decisionwise webinar: halting the employee engagement exodus

Halting the Engagement Exodus

Dr. Tracy Maylett

Chief Executive Officer DecisionWise

Julie Nielsen

Sr. Director of Human Resources American Society for Training & Development

Hosted by Charles Rogel, DecisionWise

©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com

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The Basis for our Webinar

Halting the Engagement Exodus The Public Manager By Tracy Maylett & Julie Nielsen Spring, 2012 Edition

There Is No Cookie-Cutter Approach to Engagement T + D Magazine By Tracy Maylett & Julie Nielsen April, 2012 Edition


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360-Degree Feedback

Employee Engagement

Leadership Development & Coaching

Organization Change

Awareness | Action | Accountability

Clients

About DecisionWise


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About ASTD

The largest association

dedicated to workplace

learning and development

professionals

40,000 professionals…

In over 100 countries

With over 120 US chapters

Working with 20 international partners


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THE CHARGE:

“Create a profile of an engaged employee within ASTD. Since

engagement has an impact on business success, we need to

understand what truly engages our people.”


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Unemployment

Source: Bureau of Labor Statistics. Retrieved April 20, 2012 from http://data.bls.gov

Unemployment Rate 16 and over. Non-farm, seasonally adjusted.


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Quit Rates


Quit Rate The number of “quits” as a percent of total employment.


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Unemployment & Quits


Un

emp

loym

ent

Qu

its

As unemployment increases, quits decreases.


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The Definitive Expert on Loyalty

“Would I ever leave this company?

Look, I’m all about loyalty. In fact, I

feel like part of what I’m being paid

for here is my loyalty. But if there

were somewhere else that valued

loyalty more highly. I’m going

wherever they value loyalty most.”

-Dwight Schrute: The Office


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Employee Engagement Crisis: Macro Level

Decreased Investment in Employees

Expected Increased Employee Output

&


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But, we’re more efficient… aren’t we?

Labor Productivity Output per hour, percent change quarter ago (annual rate).



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Employee Engagement Crisis: Personal Level

Negativity About Job Burnout

& half empty


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Poll

In your organization, during the past year, have levels of employee

engagement increased, decreased, or remained the same?


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Layoffs and Turnover

“Keeping Your Headcount When All About You Are Losing Theirs: Downsizing, Voluntary Turnover Rates, and the Moderating Role of HR Practices,” April/May 2008 Academy of Management Journal.

The Academy of Management Journal reports that when layoffs occur, the number of employees

that exit the organization is 5x the number of employees laid off.


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The Physical Exodus….

Sources: -Deloitte Consulting, “Managing in a Turbulent Economy” series -Towers Watson U.S. Strategic Rewards Survey -OI Partners Survey -Adecco Group North America, as reported in HR Manager

49% of employees intend to seek new jobs. 78% of US workers feel that the current job market is the worst they have seen in their lifetime. 50% of Generation Y employees say they are actively seeking interviews with other organizations. 64% of companies are concerned they will lose key managers in a better job market. 48% are concerned they will lose executives.



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The Engagement Exodus…

Employee engagement has dropped by 25% in top performers. 34% of employees do not speak up for fear of retribution Only 57% of employees respond favorably to questions related to growth and development opportunities within their organizations. 47% feel there are few opportunities for advancement. While 90% feel they make a valuable contribution to the organization, 34% do not feel this work is valued, and 40% do not feel valued as employees.


DecisionWise 2011 benchmark database= 9.2 million responses


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Two Unfortunate Scenarios

Loss of Top Talent


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Two Unfortunate Scenarios

Quit, Stay, and Corrupt


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Quit and Stay

DecisionWise Employee

Engagement Database:

• 9.2 million responses in 2011

• 2006-2007: 64-72%

engagement levels

• 2006-2007: Neutral responses

+/- 20%

• 2010-2011: Neutral responses

accounted for nearly ½ of all

responses on some questions.

• Quit, Stay, Corrupt


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Satisfaction

Motivation Effectiveness

Engagement

Outcomes:

Reduced turnover

Increased ROI

Increased levels of

customer/patient satisfaction

Improved customer retention

Reduced error rates

Increase in overall productivity

Bottom-line results

The 3 Factors of Engagement


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Fully Disengaged Opportunity Group Key Contributor Fully Engaged

Bored and frustrated at work.

Generally feel underutilized.

Meet expectations. Constantly learning and taking calculated risks.

Make sarcastic jokes about work.

Spend significant time taking care of personal

needs.

Stick to what you know and take few risks.

Feel stretched beyond your comfort zone.

Speak poorly about the company and leaders.

Do just enough to get by and not get in trouble.

Respond well to leadership.

Take personal satisfaction in the

quality of your work.

Look for ways to find blame.

Pay is a big reason why you stay.

Rarely stretched by assignments.

Work can be stressful but is also rewarding

and fun.

You quit, stay, and corrupt.

You’re putting in the time.

Committed to your job. You love your job!

The Engagement Spectrum


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No Cookie-Cutter Approach to Engagement

Fast food chain

400+ locations

Engaged by:

• Ability to associate with

friends on the job

• Flexible schedules

• 1/2 off of lunch (about

$0.78/wk/ee)

Upper-scale restaurant

110 locations

Engaged by:

• Opportunities for growth,

development, and

advancement.

• Trust of managers

• Guest satisfaction


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THE CHALLENGE:

“We need to figure out how to engage our employees.”

THE REALITY:

Engagement is not something you do TO employees. It is a

choice.


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The Answer is with the Manager

Engaged Managers

have engaged

Employees.

Disengaged Managers

have disengaged

Employees.


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Engaging the Team

The Manager’s Role:

1. Understand what engages the

team, and create the culture

in which they can choose to

be engaged.

2. Hire and develop employees

who can engage in that

culture.

3. Don’t blow it.


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Tracy Maylett

[email protected]

Julie Nielsen

[email protected]

Charles Rogel

[email protected]

DecisionWise

1.800.830.8086

www.decision-wise.com

www.decision-wise.com/blog

Twitter: DecisionWise

Halting the Engagement Exodus

Halting the Engagement Exodus The Public Manager By Tracy Maylett & Julie Nielsen Spring, 2012 Edition

There Is No Cookie-Cutter Approach to Engagement T + D Magazine By Tracy Maylett & Julie Nielsen April, 2012 Edition

http://www.decision-wise.com/blog

http://twitter.com/DecisionWise

decisionwise webinar: halting the employee engagement exodus

Business

employee engagement

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number of employees

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