Solving the Engagement Mystery
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For many HR professionals employee “engagement” can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey. During this session you will learn: The facts and figures that unequivocally connect employee engagement to overall company performance and profitability. Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success. How to use the methodologies illustrated in the book What Motivates Me to assess each employee’s engagement level and to expose their true motivators.
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Solving the Engagement Mystery
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- 7. #WFwebinar Brian Galonek President All Star Incen,ve Marke,ng Solving the Engagement Mystery Jim Drakakis Vice President of Training Systems All Star Incen,ve Marke,ng
- 8. Solving the Engagement Mystery Increase your Business Performance For more informa6on contact: Brian Galonek, President | (508) 347-‐8810 | brian@incen6veusa.com Jim Drakakis, VP Training Systems | (508) 347-‐8840 | Jim.Drakakis@incen6veusa.com May 25, 2016
- 9. Agenda • The Engagement Mystery • Engagement Facts and Figures • The Connec6on to Company Performance & Profitability • Engagement Tac6cs: – The Book “What Mo>vates Me” – Exposing True Mo>vators for Yourself and Workers • Opportuni6es to Engage – Proper use for Recogni>on / Rewards Programs
- 10. Company Overview • All Star Incen6ve Marke6ng – Over 4 Decades in Business • Brian Galonek & Jim Drakakis – Over 50 Years Combined Experience • Consulta6ve Solu6on Provider – Seeking Route Causes • Our Goal – Mo6vate Human Behavior
- 11. The ‘En·gage·ment’ Mystery • It can’t be easily seen • It can’t be easily described • You don’t know exactly where to find it • You’re not sure how much of it you already have • Do you even know why you so desperately need more of it?
- 12. Poll Question 1 • WHAT PERCENTAGE OF YOUR EMPLOYEES DO YOU THINK ARE ENGAGED AT WORK? • 0-‐9% • 10-‐19% • 20-‐29% • 30-‐39% • 40-‐49% • 50-‐59% • 60-‐69% • 70-‐79% • 80-‐89% • 90-‐100%
- 13. Poll Results
- 14. Engagement – Facts & Figures • Only about 30% of US workers are engaged at work • Approximately 50% of US workers are not engaged at work • And an addi6onal 20% of US workers are ac6vely disengaged • Disengaged workers cost the use economy $450-‐$550 billion per year • Millennials are the most disengaged • Engaged teams / workers have: • 50% fewer accidents • 41% fewer quality defects • Incur far less in healthcare costs • Last longer (reduce turnover) • Lower Absenteeism • Lower Shrinkage Gallup – State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders
- 15. Engagement – Facts & Figures • 10,000 Baby Boomers re6re each day • Millennials are now the largest genera6on in the workforce
- 16. Engagement – Facts & Figures • Unemployment is below 5% and projected to stay low for years • The cost of replacing workers ranges from 25%-‐400% of their annual salary • Compensa6on, benefits, and REGOGNITION are needed to retain your best employees • Engagement is needed to deliver proper recogni6on
- 17. Engagement – Facts & Figures The Connec6on to Earnings
- 19. Where Does Motivation Fit? Strengths Motivators Personality
- 20. Data Set 850,000 working adults
- 21. + New 2015 Data First 10,000 people to complete the Mo6vators Assessment
- 22. 23 Motivators Autonomy Challenge Crea6vity Developing Others Empathy Excelling Excitement Family Friendship Fun Impact Learning Money Ownership Pressure Pres6ge Problem Solving Purpose Recogni6on Service Social Responsibility Teamwork Variety
- 23. 23 Motivators Autonomy Challenge Crea6vity Developing Others Empathy Excelling Excitement Family Friendship Fun Impact Learning Money Ownership Pressure Pres6ge Problem Solving Purpose Recogni6on Service Social Responsibility Teamwork Variety 23
- 24. THE ACHIEVERS Challenge Excelling Ownership Pressure Problem Solving THE BUILDERS Developing Others Friendship Purpose Service Social Responsibility Teamwork THE CAREGIVERS Empathy Family Fun THE REWARD DRIVEN Money Prestige Recognition THE THINKERS Autonomy Creativity Excitement Impact Learning Variety Identities 24
- 25. Your Identities • Who Are They? • Characteris6cs? • Where They Thrive • How to Enhance Your Value and Accomplish More • How to Address Blind Spots and Poten6al Conflicts 25
- 26. The Achievers • Love a good challenge. • Driven to excel. • Thrive under pressure. • Comple6ng tasks is crucial to them. • Feel guilty if they aren’t giving their all. • Highly accountable. • Like to be in control. • Strong belief in their talents. • Set ambi6ous goals. THE ACHIEVERS Challenge Excelling Ownership Pressure Problem Solving THE BUILDERS Developing Others Friendship Purpose Service Social Responsibility Teamwork CA
- 27. The Builders THE ACHIEVERS Challenge Excelling Ownership Pressure Problem Solving THE BUILDERS Developing Others Friendship Purpose Service Social Responsibility Teamwork THE CAREGIVERS Empathy Family Fun • Want to help others grow. • Feel a sense of des6ny to help others. • Want to be surrounded by a passionate team. • Believe everyone is a leader. • They are loyal friends. • Doing good is more important than making money. • Connect well with others
- 28. THE ACHIEVERS Challenge Excelling Ownership Pressure Problem Solving THE BUILDERS Developing Others Friendship Purpose Service Social Responsibility Teamwork THE CAREGIVERS Empathy Family Fun THE REWARD DRIVEN Money Prestige Recognition T The Caregivers • Good at empathizing with those around them. • Natural communicators and good listeners. • Dependable. • Respect people no maper their level. • Try hard to balance work and home. • Genuine. • Posi6ve and lighthearted. • Typically don’t want to be in charge.
