How to Create a Culture That Fosters Employee Engagement.
Overcoming the Zombies Among Us. How to Create a Culture That Fosters Employee Engagement - Webinar 11-27-13
Jan 20, 2015
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money.
The frightening facts:
* 60% of employees are actively disengaged – 2:1 ratio
* Nearly 1/3 of employees think their managers fail to effectively communicate goals.
*40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins.)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to provide managers with training that helps them:
- Be better coaches.
- Identify skill gaps and development needs.
- Set clear, achievable goals aligned with your organization.
- Recognize and give feedback
This session is approved for 1 hour general CE credit for HR.
The frightening facts:
* 60% of employees are actively disengaged – 2:1 ratio
* Nearly 1/3 of employees think their managers fail to effectively communicate goals.
*40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins.)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to provide managers with training that helps them:
- Be better coaches.
- Identify skill gaps and development needs.
- Set clear, achievable goals aligned with your organization.
- Recognize and give feedback
This session is approved for 1 hour general CE credit for HR.
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Transcript
How to Create a Culture
That Fosters Employee
Engagement.
BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
4,000+ Courses. 25 Topic Areas. Unlimited Access.
POLL QUESTION
What’s the
biggest
challenge to
employee
engagement
you’re facing?
A. The quality of training
and learning
opportunities.
B. The support from the
employee’s direct
supervisor/manager.
C. Compensation and
benefits.
D. Career advancement
opportunities
E. Something else.
POLL QUESTION
How would you
describe your
own level of
engagement?
A. Happily among the living.
B. On life support, but not
flat lined yet.
C. Help I’ve been bitten!
D. Zombified. Me want
BRAINS for lunch!
BIZLIBRARY.COM
WHAT YOU’LL LEARN:
1. What is engagement and why it’s important.
2. Key characteristics of an engaged culture.
3. What can we do to improve engagement.
4. Key managerial competencies and challenges.
25M respondents
195 countries
16 major industries
ENGAGED employees exhibit a “profound
connection” to their employer. Some
commentators view engagement as the level of
discretionary effort these employees exert.
NOT ENGAGED are those employees who are
emotionally “checked out.” These are the
“zombies” who sleepwalk through their day and
simply go through the motions.
ACTIVELY DISENGAGED are those employees
who aren’t just unhappy at work. These are
employees who are actually undermining the
efforts of those around them. These are the
“zombies” whose attitudes are contagious and
pose real risks to organizations.
30%
10%
60%
ACTIVELY
DISENGAGED
ENGAGED
DISENGAGED
Nearly 1/3 of employees think their managers fail to effectively
communicate goals.
40% of employees say they don't receive regular, clear
feedback on their performance from their manager.
SOURCE: GALLUP
Problems with direct supervisors
account for 49% of disengaged
employees.
SOURCE: EMPLOYEE ENGAGEMENT VS.
DISENGAGEMENT, CUSTOMINSIGHT
DEC. 2012
Active employee
disengagement costs the
U.S. economy $450 billion to
$550 billion per year.
ENGAGEMENT HI LO
Operating
income
+19% -33%
Net Income +13% -4%
EPS +28% -11%
SOURCE: TOWERS PERRIN
Results Over One Year
ENGAGEMENT
IS NOT…
Leadership buy-in
Supervisors truly care
Link my job to organization success
Meaningful work
Motivation
CHARACTERISTICS OF AN
ENGAGED CULTURE
Have the resources
Have the training
Get feedback
Get recognized
Personal growth
Career advancement
WHAT CAN ORGANIZATIONS DO TO IMPROVE
EMPLOYEE ENGAGEMENT?
1. Work with data.
2. Focus on engagement at multiple levels – senior
leadership and grass roots.
3. Select the right managers.
4. Train and coach managers on key skills and strategies that
lead to employee engagement.
5. Define engagement in realistic and everyday terms.
6. Find ways to connect to every employee.
MAJOR MANAGERIAL SKILLS GAPS
1. Coaching
2. Performance appraisals
3. Developing others
4. Managing change
5. Communications
6. Business acumen
Bersin by Deloitte , Current Capabilities by Role, December 2011
Emotional Intelligence
Coaching
Communication
Delegation
Our ability to understand and monitor our own feelings and
emotions, and the feelings and emotions of those around us.
Emotional Intelligence
• Enable people to
work together
towards common
goals
• Motivations, needs
perspectives
Coaching
• “Ask vs. Tell”
approach.
• Focus on the
employee and not
on tasks.
• Accountability,
action and
outcomes.
Effective Conversations.
Communication
• Giving feedback
• Keeping employees
connected
• Maintaining
relationships
Message and method are appropriate to the situation and
desired results.
Delegation
• Shift in thinking from
“dumping”
• Demonstrates
managers
confidence in
employee
• Focus on strengths
The right tasks to the right people.
DIFFERENT TYPES OF EMPLOYEES
NEED DIFFERENT ENGAGEMENT
STRATEGIES…
Generations Career Stage
Remote Employees
Organizational Size Team Size
PLAYING TO EMPLOYEE
STRENGTHS
…
employees who feel engaged at work
and who are able to use their strengths
in their jobs are more productive and
profitable and have higher quality work.
SOURCE: Gallup Study, 2013 State of the American Workplace
Extrinsic vs. Intrinsic
Motivation
• Mastery
• Autonomy
• Meaning
10 REASONS TO INVEST IN
MANAGER TRAINING
1. The employee/manager relationship is the most important single
factor in driving employee engagement.
2. Employee engagement leads directly to higher productivity and
profitability, and disengaged employees are disruptive.
3. Managers don’t become managers and automatically “know”
how to manage. They have to learn.
4. Sound management practices are not complicated and can be
taught.
4. It’s important to develop the next generation of leaders from
within.
5. Investments in front-line manager training are likely to yield a
better return on investment and be more needed than any other
type of leadership development and training.
6. Good management training can help develop a better level of
consistent manager performance throughout your organization.
7. Respected, high-performing managers boost engagement,
productivity and retention – all of which improve the bottom-line.
8. Well-trained managers help mitigate risk and avoid litigation –
which is expensive and disruptive.
9. Repeat #1 – it’s just that important!
1. The employee/manager relationship is the most
important single factor in driving employee
engagement.
BIZLIBRARY.COM
Some recommended resources…
Employee Engagement Video Series.
Ridiculous or Strategic?
The Business Case for Engagement
Measuring Employee Engagement
Managing for Engagement
Creating an Engaged
Organization
BIZLIBRARY.COM
DELEGATION
Delegating - Strengthen your leadership capabilities through
delegation (2 minute, Video Course and Competency
Toolkit)
Developing Employees through Delegation (15 minute,
Scenario-Based eLearning Course)
Q&A: Delegating and Empowering (13 minute, Video
Course)
A Leader’s Guide to Delegating (23 minute, Video Course)
BIZLIBRARY.COM
COMMUNICATION
Telecommuting Basics: Communication Strategies for the
Remote Employee (60 minute, eLearning Course)
Business Etiquette: Written Communications (7 minute, Video
Course)
Global Scenarios Series: Building the Virtual Team (18 minute,
Video Course)
BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
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