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Employee Engagement

How to Find Out if Your Employees are Actively Engaged

in Their Work


Shocking Statistics 29% of employees are actively

engaged in their jobs

54% are not engaged

17% are actively disengaged

Source: Gallup Management Journal



Engaged Workers…

Produce More Create Better Relationships with

Customers and Clients Contribute to Positive Work Environments Stay with the Organization Longer Are More Committed to Quality


A Confusing Concept

• Researchers since 2000 have defined the term differently and, as a result, come up with different key drivers and implications.

• Different studies have identified 26 drivers of engagement. Some focused on cognitive issues, some on underlying emotional issues.


Blended Definition

Engagement is a heightened emotional

connection that an employee feels for his

or her organization, that influences him

or her to exert greater discretionary effort

to his or her work.


Translation

Employees will work harder when

they FEEL LIKE working harder.


Engaged

Feel a close connection to their

organization and are more

passionate about their work.

Drive innovation and push the

organization forward


Not Engaged

Are essentially “checked out.”

Sleepwalking through the work day.

Unlikely to put time, energy or passion

into their work.


Actively Disengaged

Are not just unhappy, they are acting

out their unhappiness.

Every day they are

undermining what their

engaged co-workers

accomplish.


Some Key Drivers

Trust and integrity – how well managers “walk the talk”

Mentally stimulating jobsLine of sight between employee

performance and organizational performance

Career growth opportunities


More Key Drivers

Pride in association with the organization

Relationships with co-workers or team members

Employee development

Relationship with one’s manager


How can you tell?

This isn’t Rocket

Surgery!


Get Started!

• Do a baseline employee satisfaction survey

• Create other methods for employee input and feedback


What Do We Ask?

The Gallup Organization

Suggests Asking 12 Key

Questions


Question 1

Do you know what is

expected of you at work?


Question 2

Do you have the materials

and equipment you need to

do you work right?


Question 3

At work, do you have the

opportunity to do what you do

best every day?


Question 4

In the last seven days, have

you received recognition or

praise for doing good work?


Question 5

Does your supervisor, or

someone at work, seem to

care about you as a person?


Question 6

Is there someone at work who

encourages your development?


Question 7

At work, does your opinion

seem to count?


Question 8

Does the mission/purpose of

your agency make you feel

your job is important?


Question 9

Are your associates (fellow

employees) committed to

doing quality work?


Question 10

Do you have a best friend at

work?


Question 11

In the last six months, has

someone at work talked to

you about your progress?


Question 12

In the past year have you had

opportunities at work to learn

and grow?


Measure it!

• Pride in employer

• Job satisfaction

• Opportunity to perform well at challenging work

• Recognition and feedback for contributions

• Support from supervisors

• Prospects for growth

• Likelihood one will stay with employer


Create a Dialogue!

• Listen to employee feedback

• Analyze the data

• Create an action plan

• Implement practical changes

• REPEAT


What is the Alternative?

Higher employee turnover

Diminished employee performance

Lost training dollars

Lower employee morale


It is a Big Deal!

There is clear and mounting evidence

that high levels of employee engagement

closely correlates to individual, group

and organizational performance in such

areas as retention, turnover, productivity,

customer service and loyalty.


THANK YOU

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Www.powerpoint4u.blogspot.com Employee Engagement How to Find Out if Your Employees are Actively Engaged in Their Work.

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