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Engaging Employees in the Library
Julie EvenerDirector of Library ServicesUniversity of St. Augustine for Health [email protected]
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What does engagement look like?
Employees…
� Are excited about their work (positive attitude)
� Find meaning in their work
� Put their whole selves into their work
� Consider their work to be more than a paycheck
� Do more than the minimum required
According to Evener (2015) and Kahn (1990).
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Employee engagement in the U.S.
Engaged Not Engaged Actively Disengaged
According to Gallup’s State of the American Workplace Report 2013
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What about libraries?
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Why is employee engagement important?
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�Less turnover
�Better customer service
�More innovation
According to Devi (2009); Harter, Schmidt, & Hayes (2002); Fleming, Coffman, & Harter (2005)
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Research –based tactics for engagement
�Flexible working policies
�Autonomy of time
�Autonomy of task
�Flow
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Flexible working policiesAutonomy of time and task
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Dan Pink –The Puzzle of MotivationTed Talk – 2009 -http://www.ted.com/talks/dan_pink_on_motivation
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The Candle Problem
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Solution
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Carrots and sticks
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Autonomy
� “Acting with choice”
� Requires a shift in thinking for managers
� Resist the temptation to control
� Trust your employees
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Autonomy of time - ROWE
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But we can’t do that……can we?
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How can you be open to autonomy of time in your library?
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Autonomy of task
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Surely we can do that…
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How can you apply autonomy of task in your library?
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Flow
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Conditions for flow
� Clear goals
� Immediate feedback
� Balance between challenges and skills (i.e., the task is not too easy or too difficult)
� Focused concentration on the task at hand
� Minimal distraction
� No worry of failure
� Lack of self-consciousness
� Sense of time disappears
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We can do this, too
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How can you create conditions for flow in your library?
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What tactics have you used to increase employee engagement?
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References
� Amabile, T. (1996). Creativity in context: Update to the social psychology of creativity. Boulder, CO: Westview Press.
� Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323. doi:10.1108/IJPPM-01-2013-0008
� Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper & Row.
� ———, & LeFevre, J. (1989). Optimal experience in work and leisure. Journal of Personality and Social Psychology, 56(5), 815–822. doi:10.1037/0022-3514.56.5.815
� Deci, E. L. (1972). Intrinsic motivation, extrinsic reinforcement, and inequity. Journal of Personality and Social Psychology, 22(1), 113–120. doi:10.1037/h0032355
� Devi, V. R. (2009). Employee engagement is a two-way street. Human Resource Management International Digest, 17(2), 3–4. doi:10.1108/09670730910940186
� Evener, J. (2015). Innovation in the library: How to engage employees, cultivate creativity, and create buy-in for new ideas. College & Undergraduate Libraries, 22(3-4), 296-311. doi:10.1080/10691316.2015.1060142
� Fleming, J. H., Coffman, C., & Harter, J. K. (2005). Manage your human sigma. Harvard Business Review, 83(7/8), 106–14.
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References
� Gallup. (2013). State of the American workplace: Employee engagement insights for U.S. business leaders. Retrieved from http://www.gallup.com/services/178514/state-american-workplace.aspx
� Gichohi, P. M. (2014). The role of employee engagement in revitalizing creativity and innovation at the workplace: A survey of selected libraries in Meru County – Kenya. Library Philosophy and Practice. Retrieved from http://digitalcommons.unl.edu/libphilprac/1171/
� Harlow, H. F., Harlow, M. K., & Meyer, D. R. (1950). Learning motivated by a manipulation drive. Journal of Experimental Psychology, 40(2), 228–234. doi:10.1037/h0056906
� Harter, J. K., Schmidt, F. L. & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–79. doi:10.1037/0021-9010.87.2.268
� Harwell, K. (2013). Burnout and job engagement among business librarians. Library Leadership & Management, 27(1/2). Retrieved from https://journals.tdl.org/llm/index.php/llm/index
� Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. doi:10.2307/256287
� Pink, D. H. (2009). Drive: The surprising truth about what motivates us. New York: Riverhead Books.
� Ressler, C., & Thompson, J. (2008). Why work sucks and how to fix it. New York: Portfolio.
� Taylor, F. W. (1914). The principles of scientific management. New York: Harper.
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Questions?