employee engagement by carrie wiegand

AGH Employer Solutions: Destroying Employee Engagement MythsWichita Metro Chamber of Commerce Sunrise Scrambler

February 18, 2015

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Destroying Employee Engagement Myths: What Really Matters in

Engaging Employees?

Organizational Development &

Family Business Services

Carrie WiegandSenior Organizational Development Consultant

Objectives

• Mistakes your organization may be making that causes employees to become dissatisfied and unmotivated, and how to correct these mistakes

• How to identify employees who are engaged, and objective ways to measure engagement in your organization

• How to determine the financial impact of the employee engagement level

• What management competencies are required to develop employee engagement

• Tips and tools you can utilize to help management improve employee engagement

Mistakes Organizations Make


February 18, 2015

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What is Engagement?

Impact of Lack of Engagement

• Survey of 23,000 employees:

• 37% understand their organization’s goals

• 1 in 5 are enthusiastic about the goals

• 1 in 5 can relate their work to the goals

• 15% feel empowered to execute against the goals

• 20% trust the organization they work for

Source: The 8th Habit: From Effectiveness to Greatness, Stephen Covey

Understanding the Impact

• 4 out of 11 know which end zone is theirs

• 2 out of 11 would care which end zone is theirs

• 2 out of 11 would know which position they’re playing and its role

• All but 2 would be competing against their own team rather than the opponent


February 18, 2015

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Behavior in the Workplace

Three types of behavior:

• Dysfunctional

• Compliance

• Discretionary

Financial Impact

What does employee engagement have to do with getting the job done?

– 27% better attendance– 31-51% less turnover– 12% better customer satisfaction– 51% less “shrink” (theft!)– 62% fewer accidents– 18% more productivity– 12% more profitability

Source: 12: The Elements of Great Managing,Rodd Wagner & James K. Harter, Ph.D.

Tips and Tools To Improve


February 18, 2015

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Know Thyself

Is Our Direction Compelling?

S.M.A.R.T. goals …

… may not be smart enough

Management Competencies


February 18, 2015

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Critical Distinctions

• #1 CHARACTERISTICS vs. BEHAVIORS

Can a leopard change his spots?

Newton’s First Law of Motion

• An object at rest stays at rest …

• An object in motion stays in motion …

• … UNLESS acted upon.


February 18, 2015

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Newton’s First Law of Management

• Employees at rest will stay at rest… • Employees doing something will keep

doing it the same way…• … UNLESS, you do something about it.

Source: Hundred Percenters, Mark Murphy

Changing the Leopard’s Spots

Source: Bringing Out the Best in People, Aubrey Daniels

Remember Your ABC’s

ANTECEDENT(What Comes

Before)

BEHAVIOR CONSEQUENCE(Positive/ Negative

Reinforcement )

B CA

Need for Positive Reinforcement

•Positive reinforcement; the only tool that generates more discretionary behaviors

•Our response is hard-wired (physical)

•You can’t punish people into discretionary effort


February 18, 2015

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Positive Feedback Made Easy

Remember – “SSIP”

•Sincere•Specific

•Immediate •Personal

Negative Feedback Made Easy

• Pinpoint specific undesired behavior (not characteristics)

• Explain the impact• Identify the specific replacement behavior• State consequences clearly• Plan follow-up and reinforce new behaviors

Coaching for Performance

• “Leadership is a contact sport.”

• Set expectations.

• Offer support and remove obstacles.

• Observe performance.

• Provide feedback.

• Reinforce discretionary behaviors and correct dysfunctional.

Quote by Marshall Goldsmith


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Commitment

• Prepare front-line managers

• Retool front line managers

• Reinforce

Thank you!

Carrie WiegandAGH Employer Solutions

Phone (316) 291-4022

Email [email protected]

www.linkedin.com/in/carriewiegand

@CarrieWiegand

Questions?

employee engagement by carrie wiegand

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