Employee Engagement & Retention - International … · · 2015-08-21ICSC Atlantic Provinces ideaexchange Employee Engagement & Retention These days… Diane Allain August 13, 2015

ICSC Atlantic Provinces

ideaexchange

Employee Engagement &

Retention

These days…

Diane Allain

August 13, 2015

© Knightsbridge Human Capital Management Inc.

The theory… well said

https://www.youtube.com/watch?v=y4nwoZ02AJM

The Employee Engagement Group

https://www.youtube.com/watch?v=y4nwoZ02AJM


INTRODUCTIONS


The situation…

Leaders are constantly seeking ways to enhance engagement

Google search –21 million entries for Employee Engagement, over 15 million hits for Managing Multigenerations and over 119 million for Retention Strategies in the workplace

Leaving leaders and organizations wondering where to start


Why such interest in the topic?

4 -5 generations in the workplace

Different needs, values and perspectives

Strategies are needed to adapt to evolving employee expectations

The rules of engagement are changing


Focus in on…

Employee engagement

Generational identities

Strategies for engagement


Definition Employee Engagement

Unlocking employee potential to drive high performance

Capturing the heads and hearts of employees

How each employee connects and aligns with the company and your customers


According to Gallup Inc. “actively disengaged employees aren’t just unhappy at work; they’re busy acting out their unhappiness”.

These workers undermine what their engaged coworkers accomplish.




“Employee engagement needs to be considered more than just a “nice to have”, or something that’s done from time to time, as kind of a specific exercise.

It needs to be accepted really as a critical organizational function.”

Janice Charette


The Generations

Generation Born % Highly engaged

Traditionalists 1927-1945 49

Baby Boomers 1946-1964 29

Generation X 1965-1980 22

Generation Y 1981-1995 24

Generation Z 1996+ TBD

Build a Better Workplace Employee Engagement Edition (2012) – CMC


Which generation do you belong to?

1. Traditionalist – born 1927-1945

2. Baby Boomer – born 1946-1964

3. Generation X – born 1965- 1980

4. Generation Y – born 1980- 1995


Which generation do you find is the most

challenging to engage?

1. Traditionalist – born 1927-1945

2. Baby Boomer – born 1946-1964

3. Generation X – born 1965- 1980

4. Generation Y – born 1980- 1995



Traditionalists

Hardworking, Formal, Structured

Relationship with…

Organization Loyal to the organizationComfortable with linear structures and processes

Manager Respects authority and hierarchical systems

Team Prefers formal relationshipsDefers conflict to senior staff



Baby Boomers

Dependable, Relationship-savvy, Democratic


Organization Enjoyed structured environmentDesire democracy

Manager Challenges authority

Team Loyal to teamAvoid conflict where possible



Gen X

Independent, Skeptical, Flexible


Organization Appreciates flexible work environment

Manager Unimpressed by authority but loyal to their direct leader

Team Enjoys friendly relationshipsPrefers small work teams



Gen Y

Tech savvy, Collaborative, Confident


Organization Fluid in work styleBlurred lines between work and play

Manager Respect authority to who show competence

Team Loyal to colleagues; maintain casual, social relationships



Gen Z

Youngest in workforce

Confident, happy, secure

Strong team orientation

The most tech-savvy of the generations

Approach to socializing has been technology-driven

Source: Marketing Magazine online


What does this mean for engagement?


Employee Engagement

oWho are your paddlers?

oWho are your passengers?

oWho is sinking your boat?


Strategies to engage Gen Y ees(least engaged 2012 CMC report)

Help them see the future/vision (chunk it down)

Create development opportunities and plans

Show interest

Try to accommodate their lifestyle

Demonstrate their value to the team

Needs:Feedback – immediate/oftenClear expectations/directions




Gen X: Strategies for improving

relationship with leader

Gen X employees are less satisfied with how they are managed

Build trust

Involve them

Accommodate lifestyles requests

Show their ideas are valued

Empower and enable


Improving Employee Engagement

Suggested Focus Areas

The Progress Principle

Autonomy vs. Micromanagement

Focus on Strengths

Meaning and Purpose

Building Trust

Leadership, leadership, leadership

APEX Association of Professional Executives of the PS of Canada


Employees’ Perceptions of

Leadership Matters Perc

eption o

f Leaders

hip

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Engagement Score


Don’t be the reason someone leaves your

company

5 laws of attraction for leaders

Having a vision for success

Being decisive

Building a cohesive and high functioning team

Being self-aware

Listening

Source: entrepreneur.com


Your homework

Note one thing that you commit to START doing tomorrow to enhance employee engagement in your organization

Note one thing that you commit to STOP doing tomorrow to enhance employee engagement in your organization

Share the above with your table mates




Documents

Employee Engagement & Retention - International … · · 2015-08-21ICSC Atlantic Provinces ideaexchange Employee Engagement & Retention These days… Diane Allain August 13, 2015