Embed Size (px)
Citation preview
10/7/2020
1
© 2020 Promotional Products Association International
Presented byLink Business Strategy, Business Results & Culture For Future Success
Presented by Isabella Zaczek
© 2020 Promotional Products Association International
Copyright Notice
• Please note, I have and created the materials for this presentation, and they are copyrighted. Distribution or reproduction of content is prohibited.
• PPAI has permission to utilize this PowerPoint presentation for educational purposes.
• Images have been purchased or I have taken them myself.
#EmployeeEngagement
The Problem is Very Real (Motivosity Survey of Inc. 5000 companies)
3
1
2
3
10/7/2020
2
Decoding the Engagement Challenge
What is Engagement
& Why it matters
Employee engagement does not mean employee happiness.
Employee engagement does not mean employee satisfaction.
4
5
6
10/7/2020
3
Definition:
Employee engagement is the emotional commitment the employee has to the
organization and its goals.
(What Is Employee Engagement, Kevin Kruse –Forbes)
#EmployeeEngagement
Performance
Time
Minimum Requirements
“Want to” curve
“Have to” curve
Discretionary Effort
• Not working for a check
• Go the extra mile
• Care what customers think
• Know that time is money
• Work more efficiently
• Put in longer hours
Discretionary Effort
#EmployeeEngagement
When people are engaged
37% lower absenteeism
25% lower turnover (in high-turnover organizations)
65% lower turnover (in low-turnover organizations)
28% less shrinkage
48% fewer safety incidents
Engaged companies…
See 6% higher net profit margins (Towers Perrin)
Receive 5x higher shareholder returns across five years (Kenexa)
41% fewer patient safety incidents
41% fewer quality incidents (defects)
10% higher customer metrics
21% higher productivity
22% higher profitability
7
8
9
10/7/2020
4
#EmployeeEngagement
.
The Problem is Real (Motivosity survey)
10
#EmployeeEngagement
Most Common Strategies
They don’t seem to be working.
#EmployeeEngagement
12
Group versus the Individual
Real changes in Engagement occur at the person and group levels.
Measure Global – Act Local
10
11
12
10/7/2020
5
#EmployeeEngagement
Decoding Engagement
Individual Work Environment
Pressures
+
#EmployeeEngagement
Work Environment Pressures
Culture
Job Fit
Manager Impact
Team Dynamics
Misalignment between natural tendencies
and key responsibilities of the job
Disengagement Forces
JOB FIT
13
14
15
10/7/2020
6
#EmployeeEngagement
Identifies the key behavioral drives of each employee.
Dominance
Extraversion
Patience
Formality
HighLow
The Individual
#EmployeeEngagement
The Job - Sales Hunter
• Quick to connect with people
• Natural juggler
• Goal orientation
• Risk tolerance
• Self driven
#EmployeeEngagement
The Job - Sales Hunter
Dominance
Extraversion
Patience
Formality
All recommended behaviors for the job
16
17
18
10/7/2020
7
#EmployeeEngagement
Heather / The Job
Dominance
Extraversion
Patience
Formality
HEATHER
Dominance
Extraversion
Patience
Formality
SALES POSITION
Disengagement Forces
Misalignment between manager and self
MANAGER IMPACT
#EmployeeEngagement
Management Style
Highest drives – great predictor of management style
Dominance Authoritative ”tell”
General Patton
19
20
21
10/7/2020
8
#EmployeeEngagement
Management Style
Highest drives – great predictor of management style
Extraversion Persuasive ”sell”
MLK Jr.
#EmployeeEngagement
Management Style
Highest drives – great predictor of management style
PatienceProcess “experience”
Steve Jobs
#EmployeeEngagement
Management Style
Highest drives – great predictor of management style
FormalityStructure “rules”
Alan Mulally
22
23
24
10/7/2020
9
#EmployeeEngagement
“Do unto others as you would have them do unto you”
#EmployeeEngagement
Employees’ Needs
Highest drives – also great predictor of employee needs
Dominance Needs impact
Extraversion Wants feedback
PatienceGive them time
FormalityExplain details
#EmployeeEngagement
27
Employees’ needs
come first.
It is important for a manager to
understand the needs of their
employees based on their
behavioral drives.
25
26
27
10/7/2020
10
Disengagement Forces
Being unlike the team
TEAM DYNAMICS
#EmployeeEngagement
Dominance
Extraversion
Patience
Formality
Team Behavior
29
Highly extroverted Lower attention to detail
Brainstorming culture
#EmployeeEngagement
Team Fit | Behavioral Drives
Dominance
Extraversion
Patience
Formality
• More aggressive
• Thinks before speaking
• More data driven
Team Average Misalignment:Daniel
28
29
30
10/7/2020
11
#EmployeeEngagement
Team & Daniel must be aware of the differences and how they can be used to an advantage.
He is the most important member of the team(the challenger) as he pushes group to think differently.
Black Sheep or Savior?
Dominance
Extraversion
Patience
Formality
THE TEAM DANIEL
CULTURE
Feeling like what the culture expects of
you isn’t who you really are.
Disengagement Forces
#EmployeeEngagement
Dominance
Extraversion
Patience
Formality
PI Management Team
31
32
33
10/7/2020
12
#EmployeeEngagement
Dominance
Extraversion
Patience
Formality
PI Development Team
#EmployeeEngagement
Dominance
Extraversion
Patience
Formality
Development Team
• Rules based
• Patient
• Structure
• Heads down
PI Management Team v. Development Team
Management Team
• Proactive
• Impatient
• Risk Tolerant
• Verbal
• Less Formal
#EmployeeEngagement
QUESTION FOR YOU…
What do you think has the biggest impact on engagement?
Culture
Job Fit
Manager Impact
Team Dynamics
34
35
36
10/7/2020
13
#EmployeeEngagement
An additional $11 billion is lost annually due to employee turnover.
Disengaged employees cost the US
#EmployeeEngagement
Fixing the engagement problem is possible
when you understand behavior.
© 2020 Promotional Products Association International
Thank You!
Presented by
Isabella ZaczekGlobal Talent and Process Optimization
www.izconsultinggroup.com
37
38
39
