How secure is the
        future of your
       organization in
         these rapidly
      changing times?

 The Importa...
Today’s Landscape
The world is changing at an exponential rate
As a result, business is also changing & facing serious thr...
What is Employee Engagement?

 Satisfied and motivated employees
 Employees who are well aligned with achieving
 the organ...
Why Do You Want Engaged
      Employees?
Enhanced inter-personal communication /
relationships (trust)
More involvement an...
Business Challenges
Obtaining new customers & retaining the old ones
Working too many hours
80% of time spent re-actively
...
Professional Challenges
Workload, deadlines – inability to reach goals
Insufficient time and resources
Financial survival
...
The War for Talent
Key employees are a major cost and
value building factor in most
companies in the 21st century
In both ...
Key to Productivity & Innovation
The competence and professional skills of
  employees, their enthusiasm, motivation &
  l...
The New Workforce
Employees want more time to spend with their
families and for hobbies, sports & cultural events
Employee...
Gallup Study



                                                          29%

                                           ...
Impact on Financial Performance




Source: Gallup Management Journal, 10/12/06



                                       ...
Employee vs. Customer Retention
   A 2000 study in 6 different industries
   found a “significant” link between
   employe...
Summing it up

One of the biggest challenges is the
changing workforce
Active disengagement is costly to the
organization
...
What Should Management do?
1. To achieve real productivity and profit, management needs to
   adopt methods of connecting ...
Gallup Research
 Gallup research has shown that
  engaged employees:
                            Are more productive & pro...
Elements of Employee Engagement
          The employees know what is
1.
          expected of them and know what
         ...
“How to” for Managers
Chart the Course for Employees
  Increase the ability to articulate the (strategic) big picture to p...
Chart the Course for Employees
 Set Direction
 Establish factors critical to your success.
 Connect products/services to c...
Establishing a Working Environment
      that Drives Engagement
 Establish the level of trust in your organization.
 Lead ...
What Motivates your Employees?
A recent survey asked employees what factors
     influenced their commitment and
     moti...
Ensure Employee Development
        and Growth
Evaluate how you spend your time relative to the
five leadership roles. (Ma...
Coaching Employees for
  High Performance
 Evaluate your ability as a coach.
 Coach with purpose and avoid weakening
 tend...
Out with Old Management Styles
 The traditional management role –
 command & control – is obsolete
 Today, employees have ...
What is Coaching?
Executive and business coaching
is a process that allows the coach
and client to directly focus on
effec...
Act Now!
Improve employee morale by improving
your working environment
Train managers to think and act more like
leaders t...
Thank You
       for Your
        Time!


David Liddell
603-424-9999
dliddell@skye-solutions.com


                       ...
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Employee Engagement Seminar1

