Engagement in the Workplace
Scaling Expertise. Fast
How to align individual and company needs post recruitment
Copyright © 2015 Accenture All rights reserved 2 1. Engagement Has 2 Sides
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• Self Actualisation: Need to live up to fullest and unique potential, becoming everything one is capable of becoming
• Cognitive: Knowledge and Understanding, exploration, need for meaning and predictability
• Esteem: Need for achievement, competence independence and respect from others
• Belong: Need to belong somewhere (e.g. team), acceptance and trust
• Safety: Need to feel the world is organised and predictable
• Physiological: Basic Needs
a. My Side – Which Moves Me
I am Motivated
I Action
I Perform
7
8
9
1
2
3
4
5
6
Engaged
End
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b. My Side – Which Drives Me
That which I love
That which the world needs
That which I am good
at
That which I get paid
for
Passion Mission
Profession Calling
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Productivity
3. Customer Service
1. Attrition
Profitability
On
the
Floo
r R
ealit
y
2. Absenteeism
Consistency & Compliance
Com
pany
!
Company Side – Those Which I Need to Meet
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Both Sides Should Win
That which I love
That which the world needs
That which I am good
at
That which I get paid
for
Passion Mission
Profession Calling
• Self Actualisation: Need to live up to fullest and unique potential, becoming everything one is capable of becoming
• Cognitive: Knowledge and Understanding, exploration, need for meaning and predictability
• Esteem: Need for achievement, competence independence and respect from others
• Belong: Need to belong somewhere (e.g. team), acceptance and trust
• Safety: Need to feel the world is organised and predictable
• Physiological: Basic Needs
And if the one Home cannot offer me personal growth, I will find another one and I will grow!
Fact is: We don’t want to lose our people – investment was too large
Company Strategy
Company Strategy
Com
pany
Str
ateg
y
Com
pany
Str
ateg
y
Productivity ProfitabilityConsistency &
Compliance
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2. So as Company Leaders We Start to Analyse
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3. Understanding The People Within the Organisation
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The 3 Groups
?
?
?
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4. Typical Outcome of our Analysis
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Why Workplace Engagement Matters
Productivity ProfitabilityConsistency &
Compliance
Company Side
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5. Our post recruitment strategies
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Month 1 Month 24 Month 12 Month 6 Month 18
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
7 d
Training Duration
Re-Training
Re-Training
Re-Training
Simple Diagnostic
1. Gender: Male/Female (2) 2. Age: 20-30/31-40/41-50/ 51-60/ 61-70/
>71 (12) 3. Income Bracket: LSO 1/ LSO 2/ LSO 3/
LSO 4/ LSO 5/ LSO 6 (72) 4. Net worth: R0-R1m/ R1m-R2m/ >R2m
(216) 5. Home owner: Yes/No (432) 6. Married: Yes/No (864) 7. Children: 0/1/2/3/>3 (3 456) 8. Credit history: Positive/Negative (6 912)
We Train You, Coach You and Supply You with more Information
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Even if the best process is followed, the Reality is…
ü ü ü X X X X X X X
• Employee disengagement costs more than $500 billion per year
• 79% believe they have a significant retention and engagement problem
• 88% of employees are not passionate about their work
29% 71%
Recruitment ü Role Fit
ü Offer Accepted
ü Onboarding completed
ü 2nd Month in new role
ü Manager satisfied with performance
ü ü
= Engagement therefore lies in the ability to Scale Expertise. Fast
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The Problem: It takes too long for the company to get ROI on training investment
Novice Competent Experienced Master/Expert
New to job, role or task; knows little
Can perform to basic standards
Can vary performance based on unique situations
Can invent new, better ways to do job;
can teach others
Formal Training (Classroom and online) “Show Me How”
Proactive Coaching “Help Me Do It Better”
Access to Knowledge “Help Me Find What I
Need”
Collaboration and Problem Solving “I’ll Create My Own
Learning”
85%
ROI
Time
By the time you get to this point, you want to Move and Company
pushes back (not enough coaches & time)
ü ü
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The Result: Company and Employee want different things
Company
Stay in your role for as long as possible
Individual
New challenges; opportunities to grow
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7. So What Can We Do?
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We offer people a Real Time Expert to guide their decisions and actions, as they perform
Query Resolution Product Advice
Fault Finding
System Support
Process Compliance
Virtual Sales Coach Virtual Service Coach Virtual Software Coach
Virtual Operations Coach Virtual Technical Coach
20
One that….. 1. Removes risk of error 2. Tracks for compliance 3. Deals with Complex Decision Variables
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1. Graduate
ü MBA ü Distinction
John Blanch
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2. He Applies for a Job
Sales In
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3. John Got the Job and Accepted the Offer
John has a Personal Growth Strategy and
hopes to be exposed to more while in Sales
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4. John gets given the Virtual Sales Coach, to help him navigate through all the company needs & products
Complexity Level = 6 912 combinations
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5. John becomes the
top sales person in no
time
ü ü
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6. John soon wants to expand his skills to sales management
John is given access to the
Virtual Sales Manager, to
guide him through all key
management decisions and
actions, and let him learn
on the job
ü ü ü ü ü ü ü ü ü ü ü ü ü ü
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7. Now Both Relationships benefit
All staff now execute known decisions
and actions based on clear company
formula (company need), while staff
get to tackle new roles and challenges
(employee need)
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9. The impact on learning
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Unlocking real-time workplace learning and performance that drives sustained engagement
Workplace
Learning
(Contextual)
Formal Learning
(Contextual)
Formal Learning
(Conceptual)
10%
20%
70%
Workplace Learning
(Contextual)
Formal Learning
(Contextual)
Formal
Learning
(Conceptual)
20%
10%
70%
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10. The Outcome of the Shift
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Month 1 Month 24 Month 12 Month 6 Month 18
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
7 d
1 d
Training Duration
Re-Training
Re-Training
Re-Training
The effect on the organisation and individual
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End
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The Post Recruitment, Integrated Model for Sustainable Workplace Engagement
Regular Intervals: Map Company Targets to
Individual Growth Strategy
• Self Actualisation: Need to live up to fullest and unique potential, becoming everything one is capable of becoming
• Cognitive: Knowledge and Understanding, exploration, need for meaning and predictability
• Esteem: Need for achievement, competence independence and respect from others
• Belong: Need to belong somewhere (e.g. team), acceptance and trust
• Safety: Need to feel the world is organised and predictable
• Physiological: Basic Needs
The Final Key:
SCALE EXPERTISE to create an = ENGAGED WORKFORCE
Ensure Individual understands the
Company Strategy Productivity Profitability
Consistency & Compliance
That which I love
That which the world needs
That which I am good
at
That which I get paid
for
Passion Mission
Profession Calling
ü ü John, excellent Sales Person
= in Company’s best interest
ü üJohn & his
own Personal Growth
= in John’s interest
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We offer you an Expert to Coach you as you Perform
TRAINING
INFORMATION
ASSISTANCE
ADVICE
Symptom
Solutions
Symptom
Solution
Cause Solution
Symptom
Con
cept
ual
Con
text
ual
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