16 ELEMENTSof engagement, satisfaction, and performance
The building blocks of high-performing people, cultures, and organizations.
Rusty LindquistVP, Thought Leadership BambooHR @rustylindquist
The Commoditization of Innovation
Innovation: The keystone
of differentiation
Competitive Abundance
GLOBALIZATION has shrunk the world
TECHNOLOGY has leveled the playing field
LOW ENTRY BARRIER has increased startups
Differentiation decay
Value Entropy
TIME
PERCEIVED VALUE of INNOVATION
Remarkable
Expected
L
H
Expected
Focus on Who You Are
PEOPLERelentlessly attracting, inspiring, and empowering great people.
CULTURECreating a great place to work, so great work can take place.
–Bersin by Deloitte
TIME TALENT ENERGYIncrease time at workReduce waste
Increase productivity
Recruit / Hire top talentTrain (L&D)
Reward and RecognitionManagementProcesses ?
It’s all about engagement
What you need to get work done
Getting work done
What you get from work
Factors that fuel work
This is about both knowing where you’re going and caring about it. It’s having a clear destination, a higher cause, or a purpose.
Objective WHAT YOU NEED TO GET WORK DONEINPUTS:
Doing work that fits. Being tasked with work we love, are good at, and can succeed at.
Alignment WHAT YOU NEED TO GET WORK DONE
Competency
Opportunity Passion
The sweet spot
INPUTS:
Knowing what to do next, or just knowing how to move forward.
Plan WHAT YOU NEED TO GET WORK DONEINPUTS:
Having what you need to move forward, no roadblocks.
Space WHAT YOU NEED TO GET WORK DONE
Autonomy Ownership Permission Trust Empowerment Influence Tools Time
Point me in the right direction, then get out of my way.
INPUTS:
Having impact. Getting things done and feeling like you’re making a difference.
Contribution GETTING WORK DONEACTION:
Being able to measure progress, impact, and be accountable.
Score GETTING WORK DONEACTION:
Having a sense of motion, of moving forward, making progress.
Momentum GETTING WORK DONE
People in motion tend to stay in motion,
people at rest tend to stay at rest.
ACTION:
Feeling like you have skin in the game, or something to lose.
Investment GETTING WORK DONE
Loss Aversion
ACTION:
Feeling like you’re gaining mastery, or progressing personally or professionally.
Growth WHAT YOU GET FROM WORKOUTPUT:
Finding meaning, fulfillment, and a sense of purpose in what you do.
Meaning WHAT YOU GET FROM WORKOUTPUT:
Feeling appreciated, valued, and rewarded for your work. Total Rewards.
Value WHAT YOU GET FROM WORKOUTPUT:
Rewards Recognition
Compensation
Knowing who you are, what you’re capable of, and believing in yourself.
Identity WHAT YOU GET FROM WORKOUTPUT:
Functional Fixedness
Knowing who you are, what you’re capable of, and believing in yourself.
Identity WHAT YOU GET FROM WORKOUTPUT:
Beliefs
Results Behaviors
Knowing who you are, what you’re capable of, and believing in yourself.
Identity WHAT YOU GET FROM WORKOUTPUT:
The two most important days in your life are the day you are born, and
the day you find out why.
Mark Twain
Having a guide, a mentor, someone who believes in us, sees our value, challenges us, and shows us the way.
Leadership FACTORS THAT FUEL WORKINFLUENCERS:
Having connection and camaraderie and relationships, doing things with people you care about.
Relationships FACTORS THAT FUEL WORKINFLUENCERS:
This is about having surroundings that support and enable our effort. Culture, environmental cues, and a supportive ecosystem.
Environment FACTORS THAT FUEL WORKINFLUENCERS:
This is about having surroundings that support and enable our effort. Culture, environmental cues, and a supportive ecosystem.
Environment FACTORS THAT FUEL WORKINFLUENCERS:
Finding restoration and renewal through balance and moderation.
Renewal FACTORS THAT FUEL WORKINFLUENCERS:
TIME TALENT
ENERGY
Increase time at work
Reduce waste
Increase productivity
Recruit / Hire top talent
Train (L&D)
Reward and Recognition
ManagementProcesses
TIME TALENT
ENERGY
Increase time at work
Reduce waste
Increase productivity
Recruit / Hire top talent
Train (L&D)
Reward and Recognition
ManagementProcesses
• Be engaged yourself • Train Managers • Identify Key Contributors • Target Struggling Departments • Target Key Departments
Individual Engagement HOW TO ACTIVATE AN INDIVIDUAL'S ENERGYPUTTING IT TO WORK:
Activities & Initiatives A FRAMEWORK FOR OPTIMIZING YOUR APPROACHPUTTING IT TO WORK:
• Onboarding • Company / Team Meetings • Compensation • Hiring • Learning & Development • What else?