Employee Engagement + Learning Culture

A TRUE LOVE STORY

BIZLIBRARY.COM

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary

4,000+ Courses. 25 Topic Areas. Unlimited Access.

POLL QUESTION

What’s the

biggest

challenge to

employee

engagement

you’re facing?

A. The quality of training

and learning

opportunities.

B. The support from the

employee’s direct

supervisor/manager.

C. Compensation and

benefits.

D. Career advancement

opportunities

E. Something else.

BIZLIBRARY.COM

WHAT YOU’LL LEARN:

1. What is engagement and why it’s important.

2. Key characteristics of an engaged culture.

3. What can we do to improve engagement.

4. Key managerial competencies and challenges.

25M respondents

195 countries

16 major industries

ENGAGED employees exhibit a “profound

connection” to their employer. Some

commentators view engagement as the level of

discretionary effort these employees exert.

NOT ENGAGED are those employees who are

emotionally “checked out.” These are the

employees who simply go through the motions.

ACTIVELY DISENGAGED are those employees

who aren’t just unhappy at work. These are

employees who are actually undermining the

efforts of those around them. These are the employees whose attitudes are contagious and

pose real risks to organizations.

30%

10%

60%

ACTIVELY

DISENGAGED

ENGAGED

DISENGAGED

Nearly 1/3 of employees think their managers fail to effectively

communicate goals.

40% of employees say they don't receive regular, clear feedback on

their performance from their manager.

SOURCE: GALLUP

Problems with direct supervisors

account for 49% of disengaged

employees.

SOURCE: EMPLOYEE ENGAGEMENT

VS. DISENGAGEMENT,

CUSTOMINSIGHT DEC. 2012

Active employee

disengagement costs the

U.S. economy $450 billion to

$550 billion per year.

ENGAGEMENT HI LO

Operating

income

+19% -33%

Net Income +13% -4%

EPS +28% -11%

SOURCE: TOWERS PERRIN

Results Over One Year

ENGAGEMENT

IS NOT…

Why do employees quit? What

disengages them?

Brick-and-mortar companies can’t love

or hate people…

Disengaged employees act like they’ve

been hurt—as if something has been

done to them personally. In fact, the

leading cause of attrition and

disengagement is poor leadership.

Leadership buy-in

Supervisors truly care

Link my job to organization success

Meaningful work

Motivation

CHARACTERISTICS OF AN

ENGAGED CULTURE

Have the resources

Have the training

Get feedback

Get recognized

Personal growth

Career advancement

1. Holistic thinking

2. Integrated learning

3. Capacity for change

and improvement

4. Focus on collaboration

5. Personal commitment

Elements of a Learning Culture

WHAT CAN ORGANIZATIONS DO TO IMPROVE

EMPLOYEE ENGAGEMENT?

1. Work with data.

2. Focus on engagement at multiple levels – senior

leadership and grass roots.

3. Select the right managers.

4. Train and coach managers on key skills and strategies that

lead to employee engagement.

5. Define engagement in realistic and everyday terms.

6. Find ways to connect to every employee.

Stay Interviews

• Employee

engagement.

• Personalized

interaction.

• Focus on key

employees.

• Opportunities for

improvement.

• Action-oriented.

• Focus on positive.

MAJOR MANAGERIAL SKILLS GAPS

1. Coaching

2. Performance appraisals

3. Developing others

4. Managing change

5. Communications

6. Business acumen

Bersin by Deloitte , Current Capabilities by Role, December 2011

Emotional Intelligence

Coaching

Communication

Delegation

Our ability to understand and monitor our own feelings and

emotions, and the feelings and emotions of those around us.

Emotional Intelligence

• Enable people to

work together

towards common

goals

• Motivations, needs

perspectives

Coaching

• “Ask vs. Tell”

approach.

• Focus on the employee and not

on tasks.

• Accountability,

action and outcomes.

Effective Conversations.

Communication

• Giving feedback

• Keeping employees

connected

• Maintaining

relationships

Message and method are appropriate to the situation and

desired results.

Delegation

• Shift in thinking from

“dumping”

• Demonstrates managers

confidence in

employee

• Focus on strengths

The right tasks to the right people.

DIFFERENT TYPES OF EMPLOYEES

NEED DIFFERENT ENGAGEMENT

STRATEGIES…

Generations Career Stage

Remote Employees

Organizational Size Team Size

PLAYING TO EMPLOYEE

STRENGTHS

…

employees who feel engaged at work

and who are able to use their strengths

in their jobs are more productive and

profitable and have higher quality work.

SOURCE: Gallup Study, 2013 State of the American Workplace

Extrinsic vs. Intrinsic

Motivation

• Mastery

• Autonomy

• Meaning

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Some recommended resources…

Employee Engagement Video Series.

Ridiculous or Strategic?

The Business Case for Engagement

Measuring Employee Engagement

Managing for Engagement

Creating an Engaged

Organization

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DELEGATION

Delegating - Strengthen your leadership capabilities through

delegation (2 minute, Video Course and Competency

Toolkit)

Developing Employees through Delegation (15 minute,

Scenario-Based eLearning Course)

Q&A: Delegating and Empowering (13 minute, Video

Course)

A Leader’s Guide to Delegating (23 minute, Video Course)

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COMMUNICATION

Telecommuting Basics: Communication Strategies for the

Remote Employee (60 minute, eLearning Course)

Business Etiquette: Written Communications (7 minute, Video

Course)

Global Scenarios Series: Building the Virtual Team (18 minute,

Video Course)

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