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Louisiana topped the rankings in a 2012 Gallup survey for most engaged employee workforces. In this presentation, Sparky Tom A. talks about why that is and what you can do to continue developing engaged employees.
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Engaged Workforces
Let’s Get Moving
Introduction
Tom Allsup 15 Years in commercial IT
Oil & Gas, Healthcare, Consulting MCSE®, MCSA®, MCP®, MCTS®
ITIL v3®
HDI-SCD®
LSU – ISDS Graduate 8 year US Navy Veteran
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Agenda
#1 Engaged Workforce Employee Engagement Who’s Engaged? Areas of Impact Strategies Wrap up
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#1 Engaged Workforce
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Highest % of Engaged Employees
Lowest % of Not-Engaged Employees
Bottom 14% of Actively Disengaged Employees
Gallup, Inc. – State of the American Workplace Report 2013
#1 Engaged Workforce… How?
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Cultural – blue collar/agrarian background Large indigenous resident population We’re just happy here!
2014 U.S. National Bureau of Economic Research w/ Harvard University and University of British Columbia survey shows 6 of the top 10 (including all top 5) happiest cities in America are in Louisiana
http://www.nber.org/papers/w20291
The same research in 2010 had us holding 4 of the top 10
Employee Engagement
Definition: “The emotional commitment an employee has to the organization and its goals”
What it isn’t: Engaged doesn’t mean happy
Ex. “Happy” attitude, but not productive Engaged doesn’t mean satisfied
Ex. “Satisfied”, but will jump when a recruiter calls
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Employee Engagement 2.0: How to motivate your team for higher performance (Kevin Kruse)
Engagement Categories Engaged
Works with passion and feel a profound connection Drive innovation and move the organization forward
Not Engaged Essentially “checked out” “Sleepwalking through their workday”, putting time — but
not energy or passion — into their work
Actively Disengaged Employees aren’t just unhappy at work; they’re busy
acting out their unhappiness Every day, these workers undermine what their engaged
coworkers accomplish
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Gallup, Inc. – State of the American Workplace Report 2013
Who’s Engaged?
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26% of professional computing
occupations in the 2013 U.S. workforce
held by women
http://www.ncwit.org/resources/numbers
Born pre-1945
Gallup, Inc. – State of the American Workplace Report 2013
Least and Most Engaged?
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Born pre-1945
Gallup, Inc. – State of the American Workplace Report 2013
Millennials Early point in their careers Highest % of not engaged
suggests indifference toward work and employers
Marginally less “actively disengaged” than Traditionalists
Traditionalists Many beyond “traditional
retirement age” Engagement #s suggests those
that are working are doing so by choice or enjoy their work
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Question Primary Secondary Tertiary
Do I know what is expected of me at work? General
Do I have the equipment and material I need to do my work right? Decision Making
At work, do I have the opportunity to do what I do best every day? Well-Being
In the last seven days, have I received recognition or praise for good work? Well-Being Development
Does my supervisor or someone at work seem to care about me as a person? Well-Being
Is there someone at work who encourages my development? Development Well-Being
At work, do my opinions seem to count? Decision Making Development Well-Being
Does the mission/purpose of my company make me feel my work is important? General
Are my co-workers committed to doing quality work? General
Do I have a good friend at work? Well-Being
In the last six months, have I talked to someone about my progress? Development
This last year, have I had opportunities at work to learn and grow? Development
How’d you know?: Gallup® 12 Questions
8/6/2014 | Engaged Workforces10 |
Gallup, Inc. – State of the American Workplace Report 2013
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Question Primary Secondary Tertiary
Do I know what is expected of me at work? General
Do I have the equipment and material I need to do my work right? Decision Making
At work, do I have the opportunity to do what I do best every day? Well-Being
In the last seven days, have I received recognition or praise for good work? Well-Being Development
Does my supervisor or someone at work seem to care about me as a person? Well-Being
Is there someone at work who encourages my development? Development Well-Being
At work, do my opinions seem to count? Decision Making Development Well-Being
Does the mission/purpose of my company make me feel my work is important? General
Are my co-workers committed to doing quality work? General
Do I have a good friend at work? Well-Being
In the last six months, have I talked to someone about my progress? Development
This last year, have I had opportunities at work to learn and grow? Development
How’d you know?: Gallup® 12 Questions
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Gallup, Inc. – State of the American Workplace Report 2013
12
Areas of Impact
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Each of the 12 questions should answer one or more of these areas of impact Employee Well-Being
Information that helps measure human welfare in all aspects of life
Employee Development Guidance when it comes to discovering employee
talents and developing their strengths
Employee Participation (decision making) Decentralize the decision-making process and allow
employees to contribute benefit
Employee Well-Being
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Information that helps measure human welfare in all aspects of life:
Career Well-being: How you occupy your time/liking what you do each day
Social Well-being: Relationships and love in your life Financial Well-being: Managing your economic life
to reduce stress and increase security Physical Well-being: Good health and enough
energy to get things done on a daily basis Community Well-being: Engagement and
involvement in the area where you live
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Employee Development
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Guidance when it comes to discovering employee talents and developing their strengths
Career Development Path: Are your people completing Individual Development Plans (IDP)?
Technical Development: Technical development for IT folks critical to their views on engagement
Professional Relationships: Developing professional networking
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Employee Participation in Decision Making Process
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Decentralize the decision-making process and allow employees to contribute benefit
Transparency! Visibility: Use a steering committee to provide
employees a voice in operations and publish results Leadership Empowerment: Provide team
leadership the ability to enact decisions Feedback: Let employees know the outcome of their
recommendations and requests (both good and bad)
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Strategies: Lead vs. Lag Measures
Lead #1 Promote positive feedback of team
members during weekly team meetings based on project/client feedback, certifications attained, etc.
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Lead #2: Contact at least one team member for a
well-being status update each week
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Strategies: Mentor Program
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Employees are statistically the most engaged within the first 6 months of employment as they will ever be
Critical to pair employees up with senior or tenured members of the organization Using mentor/mentee relationships tie employees
to the 12 questions Mentor programs are NOT technical apprenticeships
Primarily for professional development
Gallup, Inc. – State of the American Workplace Report 2013
Strategies: Reading Choices
Strength Finder 2.0 Emotional Intelligence 2.0
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Gallup, Inc. – State of the American Workplace Report 2013
Wrap Up
We’re #1… let’s keep it that way Employee Engagement is a business critical
function Understand your employees’ motivations Use the Areas of Impact to focus your efforts on
your leadership teams Investigate which strategies will work for your
organization Not a “one size fits all” approach
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