Employee Engagement and Neuroscience Webinar Slides

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Complimentary Webinar Slides: Employee Engagement and Neuroscience 7 th May 2014 By Lindsay Hanson Head, Heart + Brain #SBWChat

description

These slides compliment the webinar: Employee Engagement and Neuroscience presented by Lindsay Hanson from Head, Heart and Brain. If you would like to hear a full recording of the webinar then please join our LinkedIn Webinar Group http://linkd.in/1acZPdh for direct access for the link. Alternatively email [email protected] and we will be happy to email you the link. This was a very interesting and thought provoking webinar with lots of content, studies and practical tips surrounding neuroscience and engaging your employees

Transcript of Employee Engagement and Neuroscience Webinar Slides

Page 1: Employee Engagement and Neuroscience Webinar Slides

Complimentary Webinar Slides:

Employee Engagement and

Neuroscience

7th May 2014

By

Lindsay Hanson Head, Heart + Brain

#SBWChat

Page 2: Employee Engagement and Neuroscience Webinar Slides

A little bird told me….

0113 322 7240 [email protected] www. shorebird-rpo.com

SHOREBIRD ATTRACT

SHOREBIRD MANAGE

SHOREBIRD SUPPORT

Help companies with their direct hiring strategy

Page 3: Employee Engagement and Neuroscience Webinar Slides

Employee Engagement –

What can we learn from neuroscience?

Lindsay Hanson, Head Heart + Brain

Page 4: Employee Engagement and Neuroscience Webinar Slides

The Neuroscience of Leadership

Head Heart + Brain

Employee Engagement and Neuroscience

Page 5: Employee Engagement and Neuroscience Webinar Slides

What I am going to cover

Employee Engagement and Neuroscience

What we mean by engagement and why it matters

What are the drivers of engagement?

Three neuroscience principles

A brain-savvy charter for leaders

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“Employee engagement is a heightened emotional connection felt by

the employee for the organisation which drives more discretionary effort”

What do we mean by employee engagement?

Employee Engagement and Neuroscience

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Why does engagement matter?

Employee Engagement and Neuroscience

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It matters!

Employee Engagement and Neuroscience

Stock Market Performance and Shareholder

returns

High engagement (65% or more) equals

outperformance of the stock market index and

higher shareholder returns of 22%. Companies

with low engagement (45% or less) had

shareholder returns 28% lower than the average.

Individual performance

On an individual level, highly engaged

employees overall performance scores were

20 percentile points higher than those of

employee with average levels of engagement.

The Corporate Leadership Council

Individual performance

Sales in an insurance sales office

demonstrated that those who were highly

engaged outperformed the disengaged by

28%. Bates

Customer Service

Companies with high employee engagement

scores had a corresponding level of customer

loyalty (repeat purchases, recommendation to

friends etc.) at twice the level of companies

with average employee engagement levels.

Pont

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What drives engagement?

Employee Engagement and Neuroscience

• Trust and integrity

• Nature of the job

• Line of sight

• Take pride

• Pride in company

• Relationship with team members

• Learning and growth

• Relationship with line manager

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Three principles:

Threat and reward

We are social beings not economic

Form in-groups and out-groups

So what can we learn from neuroscience?

Employee Engagement and Neuroscience

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The Neuroscience of Leadership

Threat and reward

Employee Engagement and Neuroscience

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The Neuroscience of Leadership

Social connection

Employee Engagement and Neuroscience

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In-group Out-group

Employee Engagement and Neuroscience

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Brain-savvy leaders

- a charter

Employee Engagement and Neuroscience

So what do brain-savvy leaders do:

Their leadership style contributes to a sense of reward rather than a sense of threat

Communicates a clear vision to give people certainty

They ask “how do you think that went?” Rather than giving them direct feedback

Clearly articulate the goal and let them work out how they get there

Builds engagement through asking question

Treats team fairly and consistently

Focus on building deep relationships with direct reports

Asks how employees are feeling not just what they think

Focus on relationships between team members

Look to create harmony and shared pride in work

Look to break down barriers/silos across the team

Know how to build bonds across these divisions

44% of managers believe they excel at people management.

Based on an assessment by their reports and peers,

only 14% actually do.

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Brain-savvy HR – an evidence base

Employee Engagement and Neuroscience

www.headheartbrain.com

E [email protected]

M 07786 070235

T @headheartbrain

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The Neuroscience of Leadership

Any questions?

Employee Engagement and Neuroscience

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Next weeks Webinar:

Recruitment Agency Terms of Business:

Where do Employers Stand?

14th May 2014

By

Hugh Middlemass

Winston Solicitors LLP

Click here to register