Moving the Needle on Employee Engagement

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Qualtrics and DDI on the Innovation
Exchange
qualtrics.com/innovationexchange

Presented by
Mark Phelps
Senior Consultant,
Accelerated Leadership Solutions
September 25, 2014

Let’s talk engagement!
If your last name begins with A through M …
Ø Recall a time you were fully engaged and excited
about your work.
Ø Enter a word or phrase in the CHAT panel to describe
how you felt about coming to work each day.
If your last name begins with N through Z …
Ø Recall a time you were disengaged and not excited
about your work.
Ø Enter a word or phrase in the CHAT panel to describe
how you felt about coming to work each day.

Best Practices to Move the Needle
ü Simplify the Analytics
ü Develop Engaging Leaders
ü Engage the C-Suite

Engagement Basics
Establish a Baseline
Uncover Gaps

Discover Intra-Org Variances
Minimum number of 8 responses &
Agencies with over 60 responses excluded
60
50
40
30
20
10
0
20% 30% 40% 50% 60% 70% 80% 90% 100%
Overall Engagement Index
Number of Responses
Overall
Engagement
Index
76.9%

Data Analytics –
The Right Balance
© Development Dimensions Int’l, Inc., MMVIII. All rights reserved.

Are your results easy to understand?
BLACK BOX
40-100 Survey Q’s / Drivers
Q1
Q2
Q3
Q4
Q5
Q6
Q7
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q6
Q9
Q19
3 to 6 Direct Engagement Q’S
1. I am satisfied with my job.
2. This organization inspires me to do my
best every day.
3. I would recommend employment at my
organization to friends and family.
Correlates
each Q /
Driver to
Index
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q8
Q9
Q10
Q11
Q12
Q13
Q14
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Engagement Index
Computed

Our Point of View
“There is no benefit from
engagement survey results until
managers move beyond them.”
(and begin to focus on changing behavior!)

External Norms: Overrated?!?

Engaged vs Engaging Leaders

Sad but true comments from
leaders to leaders
“What are you doing, idiot?”
- First-level leader, financial services company, South Africa
“I don’t have any respect for you as a supervisor.”
- First-level leader, social service organization, United States
“I still do not see the potential that others have said you have.”
- Mid-level leader, electronics company, Philippines
“Take notice that I will not look at you, I will not listen to you,
you will do as I say when I say it. You are not important to me
or this facility.”
- Senior leader, health care provider, United States
“You have the interpersonal skills of a gnat.”
- Executive, energy company, Australia
Source: DDI Global Leadership Forecast 2008|2009

Quality of Leadership
17
40%
2014
Leader Rating
38%
37% 2011
2009
25%
2014
25%
2011
HR Rating

Create an Engaging Environment
Focus on key aspects of each employee’s work
environment that leaders can impact.
Align Efforts
with Strategy
Empowerment
Teamwork and
Collaboration
Growth and
Development
Support and
Recognition

Where do your leaders struggle?
Which aspect of an engaging work
environment do you feel your leaders
struggle with most?
• Align Efforts with Strategy
• Empowerment
• Teamwork and Collaboration
• Growth and Development
• Support and Recognition

What is an Engaging Leader?
1. Coach for Performance
2. Manage Change
3. Build Engagement and Trust
4. Make Decisions and Drive Results
5. Influence, Network, and Partner
6. Inspire Innovation
7. Select, Develop, and Retain Talent

How engaged is your C-Suite?
A) Fully engaged and committed, are role models.
They will hold all leaders accountable for improving
engagement.
B) Provide some support, including kickoff events,
company-wide communication messages, and
occasionally will agree to showing support in
person.
C) Will allow communications to go out under their
name, may create a video message if you give
them a script.
D) Minimum visible and authentic support.

Reach Their Heads and Hearts

Senior Leaders are Problem Solvers!
“The analytics of engagement
position senior leaders comfortably
outside of any engagement
“problems” or “gaps,” rather than a
key contributor to the current culture
of engagement.”

How to Increase Involvement
1. Make senior leaders highly visible.
2. Constantly communicate good news.
3. Ask for help from senior leaders and
encourage their involvement.

Increase Involvement, continued
1. Make senior leaders highly visible
A. Pre-survey communication
B. Kickoff sessions (live and recorded)
C. Encouraging participation
D. Sharing results
KEYS TO SUCCESS:
! Develop an organizational “elevator pitch.”
! Create clear and concise talking points for each activity.
! Have senior leaders share their own personal
engagement stories.

2. Constantly communicate good news
A. Publicly appreciate “above and beyond” individual
and group efforts.
B. Showcase completed action plans.
C. Celebrate all activities that foster a high
engagement environment.
KEYS TO SUCCESS:
! Develop structured processes to collect good news.
! Quantify benefits of completed action plans (to the group
and to the organization).

3. Ask for help from senior leaders and
encourage their involvement
A. Involve senior leaders in appreciating groups that
have completed ambitious action plans.
B. Challenge each senior leader to make strides in
one engagement area, and publicly communicate
this commitment.
KEYS TO SUCCESS:
! Make sure you equip senior leaders with the facts and
talking points to increase impact and reduce effort.
! Convince senior leaders that “actions speak loudest.”

Question for you …
“How much time could you ask your average senior leader
to dedicate to your employee engagement initiative in
upfront communication, sharing of results, taking action as
an organization?”
– No time.
– 5-15 minutes per week.
– Over 60 minutes per week.
How could you use that time commitment?

Where is your Focus?
Engagement
Scores
Action
Plans
Leadership
Development
Perceived
Skill Gaps
Performance
Management
Individual
Goals
Business Goals
and Strategies
Execution
Plans

Qualtrics 360
With Qualtrics 360, you can:
1. Save time with our intuitive, point-and-click interface
2. Configure your 360s with our flexible form
development
3. Access real-time, customizable reports
4. Automate management of the 360 process
5. Integrate with your existing HRIS through our open
API
qualtrics.com/360

Qualtrics Employee Engagement
With Qualtrics Employee Engagement, you get:
1. Real-time results
2. Sophisticated hierarchical reporting
3. Individualized, custom dashboards
4. Organizational structure
5. Action planning
6. Flexible form creation
qualtrics.com/ee

Questions?

Thank you.

Moving the Needle on Employee Engagement

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