hardwiring excellence! - flfen.org
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Hardwiring Excellence!
The Missing Link:
Teacher & Employee Engagement
May 17, 2016
Dr. KK Owen, Leader Coach
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What do we know about employee engagement?
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What does research tell us?
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Lack of Teacher Engagement = 2.3 Million Missed Days
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Recognizing Engagement & Disengagement
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A recent meta analysis of employee engagement studies
published in the Journal of Applied Psychology found that…
What does the evidence say?
1. Harter, J.K., Schmidt, F.L., & T.L. Hayes. (2002). Business-unit-level relationship between employee satisfaction,
employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), pages 268-279.
High employee engagement is positively
correlated with:− Increased customer satisfaction
− Increased productivity
− Increased results
− Reduced employee turnover
− Reduced absenteeism
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According to surveys conducted by Gallup, organizations with
highly engaged employees enjoy:
What does the evidence say?
Gallup, Inc. (2015). Retrieved from: http://www.gallup.com/services/169328/q12-employee-engagement.aspx
65% less turnover in low-turnover
organizations
25% less turnover in high-turnover
organizations
37% less absenteeism
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Who are your “Irreplaceables”?
tntp.org
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Is it possible to replace an Irreplaceable?
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The Role of the Leader in Engagement
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Mary Jo Raczkowski-Shannon
Principal, Hunt Elementary School
Jackson Public Schools, Michigan
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• Inspired by his/her organization
• Willing to invest discretionary effort
• Likely to recommend the employer
• Planning to stay for the foreseeable future
Are you an “engaged” leader/teacher/employee?”
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How Engaged Am I? Team Member Self-Assessment
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Educational Framework:
Evidence-Based LeadershipSM
Scorecard
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Organizational Flywheel
Always Actions
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Employees want to have purpose, do worthwhile work
that makes a difference. This truth is at the heart of
our drive to lasting results.
Results That Last, Quint Studer, Chapter 4, Pg 55
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• A good relationship
• Approachability
• Willingness to work side by side
• Efficient systems
• Training and development
• Resources to do the job
• Appreciation
What are Employees Looking For in Their Leaders?
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Why do employees leave?
• The job or workplace was not as expected
• The mismatch between job and person
• Too little coaching and feedback
• Too few growth and advancement opportunities
• Feeling devalued and unrecognized
• Stress from overwork and work-life imbalance
• Loss of trust and confidence in senior leaders
The 7 Hidden Reasons Employees Leave - Leigh Branham, 2005
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How Can We Maximize Engagement?
Know your Employees-Engagement Status
Re-recruit High Performers
30/90 Day Retention Conversations
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Loyal
Want to be aligned
Skeptical
Naysayer
Quadrant 1
Quadrant 2
Quadrant 3
Quadrant 4
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Diagnosing Engagement Levels
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High Performer Conversation
• Re-recruit-outline why they are so
important
• Tell them where the organization is going
• Recognize-thank them for their work
• Ask-What can I do for you?
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The 30 Day Retention Conversation
• How do we compare with what we said?
• What is working well?
• Are there any individuals who have been helpful to you?
• What ideas for improvement do you have?
• Is there any reason why this is not the right place for you?
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The 90 Day Retention Conversation
Same Questions + 1
• Focus
– Relationship
– Recognition
– Intellectual Capital
– Retain and
– RECRUIT!
Do you know of other
candidates that would be
good employees for PMC?
Do you know of other
candidates that
would be good for
our organization?
Your idea saved
our staff a lot of
time. Thank you for
being part of our
team!
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Why should we implement 30/90 Day Meetings?
• Focus attention on new employees-invest in their success
• Check onboarding processes for the purpose of
improvement
• Reward and Recognize employees who have been helpful
to new employees
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Hardwiring the Process: 30 and 90-day meetings
• 30-day Meeting process
– Hardwire into your calendar at the time of offer
– Keep notes —use to prepare for 90-day meeting
– Follow up on information received
– Make meeting outcome oriented… not activity!
• 90-day Meeting process
– Hardwire into your calendar at time of offer
– Part of the 90 day evaluation
– Review notes with HR and Director in next 1:1 if needed
– Follow up on information received
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“Vision without execution
is hallucination.”
—Thomas Edison
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“Always bring it
back to values..."
— Quint Studer
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Thank you for your engagement today!
Contact Information:
www.studereducation.com
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