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From “Yes, Let’s Do It” to
“Yes, We Did It”Ensuring Your Engagement Initiatives Come to
Fruition
Adrienne A. Isakovic, Ph.D., HRMP
Making Engagement Real
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Strong Sales and Marketing Capabilities
Ability to Innovate
Continuous Quality Improvement
Efficient Productivity
Strong Executive Leadership
High Level of Employee Engagement
Effective Communications
High Level of Customer Service
Which Factors Are Most Likely to Bring Success?
Source: The Impact of Employee Engagement on Performance. A Report by Harvard Business Review Analytic Services, 2013.
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Strong Executive Leadership
Effective Communications
High Level of Customer Service
Engagement: High Prioritizers More Likely to Value Success Factors
High Prioritizers Low Prioritizers
Source: The Impact of Employee Engagement on Performance. A Report by Harvard Business Review Analytic Services, 2013.
Best-in-Class Companies’ Best Practices
Use customer data to leverage engagement initiatives to improve performance
Avoid Rote Surveys
Avoid Rote Surveys
Define and articulate what constitutes a “successful” employee:
• In the last seven days, someone has recognized me for my work.
• I have the tools that I need to perform my job.
• My supervisor cares about me.
• There’s someone at work who encourages my development.
• I know what’s expected of me at work.
• My colleagues are committed to doing quality work.
Source: The Impact of Employee Engagement on Performance. A Report by Harvard Business Review Analytic Services, 2013.Also available at: http://www.inc.com/the-build-network/12-questions-to-gauge-employee-engagement.html
Goal Alignment and Communication
Corporate Goals
Business Objectives
Personal Objectives
ToolsAccountability
Some Autonomy
Communicating and Embedding Goals
Active Measures
Through executive management briefings
At “all company” meetings
During assessments/performance reviews
Through individual goals aligned with corporate goals
Via training and leadership development
Passive Measures
Via corporate intranet
Through recruitment and employee familiarization
Via corporate social media
Through detailed job descriptions
Some or all staff pay linked to corporate goal achievement
Engagement Performance
Employee satisfaction vs. advocacy
Employee satisfaction• Have a physically and emotionally safe work environment• Given good training• Being valued• Compensated fairly
Employee advocacy• Ability to achieve extraordinary things• Have a purpose with a meaning• Ability to work in a team you would do anything for and that
would do anything for you• Opportunity to learn more and grow in the role
Customer satisfaction vs. advocacy
Customer Advocacy: Net Promoter System
Three Factor Rule:
Purpose
CultureStructure
Engagement Performance
Thank you for your attention and interest!
Adrienne A. Isakovic, Ph.D., [email protected] 424 1083@adiisakovic
