how to raise your employee engagement score - …...2011/07/18 · ^ improve employee engagement ^...
TRANSCRIPT
DickFinnegan
Copyright2017allrightsreserved
FinneganBio
2
“RecoveringHRdirector” solvedturnoverforSiberianbanks,Africangoldmines,Chinesemulti-nationalcorporations…andtheCIA
Author,RethinkingRetentioninGoodTimesandBad,excerptedbyBusinessWeek;“freshthinkingforsolvingtheturnoverprobleminanyeconomy”
Author,ThePowerofStayInterviewsforEngagement&Retention,top-sellingSHRM-publishedbookinhistory
Author,TheStayInterview,publishedin20languages+audiobook
Author,HR’sGreatestChallenge,distributedfreetotopglobalHRexecutives
WhatAreCEOsTopBusinessChallengesToday?
HarvardBusinessReview:TopthingCEOsworryaboutis“talentmanagement”
Gallup:“Arecord47%oftheworkforcesaynowisagoodtimetofindaqualityjob”
SHRM:Topchallengelasttwoyears,“Retention”
ChiefExecutiveMagazine:“75%ofCEOssayrecruitingandretainingkeytalentistheirtopbusinesschallenge”
WhatShouldManagersDoToRaiseTheirTeams’EmployeeEngagementScores?
PublishedbyAMACOM,October,2017
Big3ManagerImprovementTopics
RecognitionCommunicationCareerDevelopment
ExitSurveys
EmployeeSurveys
EngagementSurveys
Data…Yes
“Theydon’tgenerallygetinvolvedintheactionstakenbyanorganizationinresponsetotheengagementresults– reallyjustdeliveryofthesurveyandthenreporting.”
TopEmployeeSurveyCompanyExecutive
ProblemisClear
Solutions…No!
3-QuestionManagerActionPlanQuizHint:CorrectAnswersAreAllTheSameLetter
Thebestthingmanagerscandotoimproverecognitionis…
a.Nameamonthlyemployee-of-the-monthwinnerb.Namebestperformersinmonthlystaffmeetingsc.Providepositivefeedbackwhenmerited,1-1,daily
3-QuestionManagerActionPlanQuizHint:CorrectAnswersAreAllTheSameLetter
Thebestthingmanagerscandotoimprovecommunicationis…
a.Senddailytextupdatesb.Havemonthlytownhallmeetingsc.Communicatewitheachemployee1-1asneeded
3-QuestionManagerActionPlanQuizHint:CorrectAnswersAreAllTheSameLetter
Thebestthingmanagerscandotoimprovecareerdevelopmentis…
a.Sendemployeestocompanyjobfairsb.Sponsorguestspeakersfromother
departmentsc.Coachemployees1-1accordingtotheirskills
&interests
BonusQuestion:ManagerActionPlanQuizHint:CorrectAnswersAreAllTheSameLetter
ThebestthingHRcandotohelpmanagersraisetheircompany’sengagementscores,andtheircompanies’overallscoresis…
a.Sponsoremployeeappreciationweekb.Sponsorcareerfairsc.Askexecutivestoholdmanagersaccountable
forfulfillingtheirplans&improvingengagement
"How Is Accountability Key to Cutting Turnover with Stay Interviews?"
This Thursday, July 20th, at 2 PMBRING YOUR EXECUTIVES!
Give me your business card/email me ASAP
^ ReduceCostofTurnover^ ImproveEmployeeEngagement^ ImproveRevenue&Profitability
PerGallup,What%ofU.S.WorkersAreEngaged?
Engaged Employees work with passion and feel a profound connection to their company___%?
Not Engaged Employees are essentially checked out, “sleepwalking” through their workday putting time—but not energy or passion—into their work___%?
Actively Disengaged Employees are busy acting out their unhappiness, undermining what their engaged co-workers accomplish___%?
IsYourCompany’sDistributionAnyDifferent?
