The Engagement Conundrum

© iperform systems 2015

Employee Engagement

Positive Psychology

Leadership Employee Wellbeing

Change Management

Practitioner

DirectorAcademic

Writer

iPerform

Steve Backley OBE Paul Hannam MA, FRSA Roger Black MBE

© iperform systems 2015

Part OneA Brief History of

EmployeeEngagement

© iperform systems 2015

Origins of Employee Engagement

© iperform systems 2015

“the harnessing of organisation membersʹ selves to their work roles; in engagement, people employ and express themselves physically,cognitively, and emotionally during role performances"

William Kahn 1990

© iperform systems 2015

What have we learned about Employee Engagement

in the last 40 years?

© iperform systems 2015

Employee Engagement in 1975

© iperform systems 2015

Employee Engagement in 1975You can’t force someone to be engaged

© iperform systems 2015

We don’t just come to work for money

Employees want more than a Salary

© iperform systems 2015

Employee Engagement in 1975Charismatic Leadership

is not enough

© iperform systems 2015

Employee Engagement in 1975Trust is Vital

The Benefits of Employee Engagement

Higher Productivity & Performance Improvement in Bottom Line

Increased Employee Retention Reduced Sickness, Absence & Stress

Better Customer Satisfaction Greater Creativity

Improved Wellbeing & Morale More Attractive to Talent

Employee Engagement is theOptimal Strategy for

Sustained High Performance

Employee EngagementDrives Organisational Performance

© iperform systems 2014

Employee Engagement

Individual

PerformanceValue

Customer Satisfaction

Customer Loyalty

Organisational Performance

© iperform systems 2015

Employee Engagement in 1975Most Programmes don’t work

© iperform systems 2015

71% of Employees are disengaged or only ‘partially engaged’

Dale Carnegie, 2012

70% of Employees in the

Public Sector are Disengaged

© iperform systems 2015

Meet Jim - One of the 70%

© iperform systems 2015

How are we going to Engage Jim?

© iperform systems 2015

© iperform systems 2015

Pay him more? Send him on a Workshop?

Ask him to Completea Survey?

Tell him to be engagedat his annual review?

Make him Employee of the Month?

Set up aDress Down

Friday?

Part TwoHow to Improve

Employee Engagement

© iperform systems 2015

© iperform systems 2015

Disengaged

Present

Engaged

Flourishing

Building The Flourishing Organisation

The Biggest Lesson from Psychology. Leadership &

Change Management

© iperform systems 2015

Change comes from Within

© iperform systems 2015

Determinants of Happiness

Set Point50%

Intentional Activities40%

Circumstances10%

Predisposition

Lifestyle Education Conditioning

The Practice of Happiness

Factors influencingEmployee Engagement

Extrinsic Factors

Intrinsic Factors

45%Inner DriveMeaning

55%Pay

Management Environment

We need Extrinsic & Intrinsic Engagement

Self ImprovementEmotional IntelligenceDevelop New Habits Practice & Journaling

Transformational LeadershipIncentivesTeam & Peer SupportMeasurementSystems & Processes

Intrinsic

Extrinsic

© iperform systems 2014

Focus on Changing theIntentional Activitiesof your Employees

rather than Changingtheir Circumstances

© iperform systems 2015

Intrinsic Engagement

© iperform systems 2015

© iperform systems 2015

We have Everything we Need to be Engaged!

The Principles of Intrinsic Engagement

Help Employees Engage Themselves

© iperform systems 2015

The Principles of Intrinsic Engagement

© iperform systems 2015

Employees have all the natural resources they need to Flourish and Perform at

their Best.

© iperform systems 2015

Our Natural Resources include

Resilience Optimism Self-Motivation Being Calm & Thinking Clearly Taking Personal Responsibility Agility Resourcefulness

Focus on Personal Development

© iperform systems 2015

© iperform systems 2015

Authentic

Taking Action & Practice

© iperform systems 2015

Effective Maintenance

© iperform systems 2015

Precontemplation

Contemplation

PreparationAction

Maintenance

Flourish through Change

© iperform systems 2015

Self Efficacy

© iperform systems 2015

© iperform systems 2014

Growth Mindset

Agile

Collaborative

Emotionally Intelligent

Creative

Resilient

Growth Mindset

Resourceful

Engaged

The 21st Century Public Servant

Entrepreneurial

You can Satisfy all your Needs at Work

© iperform systems 2015

Part FourWhat Next?

© iperform systems 2015

The last 40 years

© iperform systems 2015

Job Satisfaction

Employee Engagement

Intrinsic Engagement 1975- 1990

1990 - 2015

2015 -

Commitment to workHygiene Factors OKGood working conditionsExtrinsic motivation

TrustValues AlignmentA Fair Deal External Initiatives

Meaning Personal GrowthWellbeing Flourishing

++

Old Habits & Patterns

Self Awareness

Self Regulation

Self Improvement

Self Actualisation

The Great Adventure

Make Engagementyour Keystone Habit

The Flourishing Organisation

© iperform systems 2015

Supporting Employees Feel and Perform at their Best

http://iperformsystems.com/engagement-ebook-pdf/

Or contact me at Paul@iperformsystems.com