This document discusses how organizations can use employee engagement to achieve their goals. It begins by defining employee engagement as the extent to which employees are willing to invest their personal resources to benefit the organization. The document then discusses how high employee engagement is linked to positive business outcomes like retention, satisfaction, and financial performance. It analyzes Campbell's Soup case study where improving engagement led to significant growth. The document recommends that organizations make engagement a priority, look at job design, and ensure new employee onboarding conveys the organization's meaning and mission. It also offers a free strategy session to qualified leaders to help boost engagement.

1. Realize Your Mission: How to Use Employee
Engagement to Reach Your Goals
Dr. Eyal Ronen
February 20, 2013
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4. Today’s Speaker
Dr. Eyal Ronen
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5. Realize Your Mission
How to Use Employee Engagement to Realize
Your Goals
Presented by Dr. Eyal Ronen
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6. Who am I
Dr. Eyal Ronen
Nice to meet you…
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7. Who are you?
Where are you from?
Why are you here today?
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8. Spotlight Leadership on a Mission
Help organizations that are improving
this world…
…to realize their missions through
workplace happiness
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9. So much has been going on here
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10. Adjusting to change
Physical relocation
New website
New branding
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11. What do I need from my team
right now?
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12. All hands on deck
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13. What if they would rush out at
5pm every day?
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14. What if your people do?
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15. Is this happening?
Huge stampede to the door at 4:59pm
People log off earlier than they should
They focus only on what is on their plate
They don’t see the bigger picture
Maybe even use headphones during the day
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16. Maybe it isn’t that big of a problem….
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17. Let’s do some math…
Assume:
$40k annual salary
1,928 annual work hours
Average $20 per hour
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18. 50 employees
If you loose 15 minutes per employee per
day:
$62,240 in annual losses
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19. 50 employees
If you loose 20 minutes per employee per
day:
$82,987 in annual losses
If you have more employees,
just do the math…
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20. 500 employees
If you loose 20 minutes per employee per
day:
$829,870 in annual losses
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21. What else could you do with this money?
Hire a few more great people?
Serve your mission more fully?
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22. …and this is just lost salary,
not lost opportunity!
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23. And that’s just money
What about:
Your frustration
Your overtime
Lack of freedom
Just deep annoyance!
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24. So what can you do?
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25. First…
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26. Why is this happening?
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27. The truth is, you have no idea
(and I don’t either)
You have to systematically investigate
the reasons
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28. You see all these symptoms
but what is the root cause?
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29. Want to make things better?
Find the deep cause!
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30. Organizational assessment
Small MA organization
They saw a lack of motivation
“How can we compete with local salaries?”
Turns out…
Perception of lack of fairness
People can get away with anything
“People take advantage of the owners”
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31. So, why do people bolt out?
 They just want to leave
 Everyone else is doing it
 That’s the culture
 They are not really engaged
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32. What is employee engagement?
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33. The extent to which an employee is willing
to invest their personal
resources for the benefit of the
organization
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34. What resources?
Emotional
Cognitive
Behavioral
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35. Why should you care about
employee engagement?
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36. It is closely related to:
 Employee satisfaction
 Employee retention
 Client satisfaction
 Client retention
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37. Bottom line results:
Ability to execute mission
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38. Do other companies care?
You betcha!
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39. The Campbell’s Soup Case
Year 2000
Declining sales
Worst employee engagement results in
Fortune 500
Engagement ratio 6:1
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40. The Campbell’s Soup Case
“To win in the marketplace you must first
win with your employees.”
Doug Conant, CEO
Campbell’s Soup
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41. The Campbell’s Soup Case
Mr. Conant made a commitment to
employee engagement
Quarter after quarter
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42. The Campbell’s Soup Case
Year after year
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43. The Campbell’s Soup Case
By 2009
Outstanding engagement ratio 23:1
While S&P 500 lost 10% in value
Campbell’s Soup increased 30%
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44. Company after company…
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45. We see HUGE ROE:
Return On Engagement
What would be the engagement ratio
in your company?
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46. Just guess….
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47. So, what should you do?
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48. Make a commitment to
employee engagement!
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49. Engagement Trifecta
Organization (procedures)
Leadership team
Employees
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50. Great place to start:
Look at the job itself
 Task variety
 Task identity
 Autonomy
 Meaning
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51. Task Variety
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52. Task Identity
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53. Autonomy
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54. Meaning
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55. If you want them to stay until
the job is done…
Show them the meaning of doing so…
How?
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56. On-boarding of new employees
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57. 1:1 conversation
Department team meetings
Company-wide meetings
Drive it home!
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58. Make it a great experience:
The message shouldn’t be threatening
Message shouldn’t be punitive
Just explain why it matters
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59. It matters to them
It matters to the organization
Here’s where we go crazy…
Use 100% of savings to
DIRECTLY benefit employees
Be understanding to their needs
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60. If 100% of savings go to employees,
where’s the benefit?
100%
If they all feel great about your company
here’s what will happen…
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61.  You are not going to be any worse off
 You will be investing in your people
 People will be happier at work
 They will go above and beyond when you
need them the most
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62.  They will work harder
 They will be less likely to leave
 You’ll become a magnet for great talent
 You’ll become known in your community
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63. This is just ONE employee engagement
strategy
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64. Another HUGE opportunity…
Strategy Session (normally $1,000)
Today, FOR FREE, if you qualify
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65. To apply:
www.LeadWithMe.com
To be accepted you must be:
 Committed to your team
 Ready to try something new
 Understand exactly what pains you
currently have in your business
 Willing to take new action
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66. Only accept 3 people this week
Have to be a good match
We will tell you exactly what steps you can
take immediately!
Increase leadership effectiveness
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67. Boost productivity
Execute your mission
Learn the best tools in the industry
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68. www.SpotlightLeadership.com/gift
High Impact Hiring Insights
Audio Program & E-book
If you ever hire employees:
Get it right, the first time around
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69. We have some time for questions
…the one thing I always wanted to know about employee engagement is…
…if I really want to lead an engaged team, should I…?
…so, what is the best way to…?
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Reach me at:
t: 1-877-741-7887
e: Eyal@SpotlightLeadership.com
w: www.SpotlightLeadership.com
t: www.twitter.com/EyalSays
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70. Find listings for our current season
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