EngagedEmployeesworkwithpassionandfeelaprofoundconnectiontotheircompany:
33%NotEngagedEmployeesareessentiallycheckedout,“sleepwalking”throughtheirworkdayputtingtime—butnotenergyorpassion—into
theirwork:49%ActivelyDisengagedEmployeesarebusyactingouttheirunhappiness…underminingwhattheirengagedco-workersaccomplish:
18%
EngagementStuck…per Gallup/Deloitte0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2016
2015
2014
2013
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
ENGAGED
NOTENGAGED
ACTIVELYDISENGAGED
U.S.spends$1.53Billioneachyeartoimproveengagement
MoreThanAScore!!!!!!!!ShareThisGallupEngagementDataWithYourCFO
%improvementoftop25%companiesvsbottom25%companies:
22%profitability21%productivity10%customerratings41%qualitydefects48%safetyincidents41%patientsafetyincidents37%absenteeism28%shrinkage
ShareThisGallupEngagementDataWithYourCFO!
%improvementoftop25%companiesvsbottom25%companies:
22%profitability21%productivity10%customerratings41%qualitydefects48%safetyincidents41%patientsafetyincidents37%absenteeism28%shrinkage
Plus…turnoverlowerby65percent/low-turnoverorganizations,
25percent/highturnoverorganizations
ShareThisGallupEngagementDataWithYourCFO!
%improvementoftop25%companiesvsbottom25%companies:
22%profitability21%productivity10%customerratings41%qualitydefects48%safetyincidents41%patientsafetyincidents37%absenteeism28%shrinkage
Plus…turnoverlowerby65percent/low-turnoverorganizations,25percent/highturnoverorganizations
AND…When60- 70%ofemployeesengaged,averageshareholderreturn24.2percent
49- 60percentofemployeesengaged,returns9.1percent
25percentorfewerengagedemployees,negativeshareholderreturns
NorthwesternUniversityfoundwhensalespeoplegivejust10percentmoreeffort,
customersspend22.7percentmore
CriticalConclusion:Ourcompany’sfinancialperformance…notoursurveyscore…demandsthatwefindawaytolegitimatelyimproveemployeeengagement
CriticalConclusion:Ourcompany’sfinancialperformance…notoursurveyscore…demandsthatwefindawaytolegitimatelyimproveemployeeengagement
Sowhereisthebestplacetostart?
Studythestrengthofthissentence!
DataperGallup
EngagementcorrelateswithWHOyouworkwitheveryday…andnottownhallmeetings,awards,visioncare,oremployeeappreciationweek
Whatdoemployeestalkaboutoverdinner?
Boss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/DutiesBoss/Colleagues/Duties
What’sTheHiddenMessageofTheFortuneTop100?
Babybondingbucks,12weekspaidparentalleave,horseshoepits,Africavolunteering, subsidizedmassages,3wellnesscenters,bikerepairshop,3organicmealsperday,artisantea&coffee,25free
cafeterias…andfreeeyebrowshaping
“Two-thirdsofacompany’sscoreis
basedontheresultsoftheGreat
PlaceToWork’sTrustIndexSurvey”
“Anycompanycanbeagreatplacetowork.Ourapproachisbasedonthemajorfindingsof20yearsofresearch– thattrustbetweenmanagersandemployeesistheprimarydefiningcharacteristicoftheverybestworkplaces.”
TheGreatPlacetoWorkInstitute
BuildingTrust1-1BuildsProfits
BigLessonLearned!
It’snotwhatyougivethem,it’showmuchtheytrusttheirfirst-linesupervisors…andfirst-linesupervisorsmostinfluenceemployees’relationshipswiththemselves,colleagues,andduties
Insanity:Doingthesamethingoverandoveragainandexpectingdifferentresults
2nd BigLessonLearned!
Employeesurveysdon’ttellusenoughabouthowtosolveemployee’sindividualproblems…butStayInterviewsdo
ThePowerofStayInterviews
AStayInterviewisastructured discussionaleader conductswitheachindividualemployeetolearnthespecificactionsshemusttaketostrengthenthatemployee’sengagementandretentionwiththeorganization
StayInterviews…
Bringinformationthatcanbeusedtoday
Focusonindividualemployeesincludingtopperformers
Putmanagers inthesolutionseat
WhyDoStayInterviewsSolveEngagement?
