Edinger - Building employee commitment

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Building Employee Commitment During Turbulent TimesScott Edinger

Transcript of Edinger - Building employee commitment

  • 1. Building Employee Commitment During Turbulent Times Scott Edinger Vice President of Sales Zenger Folkman January 28, 2010

2. What is Employee Commitment? Employee Commitment = Satisfaction Engagement Confidence + + With the the organization Would recommend to a friendRarely think aboutquitting Willing to go the extra mile Confident this organization will be successful 3. Poll #1

  • In your opinion, how much impact does employee commitment have on business results in your organization?
    • No impact
    • A small impact
    • Moderate impact
    • Substantial Impact

4. Employee, Customer Satisfaction, Profit Connection Employee Satisfaction Store Profits Customer Satisfaction For every 5-point improvement in employee satisfaction, customer satisfaction goes up 1.3%, which in turn increases revenue growth .5%. Sears Study 5. What is the Impact of Employee Commitment?Employee Commitment Forest Products Company *Exposure Hours Average *Length of time employees are exposed to an unsafe working condition 6. Profitability by Employee CommitmentEmployee Commitment Results from a Mortgage Bank Mean *Net Profit Index *Net Profit Index shows the range in profitability with 0 being no profit 7. Turnover by Employee CommitmentEmployee Commitment Results from an Insurance Company Voluntary Turnover 8. Strong Relationship Between Employee Commitment and Bottom Line Results 9. What Factor Influences Employee Commitment Most?

  • Effective Communication and Listening
  • Clear Strategy
  • High Ethics & Integrity
  • Leadership Effectiveness
  • Effective Collaboration and Teamwork
  • Clear Feedback on Performance
  • Learning and Development
  • High Productivity/Efficiency
  • Innovation
  • Ability to Change
  • Strong Sense of Individual Accountability
  • Effective Customer Service

10. Poll # 2

  • Which of the factors listed below have the greatest influence on employee commitment?
    • Effective Communication and Listening
    • Clear Strategy
    • High Ethics & Integrity
    • Leadership Effectiveness
    • Effective Collaboration and Teamwork
    • Clear Feedback on Performance
    • Learning and Development
    • High Productivity/Efficiency
    • Innovation
    • Ability to Change
    • Strong Sense of Individual Accountability
    • Effective Customer Service

11. The # 1 Factor is The Effectiveness ofIndividual Leaders 12. Leadership Effectiveness vs. Employee Satisfaction/CommitmentEmployee Commitment Percentile Leadership Effectiveness Percentile Based on 7391 Leaders Poor Leaders Create Dissatisfaction Good LeadersHave anAdequate ImpactGreat Leaders Make a Great Difference 13. Leadership Effectiveness vs. EmployeeCommitment / Engagement Employee Commitment Percentile Leadership Effectiveness Percentile Results from a large US Bank 14. Leadership Effectiveness vs. EmployeeCommitment / Engagement Employee Commitment Percentile Leadership Effectiveness Percentile Results from 361 managers in Spain 15. Leadership Effectiveness vs. EmployeeCommitment / Engagement Employee Commitment Percentile Leadership Effectiveness Percentile Results from 727 managers in the UK 16. Leadership Effectiveness vs. EmployeeCommitment / Engagement Employee Commitment Percentile Leadership Effectiveness Percentile Results from the United Arab Emirates 17. Leadership Effectiveness vs. EmployeeCommitment / Engagement Employee Commitment Percentile Leadership Effectiveness Percentile Results from a Financial Services Company in India 18.

  • Do some leadership behaviors
  • have more impact on employee
  • commitment than others?

19.

  • Cluster A
  • Is trusted by all members of the work group.
  • Stays in touch with issues and concerns of individuals in the work group.
  • Provides coaching and acts as a mentor to others.
  • Balances getting results with a concern for others needs.
  • Is careful to honor commitments and keep promises.
  • Cluster B
  • Inspires others to high levels of effort and performance.
  • Energizes people to achieve exceptional results.
  • Creates an atmosphere of continual improvement in which self and others push to exceed the expected results.
  • Provides others with a definite sense of direction and purpose.
  • Is skillful at getting people to stretch for goals that go beyond what they originally thought possible.

Poll # 3 Which cluster of leadership behaviors would have the greatest impact on improving Employee Commitment? 20. Poll # 4

  • How many of you feel overwhelmed in your current job?
    • I am not overwhelmed
    • I am a little bit overwhelmed
    • I am very overwhelmed

21. The Paradox of Employee Commitment

  • But, the experiences that do the most to build satisfaction, engagement and confidence in an organization are:
    • Challenging assignments
    • Accomplishing difficult tasks
    • Making significant contributions
    • Making the impossible possible
  • If you ask people what would be most beneficial to thempersonally, they frequently choose:
  • A break
  • Less work
  • A vacation
  • A little beach time

22.

  • What employees need
  • Clear direction
  • A distinctive strategy
  • Targeted goals and objectives
  • Rewards and recognition
  • Respect/fair treatment
  • Involvement in decisions
  • Effective training
  • Opportunities for development
  • Efficient processes
  • Communication
  • What makes a big difference
  • Inspiring them to high levels of effort and performance
  • Energizing them to achieve significant results

What is the # 1 Behavior thatLeverages Employee Commitment? Inspires and Motivates Others How does aperson do that? 23. Building Employee Commitment in Your Organization 24. Key 1Regular Assessments of Progress

  • Establish a rhythm
    • Every year
    • Every 18 months
    • Every two years
  • Never cancel the assessment because of difficult circumstances
    • Often the assessment is a key factor in a turnaround
    • Employees are much more resilient that most people believe

25. Key 2Measure the Right Things

  • If there is a clear connection between the assessment and day-to-day problems faced by both senior managers and supervisors, then they see how responding to the assessment will help them solve problems.

Not the Shopping Cart Clear Focus 26. Key 3Manage Expectations

  • Asking employees for their opinions generates expectations

Assessment Item Expectation I am able to balance my work and personal life. Management is willing to help me to balance my work life.I am satisfied with my pay. If I say Im dissatisfied, then you will give me more pay. 27. Poll #5

  • Which demographic is the best predictor of employee commitment?
    • Age
    • Gender
    • Position
    • Tenure
    • Work Group

28. Key 4All Politics Are Local In order to change employee commitment,in addition to some broad organizational changes,there needs to be a focus at the grass roots each work group. Crime is Down In the Nation Crime is Down In my Neighborhood 29. What Makes an Organization Successful? A Superior Execution B AvoidingMistakesC Both are Critical 30. Key 5Focus on Building Strengthsas well as Fixing Weaknesses Number of Strengths Overall Organizational Effectiveness Percentile * Results from a ForestProducts Company 31. Summary

  • Highly committed employees can have a substantial impact on organizational success
  • The number 1 factor that drives the commitment of employees is the effectiveness of leaders
  • Challenging assignments and accomplishing difficult tasks increases the commitment of employees
  • Inspiring and motivating others is the number 1 leadership behavior that impacts employee commitment
  • Remember all politics are local work from the grass roots to improve the commitment of employees

32. Thank You for Joining Us!

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