This document discusses employee engagement and its importance. It provides measures of employee engagement that relate to business outcomes such as accountability, recognition, coaching, and confidence in leadership. Highly engaged employees feel proud, committed and have a sense of ownership in the organization. The document recommends assessing employee needs, addressing issues, keeping employees informed to improve engagement. It also contains questions from employees about how to recognize teamwork, develop skills, and improve management communication to enhance engagement.

3. Single Most Important Factor in the Jump? $400 Million
90% are satisfied with their jobs
89% say their jobs have special meaning
91% are proud to say where they work

4. Productivity Productivity
Job Satisfaction
Job Satisfaction
Morale Morale

6. The willingness of the employee to go the “extra mile”.
Employee participation and involvement.
Sense of personal ownership and pride in the organization.
The commitment employees feel toward the organization.

7. Employee Engagement is measured by items which have been linked to
key business outcomes:
1. “I know the outcomes for which I am accountable.”
2. “My manager really knows me.”
3. “My talents and abilities are fully utilized.”
4. “My successes are recognized by my manager and coworkers.”
5. “My manager does a good job of coaching me to build on my strengths.”
6. “Of all the managers I’ve had, my current manager is the best.”
7. “Everyday, I see clearly the value that I bring to the organization.”
8. “I am a member of one of the strongest teams within the organization.”
9. “In the past year, I have grown professionally more than any other year.”
10. “I have abundant confidence in our leader’s decisions and direction.”
11. “Overall, I am extremely satisfied with my organization as a place to work.”
Copyright 2005-2009 The Coffman Organization

8. People that care about the organization – feel as though they are part of it –
feel ownership.
“Everyday, I see clearly the value that I bring to the organization.”
“I have abundant confidence in our leader’s decisions and direction.”

9. A – Assess Needs
S – Slay the Dragons
K – Keep Employees Informed

10. A – Assess Needs (Don’t ASSUME!)
S
K
Use surveys, emails, online communities (Twitter, Facebook, MySpace).
Talk one‐on‐one with employees.
Hold informal staff meetings.

11. A – Assess Needs
S – Slay the Dragons
K
Dragons: Negative people, motivational/engagement killers.
Don’t talk about your team’s shortcomings at staff meetings.
Don’t belittle or talk about your employees behind their back.
Confront and discuss criticism and job performance one‐on‐one with the
employee.

12. A – Assess Needs
S – Slay the Dragons
K – Keep Employees Informed
COMMUNICATE!!! COMMUNICATE!!! COMMUNICATE!!!
Use sincere, true, deserved and meaningful praise.
Listen to your employees.
Get moving; don’t procrastinate!

13. Recognize outstanding workers: What is the best way to recognize me and
my fellow co‐workers?
Encourage Teamwork: How do I affect my co‐worker’s level of engagement?
Develop your Team: Is the company making an effort to develop my skills?
“The only thing worst than training your employee and losing them,
is not training and keeping them”‐ Zig Ziglar
Get Management Buy‐in: How well does management communicate and
“walk the talk”?
MAKE IT FUN!

14. Interactive Learning
Employee Recognition Events
Initiating FISH campaign

15. 1) How do you engage staff in the midst of layoffs?
2) How do you retain staff and motivate staff when there
is not any money available for COLA/Raises?
3) Is public recognition the best way to show staff
appreciation ?
4) What if our organization has tried these engagement
techniques but staff are still not engaged?
5) How do you get managers to see the value of engaging
their staff?

16. Honesty is the best policy. Employers should be credible
and to the best of their ability share information. Of
course, employees should understand that things are
“subject to change” as situations/circumstances change.
A management team should be empathetic and make
employees feel that we are all in this together.

17. 1) How do you engage staff in the midst of layoffs?
2) How do you retain and motivate staff when there is no
room in the budget for COLA/Raises?
3) Is public recognition the best way to show staff
appreciation ?
4) What if our organization has tried these engagement
techniques but staff are still not engaged?
5) How do you get managers to see the value of engaging
their staff?

18. Staff development; Acts of Appreciation; Motivational
Messages (phone/email).

19. 1) How do you engage staff in the midst of layoffs?
2) How do you retain and motivate staff when there is no
money available for COLA/Raises?
3) Is public recognition the best way to show staff
appreciation ?
4) What if our organization has tried these engagement
techniques but staff are still not engaged?
5) How do you get managers to see the value of engaging
their staff?

20. Praise publicly and reprimand privately. Best to ask a
person their preference. Some are embarrassed by public
recognition. Praise should be sincere, true, deserved and
meaningful.

21. 1) How do you engage staff in the midst of layoffs?
2) How do you retain and motivate staff when there is no
money available for COLA/Raises?
3) Is public recognition the best way to show staff
appreciation ?
4) What if our organization has tried these engagement
techniques but staff are still not engaged?
5) How do you get managers to see the value of engaging
their staff?

22. Patience and consistency is the KEY!
“There are no secrets to success. It is the result of preparation, hard work,
learning from failure”‐ Colin Powell

23. 1) How do you engage staff in the midst of layoffs?
2) How do you retain staff and motivate staff when there
is not any money available for COLA/Raises?
3) Is public recognition the best way to show staff
appreciation ?
4) What if our organization has tried these engagement
techniques but staff are still not engaged?
5) How do you get managers to see the value of engaging
their staff?

24. Show them the benefits; Set clear goals for when
employees should be recognized. Train the Trainer
Sessions about motivating and engaging employees.

25. How can you take Employee Engagement to new heights
in your organization?
Think about the possibilities!

27. Carla Jones carla_jones@mbhci.org
Manager, Staff Training & Development
Employee Engagement Champion
352‐374‐5600 ext 8281