Post on 11-Feb-2015
description
Employee Engagement
Clausen Consulting 2013
What is Employee Engagement?
Where Employee Engagement Happens
Employee Goals
Bingo! Organizational Goals
Engagement Sweet Spot
Employee Engagement is:
“…the energy and passion employees have for what the organization is trying to achieve.”
-Baumruk and Marusarz, -Hewitt and Associates (2004)
Employee Engagement is:“…a heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work.” ~ Gibbons, Conference Board (2007)
Engaging the Whole Person
COGNITIVE COMMITMENT
EMOTIONAL ATTACHMENT
BEHAVIORAL OUTCOMES
The Return on Investment (ROI) of Employee Engagement
Engagement Impacts Business
Percent of employees actively seeking new jobs
High performing employees = 47% Middle performing employees = 25% Low performing employees = 18%
Employee Engagement Results
38% higher customer satisfaction 22% higher productivity 27% higher profits
Engaged Employees
Perform 20% better Are 87% less likely to leave the organization
Employee Engagement Categories
Employee Engagement Categories
Fully EngagedPartly EngagedAlong For The RideC.A.V.E. Dwellers
The Fully Engaged . . . Motivated and committed
to the organization Helps others with
workloads Seeks to do better--
individually and as a team Are “high potential” and/or “high achieving”
Perform to a level 120% of expectations
21%
The Partly Engaged . . . Moderate to high levels of motivation
and commitment Solid contributors, can be
counted on Occasionally go beyond
basic job expectations Don’t exhibit high levels of drive or
consistency Perform to a level 100% of
expectations 46%
Along for the Ride . . . Moderate to low levels
of motivation and commitment
Will show up for work and follow direction
Don’t go to great lengths to excel or help others
Perform to a level 75% of expectations 30%
C.A.V.E. Dwellers . . . Low levels of motivation
and commitment Offer minimal effort or
avoid/refuse to give more Can have a negative impact on morale or
efficiencies Difficult to move someone from this
category Perform to a level 55% of expectations 8%
Engagement Drivers Trust and Integrity Nature of the Job Line-of Sight Between Individual & Company
Performance Career Growth Opportunities Pride about the Company Coworkers/Team Members Employee Development Personal Relationship with One’s Manager
Jones & Harter (2012) – employee engagement leads to human benefits for the individual experiencing it.
Benefits include:Infusion of energySelf-significanceMental resilienceFulfillment of the human spirit through work
Benefits of Engagement
Supervisor-Employee Dyad
Great Managers
Engaged Employee
s
Poor Managers
Disengaged
employees
Supervisor-Employee Dyad
Evidence that suggests engagement-turnover link depends in large part on how satisfied employees are with their relationship with their supervisor.
Engagement is significantly affected by interactions with other organizational members, whether on an individual, group, or organizational level.