Download - Moving the Needle on Employee Engagement
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© Development Dimensions Int’l, Inc., MMX. All rights reserved.
Housekeeping
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Ø Slides will be distributed following the webinar
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Qualtrics and DDI on the Innovation Exchange
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Presented by Mark Phelps Senior Consultant, Accelerated Leadership Solutions September 25, 2014
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Let’s talk engagement! If your last name begins with A through M … Ø Recall a time you were fully engaged and excited
about your work. Ø Enter a word or phrase in the CHAT panel to describe
how you felt about coming to work each day.
If your last name begins with N through Z … Ø Recall a time you were disengaged and not excited
about your work. Ø Enter a word or phrase in the CHAT panel to describe
how you felt about coming to work each day.
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Best Practices to Move the Needle
ü Simplify the Analytics
ü Develop Engaging Leaders
ü Engage the C-Suite
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Engagement Basics
Establish a Baseline
Uncover Gaps
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Discover Intra-Org Variances Minimum number of 8 responses &
Agencies with over 60 responses excluded
0
10
20
30
40
50
60
20% 30% 40% 50% 60% 70% 80% 90% 100%
Overall Engagement Index
Num
ber o
f Res
pons
es
Overall Engagement
Index 76.9%
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Data Analytics – ���The Right Balance
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Q6
Q9
Q19
Are your results easy to understand?
3 to 6 Direct Engagement Q’S 1. I am satisfied with my job. 2. This organization inspires me to do my
best every day. 3. I would recommend employment at my
organization to friends and family.
Correlates each Q / Driver to
Index
BLACK BOX Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Q15
Q16
Q17
Q18
Q19
Q20
Q21
40-100 Survey Q’s / Drivers
Q1
Q2
Q3
Q4
Q5
Q6
Q7
Q8
Q9
Q10
Q11
Q12
Q13
Q14
Q15
Q16
Q17
Q18
Q19
Q20
Q21
Engagement Index Computed
Our Point of View
“There is no benefit from engagement survey results until managers move beyond them.”
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(and begin to focus on changing behavior!)
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External Norms: Overrated?!?
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Best Practices to Move the Needle
ü Simplify the Analytics
ü Develop Engaging Leaders
ü Engage the C-Suite
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Engaged vs Engaging Leaders
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Source: DDI Global Leadership Forecast 2008|2009
“What are you doing, idiot?” - First-level leader, financial services company, South Africa
“I don’t have any respect for you as a supervisor.” - First-level leader, social service organization, United States
“I still do not see the potential that others have said you have.” - Mid-level leader, electronics company, Philippines
“Take notice that I will not look at you, I will not listen to you, you will do as I say when I say it. You are not important to me or this facility.”
- Senior leader, health care provider, United States
“You have the interpersonal skills of a gnat.” - Executive, energy company, Australia
Sad but true comments from leaders to leaders
Quality of Leadership
17
40% 2014
Leader Rating
38% 2011 37%
2009
25% 2014
25% 2011
HR Rating
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Align Efforts with Strategy
Empowerment
Teamwork and Collaboration
Growth and Development
Support and Recognition
Focus on key aspects of each employee’s work environment that leaders can impact.
Create an Engaging Environment
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Where do your leaders struggle? Which aspect of an engaging work environment do you feel your leaders struggle with most? • Align Efforts with Strategy • Empowerment • Teamwork and Collaboration • Growth and Development • Support and Recognition
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What is an Engaging Leader?
1. Coach for Performance 2. Manage Change 3. Build Engagement and Trust 4. Make Decisions and Drive Results 5. Influence, Network, and Partner 6. Inspire Innovation 7. Select, Develop, and Retain Talent
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Best Practices to Move the Needle
ü Simplify the Analytics
ü Develop Engaging Leaders
ü Engage the C-Suite
© Development Dimensions Int’l, Inc., MMX. All rights reserved.
How engaged is your C-Suite?
A) Fully engaged and committed, are role models. They will hold all leaders accountable for improving engagement.
B) Provide some support, including kickoff events, company-wide communication messages, and occasionally will agree to showing support in person.
C) Will allow communications to go out under their name, may create a video message if you give them a script.
D) Minimum visible and authentic support.
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Reach Their Heads and Hearts
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Senior Leaders are Problem Solvers! “The analytics of engagement position senior leaders comfortably outside of any engagement “problems” or “gaps,” rather than a key contributor to the current culture of engagement.”
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How to Increase Involvement
1. Make senior leaders highly visible.
2. Constantly communicate good news.
3. Ask for help from senior leaders and encourage their involvement.
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Increase Involvement, continued
1. Make senior leaders highly visible A. Pre-survey communication B. Kickoff sessions (live and recorded) C. Encouraging participation D. Sharing results
KEYS TO SUCCESS: ! Develop an organizational “elevator pitch.” ! Create clear and concise talking points for each activity. ! Have senior leaders share their own personal
engagement stories.
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2. Constantly communicate good news A. Publicly appreciate “above and beyond” individual
and group efforts. B. Showcase completed action plans. C. Celebrate all activities that foster a high
engagement environment.
KEYS TO SUCCESS: ! Develop structured processes to collect good news. ! Quantify benefits of completed action plans (to the group
and to the organization).
Increase Involvement, continued
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Increase Involvement, continued
3. Ask for help from senior leaders and encourage their involvement A. Involve senior leaders in appreciating groups that
have completed ambitious action plans. B. Challenge each senior leader to make strides in
one engagement area, and publicly communicate this commitment.
KEYS TO SUCCESS: ! Make sure you equip senior leaders with the facts and
talking points to increase impact and reduce effort. ! Convince senior leaders that “actions speak loudest.”
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Question for you …
“How much time could you ask your average senior leader to dedicate to your employee engagement initiative in upfront communication, sharing of results, taking action as an organization?” – No time. – 5-15 minutes per week. – 15-30 minutes per week. – 30-60 minutes per week. – Over 60 minutes per week.
How could you use that time commitment?
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Engagement Scores
Action Plans
Leadership Development
Perceived Skill Gaps
Performance Management
Individual Goals
Business Goals and Strategies
Execution Plans
Where is your Focus?
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Qualtrics 360
With Qualtrics 360, you can: 1. Save time with our intuitive, point-and-click interface 2. Configure your 360s with our flexible form
development 3. Access real-time, customizable reports 4. Automate management of the 360 process 5. Integrate with your existing HRIS through our open
API
qualtrics.com/360
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Qualtrics Employee Engagement���
With Qualtrics Employee Engagement, you get: 1. Real-time results 2. Sophisticated hierarchical reporting 3. Individualized, custom dashboards 4. Organizational structure 5. Action planning 6. Flexible form creation
qualtrics.com/ee
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Questions?
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Thank you.