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Employee Engagement
This document discusses increasing human capital ROI through employee engagement. It defines employee engagement as commitment to one's organization, work and clients, demonstrated through discretionary effort. Highly engaged employees are more productive, innovative and loyal. Statistical evidence shows disengaged employees cost the US economy $350 billion per year in lost productivity. The document advocates for creating a culture of respect using the RESPECT model, which focuses on recognition, empowerment, supportive feedback, partnering, expectations, consideration and trust to improve engagement.
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Employee Engagement
- 1. Increasing Human CapitalROI with RESPECT by Dr. Paul Marciano Ambrose New York City, NY June 14, 2012
- 2. My goal todayis to . . . make a difference that makes a difference for you, your organization, your employees, and your clients.
- 3. Human capital ROIis directly related to employee engagement.
- 4. What is employeeengagement?
- 5. Employee engagement isa psychological construct which refers to an individual’s commitment to one’s organization, work, team, employer, and clients and which is demonstrated behaviorally through high levels of discretionary effort.
- 6.
- 7. Fully in theGame
- 8. What would bethe impact if everyone in your organization played full out?
- 9. Robust Impact ofEngagement Productivity & Performance Profitability Turnover & Absenteeism Innovation Employee Fraud Customer Satisfaction & Loyalty Quality Defects Safety Compliance Employee Satisfaction Physical & Psychological Well-Being
- 10. Statistical cost ofdisengaged employees
- 11. Disengaged employees costthe American economy $350 billion per year in lost productivity. Gallup
- 12. Engaged vs. Disengaged •78% would recommend their company’s products and services vs. 13% • 67% advocate on behalf of their organization vs. 3% • 86% often feel happy at work vs. 11% • 59% say their job brings out their most creative ideas vs. 3% Gallup
- 13. Opportunistic 3 Disengaged Engaged 2 4 Actively Actively disengaged engaged 1 5 Engagement Meter
- 14. Hopes not tosee it, will clean-up if personal benefit Walks past mess 3 Cleans-up what without thought he/she sees 2 4 Creates Helps clean-up, the mess fix & prevent 1 5 Engagement Meter
- 15. Opportunistic 3 Disengaged Engaged 2 35% 4 15% 30% Actively Actively disengaged engaged 1 5 5% 15% Engagement Meter
- 16. Value to Organization Engagement Level ROI Actively Engaged 120% Engaged 100% Opportunistic 80% Disengaged 60% Actively Disengaged 40%
- 17. Sample Cost Analysis StaffSize: 20 Avg. Salary: $100,000 Total Human Capital Investment: $2,000,000 Cost of Disengagement: $540,000
- 18.
- 19. We have newemployees at “Hello.”
- 20. 1st day ofwork
- 22.
- 23.
- 24. Work Ethic Fixed Fixable 1 2 3 4 5 Internal Environment Got “it” or don’t Potential for “it”
- 27. Create a culturethat engages employees
- 28. Most people believethat . . .
- 29. employee engagement andmotivation are the same . . . they are not
- 31. Motivated Engaged Self Organization Opportunistic Committed Short-term View Long-term View External Focus Internal Focus Narrow Focus Big Picture Unstable Stable
- 32. Realizing sustainable increasesin employee engagement requires impacting the culture of the organization.
- 33. Behaviors Culture & Attitudes
- 34. What doesn’t changeculture is trying to motivate employees with carrots & sticks
- 35. It’s the onlyway I can get myself out of bed in the morning. Published in The New Yorker 4/19/2010 by Farley Katz
- 36. Traditional reward &recognition programs
- 39.
- 40. Programs fail… …because they are programs
- 41. Programs reduce… creativity and risk taking
- 42. Programs have no impacton culture
- 43. Reward programs… Reward programs… …reduce overall motivation …reduce overall motivation
- 45. Don’t worry abouthow to motivate employees.
- 46. It isn’t eventhe right question.
- 47. The question is. . .
- 48. how do weengage our employees?
- 49. menghormati уважение respecto respect respecteren rispetto Respekt
- 50. “ I’m not concerned with your liking or disliking me. All I ask is that you respect ” me as a human being. ~ Jackie Robinson
- 51. Respect = Power Poweris the ability to influence others Power Respect
- 53.
- 54. An actionable philosophywhich guides and directs behavior
- 55. Respect the Organization ORGANIZATION RESPECT
- 56. Respect the Supervisor SUPERVISOR RESPECT
- 57. Respect Team Members TEAM RESPECT
- 58. Respect the Work WORK RESPECT
- 59. Feel Respected INDIVIDUAL RESPECT
- 60.
- 61. R ECOGNITION Thank You
- 62. Turnkey Solutions &Best Practices Recognition • Send a handwritten “thank you” note home • Spread the word; inform higher ups • Hold exemplary work up as an example
- 63.
- 64. Turnkey Solutions &Best Practices Empowerment • Ask employees what tools, training, and resources they need to be more successful at their job • Ask employees how you can reduce barriers and help them do their jobs better • Increase level of cross-training
- 65.
- 66. Turnkey Solutions &Best Practices Supportive Feedback • Deliver immediate, specific feedback focused on behaviors • Be selective and focused in your feedback; prioritize • Serve as a role model and ask employees to provide you with feedback
- 67.
- 68. Turnkey Solutions &Best Practices Partnering • Increase formal and informal communication; “lunch and learn” • Offer to “jump in” and help out • Be transparent
- 69.
- 70. Turnkey Solutions &Best Practices Expectations • Set clear, challenging, and measurable goals • Hold a “compare expectations” exercise • Employ “confused and concerned” conversations • Hold people accountable
- 71.
- 72. Turnkey Solutions &Best Practices Consideration • Take an active and appropriate interest in your staff’s personal lives, e.g., hobbies, interest, family • Be on time for meetings and give your full attention • Follow-up promptly to emails and phone calls • Regularly ask employees for their opinions & ideas
- 73.
- 74. Turnkey Solutions &Best Practices Trust • Avoid micro-managing • Own up to mistakes • Talk to people not about them • Increase autonomy and delegate meaningful tasks • If trust is broken, move on
- 75.
- 77. What Is Kudos? Kudosis the simple & cost effective corporate social network with a recognition engine at its core. Kudos creates employee engagement by enhancing communication, building connections and supporting collaboration through recognition.
- 79. www.KudosNow.com RESPECT
- 80. “ ” Be the change you want to see in the world. -- Mahatma Gandhi