with a
supervisor and want to know what their personal preferences are for
recognition and devise a strategy to integrate in a regular routine so
they become more focused and positive on the job.
Activity: Manager role will be given a set of questions to ask the
supervisor. Based on the answers, write down how you could put
regular recognition into action following the meeting. Some examples
are……
You will have 3-5 minutes to complete the activity. Turn in your
responses to me when finished.
6. • Debrief
• Recognition can come in many forms and at various times.
• Recognition can come in small doses, but should be done
consistently over a long period of time.
• Decide
• During your next meeting with a supervisor, determine their
strengths and recognition preferences through a simple
conversation.
• Determine when you will give this positive feedback and make it a
habit! A little praise will have a big return and you will begin to see
growth from your supervisor. Encourage them to conduct the
same conversation with their team members.
7. • Traditional – handwritten notes, quick emails,
informal comments, existing company awards
• Twitter – Sign up and tweet recognition to
teams. Example: @mjones and @jsmith:
Excellent job in meeting department goals for
the month of June! #PHEAA supervisors
• RAVE_ecards – Free iphone app that let’s
you text or email positive e-cards.
8. • In order to gauge your comfort level of today’s material,
please use your cell phones for real-time feedback by
answering the following question:
• http://www.polleverywhere.com/multiple_choice_polls/orn
IIazbmXkNzUS
