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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
© Knightsbridge Human Capital Management Inc.
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
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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
© Knightsbridge Human Capital Management Inc.
Focus in on…
Employee engagement
Generational identities
Strategies for engagement
© Knightsbridge Human Capital Management Inc.
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
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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.
© Knightsbridge Human Capital Management Inc.
“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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
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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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
Baby Boomers
Dependable, Relationship-savvy, Democratic
Relationship with…
Organization Enjoyed structured environmentDesire democracy
Manager Challenges authority
Team Loyal to teamAvoid conflict where possible
© Knightsbridge Human Capital Management Inc.
Gen X
Independent, Skeptical, Flexible
Relationship with…
Organization Appreciates flexible work environment
Manager Unimpressed by authority but loyal to their direct leader
Team Enjoys friendly relationshipsPrefers small work teams
© Knightsbridge Human Capital Management Inc.
Gen Y
Tech savvy, Collaborative, Confident
Relationship with…
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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
Employee Engagement
oWho are your paddlers?
oWho are your passengers?
oWho is sinking your boat?
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
© Knightsbridge Human Capital Management Inc.
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
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