BuildtrustProviderealsolutionsAlwayscurrentBuststereotypesAddresstopperformersRequirejust5questionsProbingisthemostimportantskillManagersthendevelop1-1stayplansManagerssurfaceupsacredcows
Top-SellingSHRM-PublishedBookinHistory
StayInterview5Questions
1. Whatdoyoulookforwardtoeachdaywhenyoucommutetowork?
2. Whatareyoulearninghere?Wanttolearn?
3. Whydoyoustayhere?
4. Whenisthelasttimeyouthoughtaboutleavingus?Whatpromptedit?
5. WhatcanIdotomakeyourjobbetterforyou?
InStayInterviews,whatdoemployeesaskforthemost?
• Morepay• Development• Work/lifebalance• Betterworkprocesses• Promotions
WhatDoEmployeesAskForTheMost?
Betterworkprocesses!
Eliminatethisreport/improveequipment/getotherstobemoreaccountable
Employeesmostwanttobemoreproductive!
DreadedTopicsNeedNotBeDreaded
ü “Ican’tgetmyworkdonebecause…”ü “Ideserveapromotion.”ü “Ineedmoremoney.”ü “Ihavetoomuchwork.”ü “Weneedmorestaff.”
“WeNeedMoreStaff”GreatProbingBringsSelf-DiscoveredSolutions
Whatistheworkthatyoucan’tgetdone?Howistheworkassignedtoeachemployee?Whodoeswhat?Canyouthinkofanyofthisworkwecanstopdoing?Woulditberighttoaskanotherdepartmenttohelp?Issomeoneslowingtheworkdownordoallpitchin?Doyouhaveanyperformanceproblemsthatshouldbeaddressed?Willthisamountofworkcontinueorwillitslowdown?Orrampup?Aretheprocessesright?Aretherewayswecandothisbetterandfaster?Canbetterequipmenthelp?
ü Amountofworkü Performanceü Volumetrendü Processes/Equipment
ForForecastingEngagement
Engaged Employees work with passion and feel a profound connection to their company
Not Engaged Employees are essentially checked out, “sleepwalking” through their workday putting time—but not energy or passion—into their work
Actively Disengaged Employees are busy acting out their unhappiness…undermining what their engaged co-workers accomplish
AskManagerstoForecastEngagementName Perf
Rating5HI/1Lo
Engagement Plan TopBox?
MiddleBox?
LowBox?
DateNextSurvey
MariaGonzalez
4 Providementor1hr/week,4weeks,thentraincolleagues
X May,2018
JohnClarkson
3 Re-arrangeschedule,isspepticalrecompanyfuture
X May,2018
RobertRobinson
4 Movedadminworktobetter-skilledcolleague
X May,2018
JuneJohnson
5 Scheduledongoingcoachingsoshereplacesme
X May,2018
AngelaRobinsky
2 Coaching forperformance,couldterminate
X May,2018
RobertChen
5 Wantstransfer,connectedtomanagerthere
X May,2018
AdditionalEngagementTopics
ü ExponentiallyExpandYourRecruitingPoolü HireEmployeesWhoSelf-Engageü TheEmployeeEngagement/Performance
ManagementConnectionü LeverageYourCompany’sEngagement-
RelatedProgramsü NextLevelDown:LeadingSupervisorsto
BuildEngagement,Tooü BetterMetrics
^ ReduceCostofTurnover^ ImproveEmployeeEngagement^ ImproveRevenue&Profitability
Gallup’s100YearCommitmentSurveyingcitizensoftheworldtolearnwhatbringsmosthappinessover100years.Sofartheansweriswhich…
a.Goodhealth?b.Agoodjob?c.Loveandrespectfromothers?d.Moneyforneedsandmore?e.Betterlifeforyourchildren?
www.c-suiteanalytics.com
Gallup’s100YearCommitment
a.Goodhealth
b.Agoodjobc.Loveandrespectfromothersd.Moneyforneedsandmoree.Betterlifeforyourchildren
www.c-suiteanalytics.com
"How Is Accountability Key to Cutting Turnover with Stay Interviews?"
This Thursday, July 20th, at 2 PMBRING YOUR EXECUTIVES!
Give me your business card/email me ASAP
ToObtain
[email protected]#ofemployees
ü FreeOnlineStayInterviewTrainingModule
ü HowtoCostTurnover&Engagementü EngagementCorrelationstoProductivity
ü TheStayInterviewManagerTrainingGame