engaged workforce: let's get moving

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Louisiana topped the rankings in a 2012 Gallup survey for most engaged employee workforces. In this presentation, Sparky Tom A. talks about why that is and what you can do to continue developing engaged employees.

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PowerPoint Presentation

Engaged Workforces

Lets Get Moving

Introduction

Tom Allsup15 Years in commercial ITOil & Gas, Healthcare, ConsultingMCSE, MCSA, MCP, MCTSITIL v3HDI-SCDLSU ISDS Graduate8 year US Navy Veteran

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Engaged Workforces

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Agenda

#1 Engaged WorkforceEmployee EngagementWhos Engaged?Areas of ImpactStrategiesWrap up

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#1 Engaged Workforce

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Engaged Workforces

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Highest % of Engaged EmployeesLowest % of Not-Engaged EmployeesBottom 14% of Actively Disengaged Employees

Gallup, Inc. State of the American Workplace Report 2013

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#1 Engaged Workforce How?

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Cultural blue collar/agrarian backgroundLarge indigenous resident populationWere just happy here!2014 U.S. National Bureau of Economic Research w/ Harvard University and University of British Columbia survey shows 6 of the top 10 (including all top 5) happiest cities in America are in Louisianahttp://www.nber.org/papers/w20291 The same research in 2010 had us holding 4 of the top 10

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Employee Engagement

Definition: The emotional commitment an employee has to the organization and its goalsWhat it isnt:Engaged doesnt mean happyEx. Happy attitude, but not productiveEngaged doesnt mean satisfiedEx. Satisfied, but will jump when a recruiter calls

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Employee Engagement 2.0: How to motivate your team for higher performance (Kevin Kruse)

Engagement Categories

EngagedWorks with passion and feel a profound connectionDrive innovation and move the organization forwardNot EngagedEssentially checked outSleepwalking through their workday, putting time but not energy or passion into their workActively DisengagedEmployees arent just unhappy at work; theyre busy acting out their unhappinessEvery day, these workers undermine what their engaged coworkers accomplish

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Gallup, Inc. State of the American Workplace Report 2013

Whos Engaged?

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26% of professional computing occupations in the 2013 U.S. workforce held by women

http://www.ncwit.org/resources/numbers

Born pre-1945

Gallup, Inc. State of the American Workplace Report 2013

Least and Most Engaged?

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Born pre-1945

Gallup, Inc. State of the American Workplace Report 2013

MillennialsEarly point in their careersHighest % of not engaged suggests indifference toward work and employersMarginally less actively disengaged than Traditionalists

TraditionalistsMany beyond traditional retirement ageEngagement #s suggests those that are working are doing so by choice or enjoy their work

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Question

Primary

Secondary

Tertiary

Do I know what is expected of me at work?

General

Do I have the equipment and material I need to do my work right?

DecisionMaking

At work, do I have the opportunity to do what I do best every day?

Well-Being

In the last seven days, have I received recognition or praise for good work?

Well-Being

Development

Does my supervisor or someone at work seem to care about me as a person?

Well-Being

Is there someone at work who encourages my development?

Development

Well-Being

At work, do my opinions seem to count?

DecisionMaking

Development

Well-Being

Does the mission/purpose of my company make me feel my work is important?

General

Are my co-workers committed to doing quality work?

General

Do I have a good friend at work?

Well-Being

In the last six months, have I talked to someone about my progress?

Development

This last year, have I had opportunities at work to learn and grow?

Development

Howd you know?: Gallup 12 Questions

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Gallup, Inc. State of the American Workplace Report 2013

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Question

Primary

Secondary

Tertiary

Do I know what is expected of me at work?

General

Do I have the equipment and material I need to do my work right?

DecisionMaking

At work, do I have the opportunity to do what I do best every day?

Well-Being

In the last seven days, have I received recognition or praise for good work?

Well-Being

Development

Does my supervisor or someone at work seem to care about me as a person?

Well-Being

Is there someone at work who encourages my development?

Development

Well-Being

At work, do my opinions seem to count?

DecisionMaking

Development

Well-Being

Does the mission/purpose of my company make me feel my work is important?

General

Are my co-workers committed to doing quality work?

General

Do I have a good friend at work?

Well-Being

In the last six months, have I talked to someone about my progress?

Development

This last year, have I had opportunities at work to learn and grow?

Development

Howd you know?: Gallup 12 Questions

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Gallup, Inc. State of the American Workplace Report 2013

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Areas of Impact

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Each of the 12 questions should answer one or more of these areas of impactEmployee Well-BeingInformation that helps measure human welfare in all aspects of lifeEmployee DevelopmentGuidance when it comes to discovering employee talents and developing their strengthsEmployee Participation (decision making)Decentralize the decision-making process and allow employees to contribute benefit

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Employee Well-Being

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Information that helps measure human welfare in all aspects of life:Career Well-being: How you occupy your time/liking what you do each daySocial Well-being: Relationships and love in your lifeFinancial Well-being: Managing your economic life to reduce stress and increase securityPhysical Well-being: Good health and enough energy to get things done on a daily basisCommunity Well-being: Engagement and involvement in the area where you live

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Employee Development

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Guidance when it comes to discovering employee talents and developing their strengthsCareer Development Path: Are your people completing Individual Development Plans (IDP)?Technical Development: Technical development for IT folks critical to their views on engagementProfessional Relationships: Developing professional networking

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Employee Participation in Decision Making Process

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Decentralize the decision-making process and allow employees to contribute benefitTransparency!Visibility: Use a steering committee to provide employees a voice in operations and publish resultsLeadership Empowerment: Provide team leadership the ability to enact decisionsFeedback: Let employees know the outcome of their recommendations and requests (both good and bad)

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Strategies: Lead vs. Lag Measures

Lead #1Promote positive feedback of team members during weekly team meetings based on project/client feedback, certifications attained, etc.

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Lead #2:Contact at least one team member for a well-being status update each week

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Strategies: Mentor Program

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Employees are statistically the most engaged within the first 6 months of employment as they will ever beCritical to pair employees up with senior or tenured members of the organizationUsing mentor/mentee relationships tie employees to the 12 questionsMentor programs are NOT technical apprenticeshipsPrimarily for professional development

Gallup, Inc. State of the American Workplace Report 2013

Strategies: Reading Choices

Strength Finder 2.0

Emotional Intelligence 2.0

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Gallup, Inc. State of the American Workplace Report 2013

Wrap Up

Were #1 lets keep it that wayEmployee Engagement is a business critical functionUnderstand your employees motivationsUse the Areas of Impact to focus your efforts on your leadership teamsInvestigate which strategies will work for your organizationNot a one size fits all approach

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