Joseph G. Keary, MS, MBA JGK Leadership Consulting and Kansas City Chapter, CLMA.

The 10 “C’s” of Employee Engagement

Joseph G. Keary, MS, MBAJGK Leadership Consulting

andKansas City Chapter, CLMA

Agenda

What is Employee Engagement?

Agenda

What is Employee Engagement? Employee Satisfaction v Engagement

Agenda

What is Employee Engagement? Employee Satisfaction v Engagement The 10 C’s of Employee Engagement

Agenda

What is Employee Engagement? Employee Satisfaction v Engagement The 10 C’s of Employee Engagement WIIFM as a Leader

Agenda

What is Employee Engagement? Employee Satisfaction v Engagement The 10 C’s of Employee Engagement WIIFM as a Leader Questions and Discussion




How many of YOU feel like a “cat herder” during your work day?



How many of your employees would characterize their work day as one spent “herding cats”?



How many of your employees would characterize their work day as one spent “herding cats”?

How do you keep yourself and your employees engaged and not simply “herding cats”?


An engaged Employee is one who is:


An engaged Employee is one who: is fully involved in and enthusiastic about

his or her work



his or her work cares about the future of the organization



his or her work cares about the future of the organization is willing to invest discretionary effort to see

the organization succeed


Engaged Employees are: More committed to the mission, vision and

goals of your Department and the larger organization




More likely to be active on committee’s and in activities of the Department




More likely to be active on committee’s and in activities of the Department

More likely to welcome new employees to the Department and be a retention influencer


MOTIVATION

LOYALTY

TRUST

COMMITMENT

Degree of Engagement

Various studies on the engagement challenge reveal that what percentage of employees are actively engaged in their jobs?



Only between 17 – 29% of employees



Only between 17 – 29% of employees In the Super Bowl… only 2-3 players on

each team would be “engaged” Can you imagine winning with those

odds?

Employee Satisfaction v Engagement

For years, organizations have stressed employee satisfaction as a desirable metric to measure and to improve



But… are you ALWAYS satisfied with an organization (your team, Department or larger organization)?




… the average Employee would say “NO!”


For years, organizations have stressed employee and Employee satisfaction as a desirable metric to measure and to improve


… the average Employee would say “NO!” What are some areas of dissatisfaction?


Disagreement with leadership of the team or Department


Disagreement with leadership of team or Department

Disagreement with peers in team or Department




Disagreement with goals of team or Department Motivators, metrics, committees, administrative

requirements…




Disagreement with goals of team or Department Motivators, metrics, committees, administrative

requirements…


Despite disagreement and not being happy with your job or workplace …you still can (and should) be engaged!


Despite disagreement and not being happy with your job or workplace …you still can (and should) be engaged!

How do we “engage” our employees to allow them to overcome transient dissatisfaction and still remain valued team members??

The 10 C’s

We can do so by applying the 10 C’s of Employee Engagement

Need to do this consistently and positively

The 10 C’s

Connect

Connect

Leaders must show they VALUE Employees

Engagement is a direct reflection of the relationship between leaders and Employees

Friendly and open attitude to all Employees

The 10 C’s

Connect Career

Career

Leaders must provide challenging and meaningful opportunities to advance

Are Employees challenged to accept leadership roles?

Grow your leaders!

The 10 C’s

Connect Career Clarity

Clarity

Leaders must clearly communicate goals, vision and a pathway!

Where do YOU see your Chapter heading?

Where do your Employees see your Chapter heading?

Is there a “delta” between these views?

The 10 C’s

Connect Career Clarity Convey

Convey

Leaders express expectations

Provide honest and constructive feedback

Goal is to improve the organization’s operations

Mentoring of younger (Gen Y) employees is a good example

The 10 C’s

Connect Career Clarity Convey Congratulate

Congratulate

Leaders recognize Employees for Achievement Participation Outside

accomplishments Family Employee

success

Do it often and be sincere!

The “11th C”


The 10 C’s


Contribute

Contribute

Leaders need to show Employees that their input matters

Help Employees see and feel how they contribute to the organization’s success and future

The 10 C’s


Contribute Control

Control

Leaders need to encourage Employees to assume control and participate in decision making

Create a culture where Employees want to take ownership of problems and solutions!

The 10 C’s


Contribute Control Collaborate

Collaborate

Leaders need to show Employees that teams outperform individuals

Great leaders are team builders

Create an environment that fosters trust and collaboration

The 10 C’s


Contribute Control Collaborate Credibility

Credibility Leaders need to

maintain their personal and organizational reputation

Demonstrate high ethical standards

Employees want to follow a leader who is ethical and honest

The 10 C’s


Contribute Control Collaborate Credibility Confidence

Confidence Leaders need to create

confidence in the organization – be the best!

Insure that all organizational operations are done: Professionally On-time Fiscally responsible Enjoyably

Confidence is infectious!

The 10 C’s


Contribute Control Collaborate Credibility Confidence

What’s in it for me?

Employee engagement isn’t really about the Employee… its about the leaders!

Engaged Employees will: Contribute to the Department and make your

life easier! Allow for new and innovative programs Bring in new employees – grow leaders Insure succession management – and expansion

Questions and DiscussionConnect

Career

Clarity

Convey

Congratulate

Contribute

Control

Collaborate

Credibility

Confidence

The “11th C”

Coffee…

Joseph G. Keary, MS, MBA JGK Leadership Consulting and Kansas City Chapter, CLMA.

Documents

department slide

work slide

leader slide

larger organization

clma slide

discussion slide

engaged employees

average employee