employee engagement + learning culture. a true love story webinar 02.13.14
Post on 17-Oct-2014
1.294 Views
Preview:
DESCRIPTION
TRANSCRIPT
Employee Engagement + Learning Culture
A TRUE LOVE STORY
BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary
4,000+ Courses. 25 Topic Areas. Unlimited Access.
POLL QUESTION
What’s the
biggest
challenge to
employee
engagement
you’re facing?
A. The quality of training
and learning
opportunities.
B. The support from the
employee’s direct
supervisor/manager.
C. Compensation and
benefits.
D. Career advancement
opportunities
E. Something else.
BIZLIBRARY.COM
WHAT YOU’LL LEARN:
1. What is engagement and why it’s important.
2. Key characteristics of an engaged culture.
3. What can we do to improve engagement.
4. Key managerial competencies and challenges.
25M respondents
195 countries
16 major industries
ENGAGED employees exhibit a “profound
connection” to their employer. Some
commentators view engagement as the level of
discretionary effort these employees exert.
NOT ENGAGED are those employees who are
emotionally “checked out.” These are the
employees who simply go through the motions.
ACTIVELY DISENGAGED are those employees
who aren’t just unhappy at work. These are
employees who are actually undermining the
efforts of those around them. These are the employees whose attitudes are contagious and
pose real risks to organizations.
30%
10%
60%
ACTIVELY
DISENGAGED
ENGAGED
DISENGAGED
Nearly 1/3 of employees think their managers fail to effectively
communicate goals.
40% of employees say they don't receive regular, clear feedback on
their performance from their manager.
SOURCE: GALLUP
Problems with direct supervisors
account for 49% of disengaged
employees.
SOURCE: EMPLOYEE ENGAGEMENT
VS. DISENGAGEMENT,
CUSTOMINSIGHT DEC. 2012
Active employee
disengagement costs the
U.S. economy $450 billion to
$550 billion per year.
ENGAGEMENT HI LO
Operating
income
+19% -33%
Net Income +13% -4%
EPS +28% -11%
SOURCE: TOWERS PERRIN
Results Over One Year
ENGAGEMENT
IS NOT…
Why do employees quit? What
disengages them?
Brick-and-mortar companies can’t love
or hate people…
Disengaged employees act like they’ve
been hurt—as if something has been
done to them personally. In fact, the
leading cause of attrition and
disengagement is poor leadership.
Leadership buy-in
Supervisors truly care
Link my job to organization success
Meaningful work
Motivation
CHARACTERISTICS OF AN
ENGAGED CULTURE
Have the resources
Have the training
Get feedback
Get recognized
Personal growth
Career advancement
1. Holistic thinking
2. Integrated learning
3. Capacity for change
and improvement
4. Focus on collaboration
5. Personal commitment
Elements of a Learning Culture
WHAT CAN ORGANIZATIONS DO TO IMPROVE
EMPLOYEE ENGAGEMENT?
1. Work with data.
2. Focus on engagement at multiple levels – senior
leadership and grass roots.
3. Select the right managers.
4. Train and coach managers on key skills and strategies that
lead to employee engagement.
5. Define engagement in realistic and everyday terms.
6. Find ways to connect to every employee.
Stay Interviews
• Employee
engagement.
• Personalized
interaction.
• Focus on key
employees.
• Opportunities for
improvement.
• Action-oriented.
• Focus on positive.
MAJOR MANAGERIAL SKILLS GAPS
1. Coaching
2. Performance appraisals
3. Developing others
4. Managing change
5. Communications
6. Business acumen
Bersin by Deloitte , Current Capabilities by Role, December 2011
Emotional Intelligence
Coaching
Communication
Delegation
Our ability to understand and monitor our own feelings and
emotions, and the feelings and emotions of those around us.
Emotional Intelligence
• Enable people to
work together
towards common
goals
• Motivations, needs
perspectives
Coaching
• “Ask vs. Tell”
approach.
• Focus on the employee and not
on tasks.
• Accountability,
action and outcomes.
Effective Conversations.
Communication
• Giving feedback
• Keeping employees
connected
• Maintaining
relationships
Message and method are appropriate to the situation and
desired results.
Delegation
• Shift in thinking from
“dumping”
• Demonstrates managers
confidence in
employee
• Focus on strengths
The right tasks to the right people.
DIFFERENT TYPES OF EMPLOYEES
NEED DIFFERENT ENGAGEMENT
STRATEGIES…
Generations Career Stage
Remote Employees
Organizational Size Team Size
PLAYING TO EMPLOYEE
STRENGTHS
…
employees who feel engaged at work
and who are able to use their strengths
in their jobs are more productive and
profitable and have higher quality work.
SOURCE: Gallup Study, 2013 State of the American Workplace
Extrinsic vs. Intrinsic
Motivation
• Mastery
• Autonomy
• Meaning
BIZLIBRARY.COM
Some recommended resources…
Employee Engagement Video Series.
Ridiculous or Strategic?
The Business Case for Engagement
Measuring Employee Engagement
Managing for Engagement
Creating an Engaged
Organization
BIZLIBRARY.COM
DELEGATION
Delegating - Strengthen your leadership capabilities through
delegation (2 minute, Video Course and Competency
Toolkit)
Developing Employees through Delegation (15 minute,
Scenario-Based eLearning Course)
Q&A: Delegating and Empowering (13 minute, Video
Course)
A Leader’s Guide to Delegating (23 minute, Video Course)
BIZLIBRARY.COM
COMMUNICATION
Telecommuting Basics: Communication Strategies for the
Remote Employee (60 minute, eLearning Course)
Business Etiquette: Written Communications (7 minute, Video
Course)
Global Scenarios Series: Building the Virtual Team (18 minute,
Video Course)
BIZLIBRARY.COM
Free trial of the BizLibrary Collection or Demo
5,000+ Courses. 25 Topic Areas. Unlimited Access.
Cloud-based learning and performance management.
top related