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www.powerpoint4u.blogspot.comwww.bookfiesta4u.blogspot.com
Employee Engagement
How to Find Out if Your Employees are Actively Engaged
in Their Work
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Shocking Statistics 29% of employees are actively
engaged in their jobs
54% are not engaged
17% are actively disengaged
Source: Gallup Management Journal
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Engaged Workers…
Produce More Create Better Relationships with
Customers and Clients Contribute to Positive Work Environments Stay with the Organization Longer Are More Committed to Quality
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A Confusing Concept
• Researchers since 2000 have defined the term differently and, as a result, come up with different key drivers and implications.
• Different studies have identified 26 drivers of engagement. Some focused on cognitive issues, some on underlying emotional issues.
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Blended Definition
Engagement is a heightened emotional
connection that an employee feels for his
or her organization, that influences him
or her to exert greater discretionary effort
to his or her work.
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Translation
Employees will work harder when
they FEEL LIKE working harder.
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Engaged
Feel a close connection to their
organization and are more
passionate about their work.
Drive innovation and push the
organization forward
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Not Engaged
Are essentially “checked out.”
Sleepwalking through the work day.
Unlikely to put time, energy or passion
into their work.
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Actively Disengaged
Are not just unhappy, they are acting
out their unhappiness.
Every day they are
undermining what their
engaged co-workers
accomplish.
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Some Key Drivers
Trust and integrity – how well managers “walk the talk”
Mentally stimulating jobsLine of sight between employee
performance and organizational performance
Career growth opportunities
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More Key Drivers
Pride in association with the organization
Relationships with co-workers or team members
Employee development
Relationship with one’s manager
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How can you tell?
This isn’t Rocket
Surgery!
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Get Started!
• Do a baseline employee satisfaction survey
• Create other methods for employee input and feedback
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What Do We Ask?
The Gallup Organization
Suggests Asking 12 Key
Questions
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Question 1
Do you know what is
expected of you at work?
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Question 2
Do you have the materials
and equipment you need to
do you work right?
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Question 3
At work, do you have the
opportunity to do what you do
best every day?
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Question 4
In the last seven days, have
you received recognition or
praise for doing good work?
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Question 5
Does your supervisor, or
someone at work, seem to
care about you as a person?
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Question 6
Is there someone at work who
encourages your development?
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Question 7
At work, does your opinion
seem to count?
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Question 8
Does the mission/purpose of
your agency make you feel
your job is important?
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Question 9
Are your associates (fellow
employees) committed to
doing quality work?
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Question 10
Do you have a best friend at
work?
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Question 11
In the last six months, has
someone at work talked to
you about your progress?
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Question 12
In the past year have you had
opportunities at work to learn
and grow?
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Measure it!
• Pride in employer
• Job satisfaction
• Opportunity to perform well at challenging work
• Recognition and feedback for contributions
• Support from supervisors
• Prospects for growth
• Likelihood one will stay with employer
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Create a Dialogue!
• Listen to employee feedback
• Analyze the data
• Create an action plan
• Implement practical changes
• REPEAT
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What is the Alternative?
Higher employee turnover
Diminished employee performance
Lost training dollars
Lower employee morale
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It is a Big Deal!
There is clear and mounting evidence
that high levels of employee engagement
closely correlates to individual, group
and organizational performance in such
areas as retention, turnover, productivity,
customer service and loyalty.