- 29. The Reward Driven • Doers. • Like regular indica6ons of recogni6on. • Iden66es are strongly 6ed to their work success. • Believe they should get a piece of what they create. • Good stewards of their 6me. • Do their best work when incen6vized. • Believe in meritocracy. E ERS ge ng hip re olving THE BUILDERS Developing Others Friendship Purpose Service Social Responsibility Teamwork THE CAREGIVERS Empathy Family Fun THE REWARD DRIVEN Money Prestige Recognition THE THINKERS Autonomy Creativity Excitement Impact Learning Variety
- 30. The Thinkers • Dislike bureaucracy. • Want to know the “why.” • Value novelty and variety. • Like to see the impact of their innova6ons. • Think before they act. • Draw on a wide range of experiences. • Don’t like being told how to do their work. ERS Others hip e e nsibility rk THE CAREGIVERS Empathy Family Fun THE REWARD DRIVEN Money Prestige Recognition THE THINKERS Autonomy Creativity Excitement Impact Learning Variety
- 32. Monique Craig Erin Top 7 Mo6vators 1. Friendship Variety Creativity 2. Service Impact Family 3. Variety Learning Learning 4. Fun Service Autonomy 5. Empathy Excelling Money 6. Impact Family Ownership 7. Teamwork Prob. Solving Variety Bopom 3 Mo6vators 21. Prestige Dev Others Teamwork 22. Social Resp. Fun Empathy 23. Money Money Social Resp. Top 3 Iden66es 1. Caregiver Thinker Thinker 2. Thinker Achiever Reward-Driven 3. Builder Caregiver Achiever Team Synergies 32
- 33. Monique Craig Erin Top 7 Mo6vators 1. Friendship Variety Creativity 2. Service Impact Family 3. Variety Learning Learning 4. Fun Service Autonomy 5. Empathy Excelling Money 6. Impact Family Ownership 7. Teamwork Prob. Solving Variety Bopom 3 Mo6vators 21. Prestige Dev Others Teamwork 22. Social Resp. Fun Empathy 23. Money Money Social Resp. Top 3 Iden66es 1. Caregiver Thinker Thinker 2. Thinker Achiever Reward-Driven 3. Builder Caregiver Achiever Team Uniqueness 33
- 34. Think About the Impact On… • Team performance • Work rela6onships • Diversity of thought • Employee Engagement
- 36. Types of Programs • Wellness programs • Sales Incen6ve programs • Training programs • Safety programs • Customer service programs • Peer-‐to-‐peer recogni6on • Quality, sugges6on box, service awards, orienta6on, etc.
- 37. Poll Question 2 WHAT TYPES OF PROGRAMS/TOOLS HAVE YOU UTILIZED? (check all that apply) • Wellness programs • Sales Incen6ve programs • Training programs • Safety programs • Customer service programs • Peer-‐to-‐peer recogni6on • Quality, sugges6on box, orienta6on, etc. • Service awards • Employee assessment tools
- 38. Poll Results
- 39. Who Owns Engagement • The manager(s) with the greatest need for engaged employees – Safety Manager – Opera>ons Manager – Sales Manager – Customer Service Manager – and yes…. The HR Manager
- 40. The Path to Engagement • Create a brand, promote your brand, protect your brand • Create buzz – use a unified rewards program platorm • Communicate con6nuously and use all available methods • Ac6vate and empower managers (face-‐to-‐face recogni6on) • Bring ini6a6ves together under one platorm • Walk, then jog, then run (launch, improve, and add)
- 41. Inspiring C-Suite Support • Earnings are growing in engaged ins6tu6ons • Earnings are shrinking at disengaged ins6tu6ons • Engagement programs produce a posi6ve ROI • Senior management at highly-‐engaged ins6tu6ons get tons of accolades
- 42. Q&A • Brian Galonek President | All Star Incen6ve Marke6ng Brian Galonek has worked in every possible capacity for All Star Incen>ve Marke>ng during his 28 year career and has served as its president for the past 15 years. He has also served in every major associa>on and board for a variety of industries that strive to help employers beZer engage with employees. Galonek has wriZen numerous papers and delivered dozens of seminars and webinars on a variety of topics that all center on one fundamental need — employee mo>va>on. Over nearly 3 decades, Galonek has led industry research, promoted cu^ng edge solu>ons, and navigated the legal/poli>cal landscapes to provide a roadmap for companies that seek the wide-‐ranging benefits that come from having a highly engaged workforce. • Jim Drakakis Vice President of Training Systems | All Star Incen6ve Marke6ng Jim Drakakis is a cer>fied recogni>on professional with over 20 years industry experience. His extensive background includes helping organiza>ons improve employee engagement and increase mo>va>on through recogni>on. He is a cer>fied trainer of the “What Mo>vates Me” system. Drakakis has delivered cap>va>ng educa>onal seminars, symposiums and workshops to thousands of Human Resources professionals. He is a par>cipa>ng member of The Society of Human Resources Management, WorldatWork, and Recogni>on Professionals Interna>onal. He has worked with many of North America’s most admired companies, helping organiza>ons understand the true meaning of mo>va>on.
- 43. For more informa6on contact: Brian Galonek, President, (508) 347-‐8810 | brian@incen6veusa.com Jim Drakakis, VP Training Systems, (508) 347-‐8840 | Jim.Drakakis@incen6veusa.com
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