Engaged Workforces

Let’s Get Moving

Introduction

Tom Allsup 15 Years in commercial IT

Oil & Gas, Healthcare, Consulting MCSE®, MCSA®, MCP®, MCTS®

ITIL v3®

HDI-SCD®

LSU – ISDS Graduate 8 year US Navy Veteran

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Agenda

#1 Engaged Workforce Employee Engagement Who’s Engaged? Areas of Impact Strategies Wrap up

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#1 Engaged Workforce

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Highest % of Engaged Employees

Lowest % of Not-Engaged Employees

Bottom 14% of Actively Disengaged Employees

Gallup, Inc. – State of the American Workplace Report 2013

#1 Engaged Workforce… How?

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Cultural – blue collar/agrarian background Large indigenous resident population We’re 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 Louisiana

http://www.nber.org/papers/w20291

The same research in 2010 had us holding 4 of the top 10

Employee Engagement

Definition: “The emotional commitment an employee has to the organization and its goals”

What it isn’t: Engaged doesn’t mean happy

Ex. “Happy” attitude, but not productive Engaged doesn’t mean satisfied

Ex. “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 Engaged

Works with passion and feel a profound connection Drive innovation and move the organization forward

Not Engaged Essentially “checked out” “Sleepwalking through their workday”, putting time — but

not energy or passion — into their work

Actively Disengaged Employees aren’t just unhappy at work; they’re busy

acting out their unhappiness Every day, these workers undermine what their engaged

coworkers accomplish

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Gallup, Inc. – State of the American Workplace Report 2013

Who’s 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

Millennials Early point in their careers Highest % of not engaged

suggests indifference toward work and employers

Marginally less “actively disengaged” than Traditionalists

Traditionalists Many beyond “traditional

retirement age” Engagement #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? Decision Making  

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? Decision Making  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  

How’d 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? Decision Making  

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? Decision Making  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  

How’d 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 impact Employee Well-Being

Information that helps measure human welfare in all aspects of life

Employee Development Guidance when it comes to discovering employee

talents and developing their strengths

Employee Participation (decision making) Decentralize the decision-making process and allow

employees to contribute benefit

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 day

Social Well-being: Relationships and love in your life Financial Well-being: Managing your economic life

to reduce stress and increase security Physical Well-being: Good health and enough

energy to get things done on a daily basis Community 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 strengths

Career Development Path: Are your people completing Individual Development Plans (IDP)?

Technical Development: Technical development for IT folks critical to their views on engagement

Professional 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 benefit

Transparency! Visibility: Use a steering committee to provide

employees a voice in operations and publish results Leadership Empowerment: Provide team

leadership the ability to enact decisions Feedback: Let employees know the outcome of their

recommendations and requests (both good and bad)

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Strategies: Lead vs. Lag Measures

Lead #1 Promote 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 be

Critical to pair employees up with senior or tenured members of the organization Using mentor/mentee relationships tie employees

to the 12 questions Mentor programs are NOT technical apprenticeships

Primarily 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

We’re #1… let’s keep it that way Employee Engagement is a business critical

function Understand your employees’ motivations Use the Areas of Impact to focus your efforts on

your leadership teams Investigate which strategies will work for your

organization Not a “one size fits all” approach

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