Engaged Employees - hr.nih.gov · • Employee Engagement is the emotional commitment the employee...

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Engaged Employees What Do They Want? Bernadette Fortenbaugh Lori Gillespie CMS Leadership Institute
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Transcript of Engaged Employees - hr.nih.gov · • Employee Engagement is the emotional commitment the employee...

  • Engaged Employees

    What Do They Want?

    Bernadette FortenbaughLori Gillespie

    CMS Leadership Institute

  • Engagement: What is it?

    Employee Engagement is the emotional commitment the employee has to the organization and its goals.

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  • 3

    Fair Pay Supportive Management/

    Great Boss Being Recognized, Valued

    and Respected Benefits Meaningful Work, Making a

    Difference and Contribution Pride in Organization, its

    Mission and Product

    Great Work Environment/Culture

    Flexibility

    WHY PEOPLE STAY

    Job Security and Stability

    Autonomy, Creativityand a Sense of Control

    Location Diverse, Changing Work

    Assignments Fun on the Job Being Part of a Team Work/Life Balance Loyalty/Commitment to

    Organization or Co-Workers Comfort on the Job

    SatisfACTION Power- Bev Kaye

    What Gets You Excited about Your Work?

  • Survey Says

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    Exciting Work and Challenge Career Growth, Learning and Development Working with Great People and Relationships

    Bev Kaye

    Same for Everyone?Stay ConversationMotivators AssessmentEngagement Profile Communication, Growth, Recognition, Trust

    Gostik & Elton

    Kevin Kruse

  • What Do We Know? Think of successful companies

    What they have in common? Ex. Seattle Fish Market

    Happy employees- happy customers- and productivity & performance up!

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  • Why Do We Care?

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  • Impact on Business on Individuals

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    WHY PEOPLE STAYModels- What We Know

    Patrick Lencioni

    Everyone needs others to acknowledge, take an interest in, and care about who they are

    People who see themselves as invisible, generic, or anonymous cannot love their jobs

    Impact must be real, and people must see how their work makes a difference

    Understanding how people impact others provides a sense of purpose and motivation

    People who dont see their impact may minimize effort and maximize benefits to themselves

    Without a tangible means for assessing success or failure, motivation deteriorates

    People need to be able to gauge their achievement and level of contribution as often as possible

  • Career Fit

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  • What Do They Want? Bev Kaye (Exciting Work and Challenge, Career Growth, Learning and

    Development, Working with Great People and Relationships) Lencioni model (Known, Job Matters, Measurement) Kevin Kruse (Communication, Growth, Recognition, Trust) Ideal job: interests, skills, values Research Surveys/ focus groups: EVS/ other Watercooler.

    So. How do we get our employees more engaged?

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  • How Do We Get Employees Engaged?

    Employee Strategies CMS Program/ Office Strategies CMS-Wide Strategies

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  • Employee Strategies Career workshops

    Career exploration/ planning, IDP, Resume, Interviewing, Satisfaction Power CMSLI leadership courses

    Role and topic based; multiple venues, needs assessments EQLeadership, relationship building, communication, etc.

    Organization development with teams Self-development assessments -MBTI, SDI, Eqi, DiSC, Strengths Finder Career and Leadership Coaching Mentoring -formal and informal Recognition- at multiple levels Related training for managers- partnering, coaching, 360 Feedback

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  • CMS Program/ Office Strategies

    CMS program/ office workgroups- employee driven action plans based on specific EVS/ other feedback

    Skills training- Project Management, IT, COTR, Lean, etc. Cross-component collaborative initiatives

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  • CMS-Wide Strategies Telework Work schedule flexibilities Improved internal communication (DICE) CMS Awards program Collaboration technology Intra-Agency Rotation Program (4th cohort) Competitive development programs HHS collaborations/ opportunities (e.g. recruitment) Employee Assistance programs (work-life balance, employee health, etc.- the

    whole employee)

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  • Outcomes: What We Found Employees are eager for/ appreciate career opportunities (training,

    coaching, mentoring, rotational programs, shadowing.) Employees like added opportunities to engage with their managers (1 on 1,

    etc.) Employees appreciate improved communication vehicles (All-hands, TJI/

    Manager newsletters) Employees like support for work-life balance (telework, work schedule

    flexibilities, improved technology, Employee Assistance Programs) Managers/ employees appreciate advice on career development Repeat Business with OD clients Positive feedback from coaching clients Client testimonials and qualitative feedback

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  • How Will We Know Employees are More Engaged? Performance/ behavior changes Culture change: recognition/ trust Possible EVS engagement index movement Improved relationships Performance increases More discretionary effort Happier employees And

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  • Network: what strategies have you tried to engage your employees? Open discussion..

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  • Key Takeaways Consider key factors in employee engagement

    Big 3: Exciting Work/Challenge; Career Growth, Learning and Development; Working with Great People and Relationships

    Known, Job Matters, Measure How Im Doing Individual Motivation (Communication, Growth, Recognition, Trust) Career Fit (values, skills, interests)

    Examine strategies to address employee engagement Discuss outcomes and results Network with other HHS colleagues- compare approaches

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  • 3/30/2018 Engaged Employees: What Do They Want? 19

  • Resources For additional information please visit:

    *Bev Kaye, Love Em or Lose Em *Bev Kaye, Satisfaction Power https://careersystemsintl.com/ *Patrick Lencioni, Managing for Engagement https://www.tablegroup.com/ Ken Blanchard, The New One Minute Manager Kevin Kruse, Employee Engagement 2.0 https://www.kevinkruse.com/profile/ Tom Rath, Strengths Finder 2.0

    * Book and training

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    https://careersystemsintl.com/https://www.tablegroup.com/https://www.kevinkruse.com/profile/

  • Contact InformationBernie Fortenbaugh, SPHR, ACC [email protected]

    Lori [email protected]

    CMS- Division of Talent Development

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    mailto:[email protected]:[email protected]

    Engaged EmployeesWhat Do They Want?Engagement: What is it?What Gets You Excited about Your Work?Survey SaysWhat Do We Know?Why Do We Care?Impact on Business on IndividualsModels- What We KnowCareer FitWhat Do They Want?How Do We Get Employees Engaged?Employee StrategiesCMS Program/ Office StrategiesCMS-Wide StrategiesOutcomes: What We FoundHow Will We Know Employees are More Engaged?Network: what strategies have you tried to engage your employees?Key TakeawaysSlide Number 19ResourcesContact Information