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Ppma final slides for april 16 presentation naomi stanford

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Ppma final slides for april 16 presentation naomi stanford

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Ppma final slides for april 16 presentation naomi stanford

  1. 1. The Engagement Conundrum © iperform systems 2015
  2. 2. Employee Engagement Positive Psychology Leadership Employee Wellbeing Change Management Practitioner DirectorAcademic Writer
  3. 3. iPerform Steve Backley OBE Paul Hannam MA, FRSA Roger Black MBE © iperform systems 2015
  4. 4. Part One A Brief History of Employee Engagement © iperform systems 2015
  5. 5. Origins of Employee Engagement © iperform systems 2015 “the harnessing of organisation membersʹ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances" William Kahn 1990
  6. 6. © iperform systems 2015 What have we learned about Employee Engagement in the last 40 years?
  7. 7. © iperform systems 2015 Employee Engagement in 1975
  8. 8. © iperform systems 2015 Employee Engagement in 1975You can’t force someone to be engaged
  9. 9. © iperform systems 2015 We don’t just come to work for money Employees want more than a Salary
  10. 10. © iperform systems 2015 Employee Engagement in 1975 Charismatic Leadership is not enough
  11. 11. © iperform systems 2015 Employee Engagement in 1975Trust is Vital
  12. 12. The Benefits of Employee Engagement  Higher Productivity & Performance  Improvement in Bottom Line  Increased Employee Retention  Reduced Sickness, Absence & Stress  Better Customer Satisfaction  Greater Creativity  Improved Wellbeing & Morale  More Attractive to Talent
  13. 13. Employee Engagement is the Optimal Strategy for Sustained High Performance
  14. 14. Employee Engagement Drives Organisational Performance © iperform systems 2014 Employee Engagement Individual Performance Value Customer Satisfaction Customer Loyalty Organisational Performance
  15. 15. © iperform systems 2015 Employee Engagement in 1975Most Programmes don’t work
  16. 16. © iperform systems 2015 71% of Employees are disengaged or only ‘partially engaged’ Dale Carnegie, 2012
  17. 17. 70% of Employees in the Public Sector are Disengaged © iperform systems 2015
  18. 18. Meet Jim - One of the 70% © iperform systems 2015
  19. 19. How are we going to Engage Jim? © iperform systems 2015
  20. 20. © iperform systems 2015 Pay him more? Send him on a Workshop? Ask him to Complete a Survey? Tell him to be engaged at his annual review? Make him Employee of the Month? Set up a Dress Down Friday?
  21. 21. Part Two How to Improve Employee Engagement © iperform systems 2015
  22. 22. © iperform systems 2015 Disengaged Present Engaged Flourishing Building The Flourishing Organisation
  23. 23. The Biggest Lesson from Psychology. Leadership & Change Management © iperform systems 2015
  24. 24. Change comes from Within © iperform systems 2015
  25. 25. Determinants of Happiness Set Point 50% Intentional Activities 40% Circumstances 10% Predisposition Lifestyle Education Conditioning The Practice of Happiness
  26. 26. Factors influencing Employee Engagement Extrinsic Factors Intrinsic Factors 45% Inner Drive Meaning 55% Pay Management Environment
  27. 27. We need Extrinsic & Intrinsic Engagement Self Improvement Emotional Intelligence Develop New Habits Practice & Journaling Transformational Leadership Incentives Team & Peer Support Measurement Systems & Processes Intrinsic Extrinsic © iperform systems 2014
  28. 28. Focus on Changing the Intentional Activities of your Employees rather than Changing their Circumstances © iperform systems 2015
  29. 29. Intrinsic Engagement © iperform systems 2015
  30. 30. © iperform systems 2015 We have Everything we Need to be Engaged! The Principles of Intrinsic Engagement
  31. 31. Help Employees Engage Themselves © iperform systems 2015 The Principles of Intrinsic Engagement
  32. 32. © iperform systems 2015 Employees have all the natural resources they need to Flourish and Perform at their Best.
  33. 33. © iperform systems 2015 Our Natural Resources include  Resilience  Optimism  Self-Motivation  Being Calm & Thinking Clearly  Taking Personal Responsibility  Agility  Resourcefulness
  34. 34. Focus on Personal Development © iperform systems 2015
  35. 35. © iperform systems 2015 Authentic
  36. 36. Taking Action & Practice © iperform systems 2015
  37. 37. Effective Maintenance © iperform systems 2015 Precontemplation Contemplation PreparationAction Maintenance
  38. 38. Flourish through Change © iperform systems 2015
  39. 39. Self Efficacy © iperform systems 2015
  40. 40. © iperform systems 2014 Growth Mindset
  41. 41. Agile Collaborative Emotionally Intelligent Creative Resilient Growth Mindset Resourceful Engaged The 21st Century Public Servant Entrepreneurial
  42. 42. You can Satisfy all your Needs at Work © iperform systems 2015
  43. 43. Part Four What Next? © iperform systems 2015
  44. 44. The last 40 years © iperform systems 2015 Job Satisfaction Employee Engagement Intrinsic Engagement1975- 1990 1990 - 2015 2015 - Commitment to work Hygiene Factors OK Good working conditions Extrinsic motivation Trust Values Alignment A Fair Deal External Initiatives Meaning Personal Growth Wellbeing Flourishing + +
  45. 45. Old Habits & Patterns Self Awareness Self Regulation Self Improvement Self Actualisation The Great Adventure
  46. 46. Make Engagement your Keystone Habit
  47. 47. The Flourishing Organisation © iperform systems 2015 Supporting Employees Feel and Perform at their Best
  48. 48. http://iperformsystems.com/engagement-ebook-pdf/ Or contact me at Paul@iperformsystems.com

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