Keeping employee's engaged in difficult times

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Keeping Employee’s Engaged in Difficult Times Lori M. Smith, Capstone Coaching & Consulting, Inc. Nikki Novotney Rieck, Strategic Programs, Inc.
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Transcript of Keeping employee's engaged in difficult times

Page 1: Keeping employee's engaged in difficult times

Keeping Employee’s Engaged in Difficult Times

Lori M. Smith, Capstone Coaching & Consulting, Inc.

Nikki Novotney Rieck, Strategic Programs, Inc.

Page 2: Keeping employee's engaged in difficult times

Session Overview

• A Few Basics About Engagement• What Are We Seeing In The Workplace Right Now?• Ways To Re-engage Dis-engaged Employees• The OD Network: Future Focus

Page 3: Keeping employee's engaged in difficult times

Starting Close to Home

What does it mean to be engaged in your work? What helps keep you

engaged?

Page 4: Keeping employee's engaged in difficult times

What is Engagement?

Engaged Employees: consistently speak positively about the organization to

coworkers, potential employees, and customers have an intense desire to be a member of the

organization despite opportunities to work elsewhere exerts extra time, effort, and initiative to contribute to

business success

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005.

“Employee engagement is about translating employee potential into employee performance

and business success.” Melcrum Report

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Why is Engagement Important to Your Organization?

Multiple studies show a correlation between levels of engagement and business performance

(Gallup, Towers Perrin, Great Places to Work, International Survey Research)

Engagement studies reveal companies with higher percentages of highly engaged employees also have: Strong customer-focused organizations Increased retention, decreased absenteeism and staff turnover Better financial performance: (Revenue growth (Towers Perrin), Operating Margin And Net Profit Margin (1999, 2001

ISR), Total Shareholder Return (2003, Hewitt), Stock Market Performance (2002, The Frank Russell company)

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005.

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Engagement Measures a Composite:

The words and actions of senior management The words and actions of direct supervisors Informal recognition of work well done Clarity around one’s roles and responsibilities An equitable basic workplace environment Clear and regular communication The opportunity to develop skills and talents Belief in the future of the company Formal reward and recognition

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005.

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Top 6 Drivers Of Employee Engagement

Actions of Senior leadership Actions of Direct supervisors Opportunities for career advancement Belief in vision, values and strategy Fostering of people culture Compensation and benefits

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005. p. 59, North America.

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Employee Engagement CyclePr

oduc

tivity

Evaluation

FullyEngaged

Passive

Active

Complete

Disengagement

Commitment

Engagement

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Impact of Loss of Engagement & Impact of Loss of Engagement &

TurnoverTurnover

Financial

Organizational performance

Customer dissatisfaction

Loss of competitive edge

Reduced safety

Decreased quality

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72% of companies have 72% of companies have reduced their workforce in response to the recession in response to the recession (Towers Perrin) (Towers Perrin)

The number of The number of actively disengaged workers has workers has gone from 3% to 24% in organizations who have gone from 3% to 24% in organizations who have laid off workers (Gallup)laid off workers (Gallup)

Source: Re-Engage Disengaged Employees, Alison Davis, SHRM website

What Are We Seeing Right Now? Reactions to the Recession

In your organizations?

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47% of high performers are looking to leave 47% of high performers are looking to leave their jobs when the economy picks uptheir jobs when the economy picks up

Only Only 18%18% of low performers want to of low performers want to leaveleave

Source: Leadership IQ.com

Reactions to the Recession

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Engagement Factors

Source: Research by Strategic Programs, Inc.

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Importance vs. Performance

Source: Research by Strategic Programs, Inc.

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Top 6 Drivers Of Employee Engagement

Listed in order of impact: Actions of Senior leadership Actions of Direct supervisors Opportunities for career advancement Belief in vision, values and strategy Fostering of people culture Compensation and benefits

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005. p. 59, North America.

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Ways to Re-engage Dis-engaged Employees

• Your thoughts

• Ask team members (customers) what engages them and then take meaningful action – 1 on 1

• Talk with your team members—ask them what they need to be successful? what drives them crazy? Determine what is actionable and then follow through

• Create ownership for the work and for success• Help team members see how their work contributes to the overall

success of the business and to the customer• Find meaning in your work – how does it contribute to the overall

good?

