Employee Engagment

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Employee Engagement is the energy and passion employees have for what the organization is trying to achieve. In average organizations, 30% are engaged. In high performing organizations, 63% of their employees are engaged and working with energy and passion.

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Employee Engagment

  1. 1. Clausen Consulting 2013
  2. 2. Where Employee Engagement Happens Employee Goals Bingo! Organizational Goals Engagement Sweet Spot
  3. 3. “…the energy and passion employees have for what the organization is trying to achieve.” -Baumruk and Marusarz, -Hewitt and Associates (2004)
  4. 4. “…a heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work.” ~ Gibbons, Conference Board (2007)
  5. 5. COGNITIVE COMMITMENT EMOTIONAL ATTACHMENT BEHAVIORAL OUTCOMES
  6. 6. Percent of employees actively seeking new jobs  High performing employees = 47%  Middle performing employees = 25%  Low performing employees = 18%
  7. 7.  38% higher customer satisfaction  22% higher productivity  27% higher profits
  8. 8.  Perform 20% better  Are 87% less likely to leave the organization
  9. 9.  Fully Engaged  Partly Engaged  Along For The Ride  C.A.V.E. Dwellers
  10. 10.  Motivated and committed to the organization  Helps others with workloads  Seeks to do better--individually and as a team  Are “high potential” and/or “high achieving”  Perform to a level 120% of expectations  21%
  11. 11.  Moderate to high levels of motivation and commitment  Solid contributors, can be counted on  Occasionally go beyond basic job expectations  Don’t exhibit high levels of drive or consistency  Perform to a level 100% of expectations  46%
  12. 12.  Moderate to low levels of motivation and commitment  Will show up for work and follow direction  Don’t go to great lengths to excel or help others  Perform to a level 75% of expectations  30%
  13. 13.  Low levels of motivation and commitment  Offer minimal effort or avoid/refuse to give more  Can have a negative impact on morale or efficiencies  Difficult to move someone from this category  Perform to a level 55% of expectations  8%
  14. 14.  Trust and Integrity  Nature of the Job  Line-of Sight Between Individual & Company Performance  Career Growth Opportunities  Pride about the Company  Coworkers/Team Members  Employee Development  Personal Relationship with One’s Manager
  15. 15.  Jones & Harter (2012) – employee engagement leads to human benefits for the individual experiencing it.  Benefits include: Infusion of energy Self-significance Mental resilience Fulfillment of the human spirit through work
  16. 16. Great Managers Engaged Employees Poor Managers Disengaged employees
  17. 17.  Evidence that suggests engagement- turnover link depends in large part on how satisfied employees are with their relationship with their supervisor.  Engagement is significantly affected by interactions with other organizational members, whether on an individual, group, or organizational level.

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