» Internationally certified ACC coach, ICF, 2013
» Executive Coaching, CoachU, 2012
» MBA, UNH, 2000 (concentration in HR)
» B.Ed., University of Iceland, 1994
» RB, VP - Human Resources & Communication, Nov. 2013 -
» Speaker, lecturer, author, coach, consultant, Jan 2012 -
» Byr bank, COO, 2006-2012
» Islandsbanki, Director – T&D, 2002 – 2006
» Capacent, HR Consultant, 2000 - 2002
What is Employee engagment?
» Employee Engagement ≠ Job satisfaction or loyalty
» Possible to be happy in job, but still not engaged, not willing
to work for maximum contribution for the company.
» Engaged employees
» Work on goals and share values of the workplace,
» have intrinsic motivation, to do what they can so the company does
well and at the same time
» able to work on improving their wellbeing.
» Emotional/Psychological commitment towards the company
and its goals
Screenshot from video by BlessingWhite
...relationship with next-in-line manager...
» So often it is talked about the relationship
between employee and manager as the main
driver or factor behind employee engagement
(trust, feedback, motivation)
» I want to talk about more factors…
» Relationship with manager
» Faith in top management team
» Pride in working for the organization
» Training and development (opportunities and encouragement)
» Faith in managers
» Expectations and joy/fun
» Modern Survey
» Faith in top management team
» Faith in opportunities for personal growth and development
» Experience of getting results in own job
» Faith in the future of the workplace
» Faith in organizations´ behavior is controlled by its values
» Getting constructive feedback from manager
Not a one way
Isn´t this something we have to look into...
Self-leadership is about having a good understanding of who you
are, what you are capable of, where you are headed, what you
want to stand for etc.
Also the capabilities to influence others, communication-skills,
emotional intelligence and habits/behavior that will get you to
your desired destination.
1. Self-leadership 2. Lead others 3. Lead results
Values and Engagement
» Employees that say they know and understand the values of the
workplace are 30x more likely to by highly engaged at
First things first...
» To boost employee engagement we have to start by increasing
everybody´s understanding on what engagement is, its affects
and everybody´s responsibility in that matter
» Annual workplace survey not enough, even though they are fine
» Conversations with teams and individual employees and get a
good and deep understanding what affects employee
engagement and work strategically with results
» Different factors between industries, teams and individuals
Dr. Bob Nelson
» “43% of highly engaged employees receive feedback at least once a
week compared to only 18% of employees with low engagement.”
» Communication is the lubricant of any well-functioning relationship
so it comes as no surprise that those who receive almost two-and-a-
half times more feedback at work will likely be more engaged than
those receiving far less feedback where they work.
» All the better if the feedback can first-and-foremost focus on those
things employees have done well as opposed to dwelling upon any
mistakes they have made or offering up criticism as to what they
could do better.
» It’s as easy to build a person up as it is to beat him or her
down and the former is far more productive for all involved.
Outdated or not
» Some say that the conversation on Employee Engagement is
only a hype and is already outdated…
» Just be humane and work with your people!
» Human Resources or Human Beings
» Others say that budgets will be increased to all kinds of wellness
programs to boos engagement, motivation, improved workplace
culture and wellbeing
» And decrease absenteeism, disengagement etc.
What can we do?
» Communication and
motivation key factors along
with managers letting
employees feel they matter.
» Give employees space and support to
» create new ideas,
» find purpose in what they do,
» set challenging goals,
» work in alignment with strategy,
» have clear vision for everyday work,
» connect with customers
» Servant Leadership
» Remove possible hindrances for employees