  1. 1. How secure is the future of your organization in these rapidly changing times? The Importance of Employee Engagement
  2. 2. Today’s Landscape The world is changing at an exponential rate As a result, business is also changing & facing serious threats One of the biggest changes for business is the new workforce – people do not want the same things from their jobs & careers as they once did Employee engagement is seen as one of the most important concepts for business today – how committed are employees to their jobs and the companies they work for? Keeping people happy will bring about more organizational productivity and profit than nearly any other business issue Business managers and HR departments must act proactively to come up with programs and strategies to engage employees and customers The old management methods are no longer effective. Business needs to leverage “leadership” to drive employee engagement 2
  3. 3. What is Employee Engagement? Satisfied and motivated employees Employees who are well aligned with achieving the organization’s objectives, goals, and success Management understanding what motivates their people and how performance can be impacted by values and beliefs Drives company success: Customer Satisfaction, Culture, Operations, Financial Performance 3
  4. 4. Why Do You Want Engaged Employees? Enhanced inter-personal communication / relationships (trust) More involvement and accountability Higher performing teams / departments Retain and attract the best talent Greater customer satisfaction Improved business performance 4
  5. 5. Business Challenges Obtaining new customers & retaining the old ones Working too many hours 80% of time spent re-actively Hiring, retention, turnover Finding great salespeople BTB: how to get to top decision makers BTC: how to get to the best buyers Finding competitive advantage Working on the business instead of in the business 5
  6. 6. Professional Challenges Workload, deadlines – inability to reach goals Insufficient time and resources Financial survival Low trust Disempowerment Change and uncertainty Staying current with technology Confusion – lack of shared vision and values Job satisfaction – don’t enjoy work Lack of integrity in boss/top management 6
  7. 7. The War for Talent Key employees are a major cost and value building factor in most companies in the 21st century In both service & product companies, key employees are an increasingly immediate source of sales, revenues & earnings A company’s ability to attract, keep and develop good employees is a distinct success factor Key employees add to productivity and innovation like no other segment within the organization Source: Michaels, Ed. The War for Talent, McKinsey & Company, 2001 7
  8. 8. Key to Productivity & Innovation The competence and professional skills of employees, their enthusiasm, motivation & loyalty, the spirit with which they interact between themselves, and with clients & customers, their willingness to endorse and work by corporate mission and standards, the empowerment they get from management, the corporate culture – are all crucial to productivity, innovation and other company growth and earning factors. 8
  9. 9. The New Workforce Employees want more time to spend with their families and for hobbies, sports & cultural events Employees want to commute less, although they will relocate almost anywhere in the world for the right job Employees want more respect and recognition. They are often as educated as their supervisors, and they want the respect and challenges that go with it and recognition for their suggestions & ideas Employees want more than a great salary. They are interested in having a more fulfilled life, less stress, and more decision-making authority within their jobs 9
  10. 10. Gallup Study 29% 56% 15% Source: Gallup Management Journal, 10/12/06 10
  11. 11. Impact on Financial Performance Source: Gallup Management Journal, 10/12/06 11
  12. 12. Employee vs. Customer Retention A 2000 study in 6 different industries found a “significant” link between employee retention and the retention of customers 60% of the 3,000 customers interviewed were dissatisfied with the service they received Twice as many blamed personnel over product or price Many felt turnover was a “crucial” factor and said that lack of employee continuity and training are impeding their ability to get high quality service Only 20% thought that their service-provider would be a good company to work for Source: Roper Starch Worldwide & Unifi Network, a division of Pricewaterhouse Coopers, 2000 12
  13. 13. Summing it up One of the biggest challenges is the changing workforce Active disengagement is costly to the organization The “engagement” of the employee influences the “engagement” of the customer 13
  14. 14. What Should Management do? 1. To achieve real productivity and profit, management needs to adopt methods of connecting the personal development of its employees with the organizational growth of the company 2. This “connection” is possible when employees are truly engaged 3. This level of engagement comes about when: • employees have a strong emotional connection with their colleagues, their company & their clients • employees are allowed to self manage 14
  15. 15. Gallup Research Gallup research has shown that engaged employees: Are more productive & profitable Are safer Create stronger customer relationships Stay longer with their company than less engaged employees. Source: Gallup Management Journal 15
  16. 16. Elements of Employee Engagement The employees know what is 1. expected of them and know what resources are being provided The employees feel they are 2. contributing to the organization The employees must feel that 3. their opinions are important and are being heard The employees have the 4. opportunity to discuss their progress Source: Gallup Management Journal, 3/12/05 16
  17. 17. “How to” for Managers Chart the Course for Employees Increase the ability to articulate the (strategic) big picture to provide increased meaning and value to the work done. Establish a set of mutually defined objectives and goals to focus activities and measure success Establish a Working Environment that Drives Engagement Understand the core elements of trust and how it promotes engagement Understand communication styles, individual motivating factors, and how to drive engagement through interpersonal dialogue. Ensure Employee Development and Growth Align employee roles and responsibilities for maximum effectiveness Establish performance expectations, and delegating responsibility to encourage employees’ professional development Coach Employees for High Performance Develop coaching skills for increased engagement and optimized performance Manage employee performance and establish a climate of accountability 17
  18. 18. Chart the Course for Employees Set Direction Establish factors critical to your success. Connect products/services to core competencies and the value you provide to your customers. Define specific measures to support success factors. Identify and implement initiatives/actions to reach goals objectives. Involve your employees in the dialog to shape your future success. 18
  19. 19. Establishing a Working Environment that Drives Engagement Establish the level of trust in your organization. Lead by example – increase trust through trustworthy actions. Establish a framework for effective communication (common language). Establish an environment that promotes active listening and understanding. Increase collaboration and productivity through dialogue. 19
  20. 20. What Motivates your Employees? A recent survey asked employees what factors influenced their commitment and motivation - The results are: 1. Being treated with respect …………………..85% 2. Work/life balance ……………………………….79% 3. Providing good service to others ………….74% 4. Quality of work colleagues …………………74% 5. Type of work …………………………………….73% 6. Flexible working arrangements …………….70% 7. Base pay ……………………………………………65% 8. Variable pay ……………………………………….34% Source: Mercer Human Resource Consulting High Impact People Strategies; What’s Working Survey, 2004 20
  21. 21. Ensure Employee Development and Growth Evaluate how you spend your time relative to the five leadership roles. (Manager, Technician, Coach, Architect, Trailblazer) Identify and provide opportunity for employee growth. Delegate responsibility effectively Evaluate individual capability Assign responsibility in alignment with capability and growth potential 21
  22. 22. Coaching Employees for High Performance Evaluate your ability as a coach. Coach with purpose and avoid weakening tendencies. Leverage every interaction to coach. Establish clear non-negotiables. Confront poor performance and elevate accountability. 22
  23. 23. Out with Old Management Styles The traditional management role – command & control – is obsolete Today, employees have systems (communications, IT) at their disposal and they can manage these systems themselves Management needs to be available as a “helper,” to provide guidance, not to control employees by barking out commands that must be followed Coaching should be the new management trend 23
  24. 24. What is Coaching? Executive and business coaching is a process that allows the coach and client to directly focus on effectiveness, performance and satisfaction all at the same time Coaching helps individuals gain clarity, remove self-imposed restrictions, and develop a plan for action Coaching is a formal system that quickly and effectively brings about positive change – and sustains it! 24
  25. 25. Act Now! Improve employee morale by improving your working environment Train managers to think and act more like leaders to inspire employees to perform at their best Develop strategic plans to help your company overcome the threats and changes affecting business & individuals in the 21st century Help your executives set meaningful priorities that connect the people to the business 25
  26. 26. Thank You for Your Time! David Liddell 603-424-9999 dliddell@skye-solutions.com 26

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