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.TRANSCRIPT
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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Agenda
#1 Engaged WorkforceEmployee EngagementWhos Engaged?Areas of ImpactStrategiesWrap up
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#1 Engaged Workforce
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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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Engaged Workforces
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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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