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• Use the “Swiffer Strategy” – find ways to look at the same ‘ole problems from a new perspective – ask those closest to the work

• Focus on using team member’s strengths – and leveraging strengths of the whole team to get the work done

• Get team members more information – and deliver it face-to-face and in small doses, more often

• Use Skype—or other ways to add faces to virtual meetings

• Use social media to help employees connect across the organization – Best Buy Blue Shirt Nation

Ways to Re-engage Dis-engaged Employees

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• Take a personal approach -- get to know one another• Use f2f recognition, at least once a week within your team• Increase ownership for the results• Expect team members to contribute• Invest in your people – if you don’t have $, invest time• Find humor – appropriately of course• Uncover the collective genius of your team members – they

just might surprise you

Ways to Re-engage Dis-engaged Employees

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The Role of Senior Leaders in Building Engagement

The top six most important actions for senior

leaders to build employee engagement:1. Communicate a clear vision 70%

2. Build trust in the organization 46%

3. Involve employees in decision making that 40%

will affect them

4. Demonstrate commitment to the company’s values 39%

5. Being seen to respond to feedback 33%

6. Demonstrate genuine commitment to 28%

employees’ well being

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005.

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How Organizations Measure the Impact of Engagement Efforts

By evaluating fluctuations in our employee survey scores 55% By evaluating anecdotal feedback from employees through 49%

focus groups, online forums, etc… By observing employees’ willingness to participate in 32%

company programs By observing increases in employees’ receptiveness to change 29% By analyzing other data in the business, 29%

i.e. profitability, retention, etc..) Through other means 4% We do not formally measure the impact of our engagement 32%

endeavors at this time

Source: Employee Engagement, How to build a high-performance workforce. Melcrum Publishing, 2005.

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Board Planning Retreat

• Held in mid-September• Included past, present and future board membership• Used several sources for planning:

– Historical context of who we are– Vision– Purpose– Results of Member Survey

• SOAR Analysis• Goal Setting

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Where Omaha OD Network is Going: Our Focus for 2010-2015

Four Key Areas in Five Years:• Create multiple avenues to help members explore, learn

and apply OD methods, tools and techniques.• To be the preferred source for our members by providing

education about leading edge topics incorporated into programs and professional development.

• Create a 5-year plan for creating a more robust website.• Create increased awareness with senior leaders in the

business community about how OD can help them achieve business results.

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In 2010

Create Multiple Avenues• Use round table discussions to create intentional connections

between members—deepen knowledge & networking• Provide three additional program opportunities for

professional development outside the monthly programs

Leading Edge Topics• Identify two leading-edge, OD-related topics to incorporate

into 2010 programming

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In 2010

More Robust Website• Create a plan for website development that will include the

features most in demand from members, as indicated in 2009 (and future) member survey

Increased Awareness with Senior Leaders• Target one event per year to invite and target the interests of

a broader audience, including business leaders

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How Can You Make a Difference?

• Stake a claim in the success of Omaha OD Network– We’re striving to move from less than 10% members actively involved,

contributing to the organization beyond monthly meetings, to 20% members actively involved in 2010.

• Use your strengths to contribute to our cause:– Program and Professional Development Committees Need People Who:

• have ideas or who • “know people” who would be good resources or who• Like to organize or people who• Get smarter or people who• Like to network or people who• Just want to make this a stronger, more vibrant and exciting chapterContact Nikki Novotney Rieck (303-596-3357) or Pam Nienaber (402-481-5693) --

Program Committee or Todd Conkright (777-3925) for Professional Development

– Communications Committee Needs a Few People who are Interested in Working with our Website Strategy and Vendor,

Contact Dani Evans (361-7471)

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"I dwell in possibility."Emily Dickinson (1830-1886)

American poet

"We do not describe the world we see, we see the world we describe. "

by Joseph Jaworksi,

Synchronicity the Inner Path of Leadership