EEA Making Engagement Pay Business Costs of Disengagement
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Sue Oliver, President of Katana Partners - presentation given at the EEA Networking Event June 2010 on employee engagement.
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EEA Making Engagement Pay Business Costs of Disengagement
- 1. Enterprise Engagement Alliance Making Engagement Pay
- 6. People’s Thinking is Shaped by their Perspective Understanding different perspectives is key to understanding Engagement Drivers and your Workforce Profile
- 8. A New Way of Understanding People Typical Segments
- 10. Delivering Employee ROI is a Systematic, Continuous Improvement Process Employee ROI Analyze employee attitudes and behavior patterns Identify segments and performance improvement strategies Execute strategies to increase engagement and performance Calculate goal potential from performance improvements
- 13. The Answer Is … Improving Segment Profiles to Drive Performance Savings : Several million annually in less sick days used. CHEERLEADERS CASUAL FANS NAYSAYERS TUNED OUT
- 14. The Answer Is … Creating Strategies to Shift Attitude Segments Over a 3 year horizon, segment profile improvements raised engagement levels 19% and provided benchmark advance to high performing company ranking. Engagement % Increase
- 17. Enterprise Engagement and ROI…the Ultimate End Goal
Editor's Notes
- Only 11–17% of employees are highly engaged An equal or greater number of employees are actively disengaged (10-20%) Disengagement costs are staggering U.K. — $64.8 billion/yr JAPAN — $232 billion/yr U.S. — $350 billion/yr
- Only 11–17% of employees are highly engaged An equal or greater number of employees are actively disengaged (10-20%) Disengagement costs are staggering U.K. — $64.8 billion/yr JAPAN — $232 billion/yr U.S. — $350 billion/yr
- Segments finds groups of employees who answer a questionnaires in highly similar ways. The technical way to describe that is birds of a feather flock together. They do it in email, the group together at lunch and they do it behind closed doors when decisions are made. And all of this interaction forms into groups – sort of like High School right? Take a look at the mean scores of these two groups. Same mean, different realities. But instead of two groups, we typically find five. Yes five. Two positive groups, a small middle group and two distinctly different negative groups. By the way, there are three types of Republicans, two segments of Independents and four segments of Democrats so, having five employee segments is very manageable So let’s meet them.
- Segments Tell the Story... Building Blocks to Engagement All companies have attitude segments which form a workforce profile Employees’ attitudes or perspectives about their company/job determine their segment Employees’ attitudes affect their behavior and job performance Targeting improvement in segment profiles increases engagement and company performance
- Segment profiles show percentage of employees and managers in each of the segments, ranging from most supportive to least supportive. Segment data shows percentage of “engaged” employees and managers within segments and extent above or below the engagement line. Segment data highlights key issues driving negative attitudes. Segment data provides a roadmap of engagement plan improvement opportunities.