PowerPoint Presentation

The Power of Employee Engagement

Bob LavignaAssistant Vice Chancellor - HRUniversity of Wisconsinrlavigna@ohr.wisc.edu1

2What Well CoverWhat is employee engagement?Why does it matter?How do we know if our employees are engaged?How have organizations achieved high levels of engagement?How to get started

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Available through Amazon and Barnes & Noble4Key Take-Aways

Employee engagement mattersEngagement levels are lowBut can be improvedEngagement should be measuredSurvey results must be acted onEngagement is not just an initiative or programHR has critical role champion, facilitator and model

5Our Aging Workforce6What is Employee Engagement?Heightened connection to work, organization, mission or co-workersBeyond job satisfaction or happinessPersonal meaning in workPride Belief their organization values themMore likely to go above minimum and provide discretionary effort.

7Goe for customersVolunteers ideasWorks hard and smart Doesnt quitCalls in sick only when illStays alert to safety hazards.

Discretionary Effort

Go extra mile for customersVolunteer ideasWork hard and smart Dont quitCall in sick only when illStay alert to safety hazards.8

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Why Does Engagement Matter?10

11Power of Employee Engagement-70%-60%-50%-40%-30%-20%-10%0%10%20%30%AbsenteeismTurnover (high-turnover orgs))Turnover (low-turnover orgs)Lost or stolen inventorySafety incidentsCustomer scoresProductivityProfitabilityKey Performance Indicators Top- and Bottom-Quartile Work Groups

12What About in Government? U.S. Merit Systems Protection Board

Better success achieving strategic goalsHigher retentionLess missed timeFewer EEO complaints13Governing/ADP/IPMA-HR

Engaged public sector employees:Twice as likely to stay in current job2.5 times more likely to feel they can make a difference2.5 times more likely to recommend their workplace to othersThree times as likely to report being very satisfied in their jobs.14Towers WatsonStatementHighly engaged (% agree)Moderately engaged (% agree)Disengaged (% agree)I can impact quality866132I can impact cost593721I can impact customer service72502815DeloitteHigher levels of engagement drive:Improved employee performance to support missionMore collaborative and innovative work environmentsLower costs of disengagement.

16Levels of Employee EngagementWorldwide17VCFA 2013-14 Goals and Progress Measures for EIDEngagement in the U.S.18VCFA 2013-14 Goals and Progress Measures for EIDHow About in Government?IPMA-HR/ADP/Governing 58% engagedMSPB35% engaged47% somewhat engaged18% not engagedOPM Federal Employee Viewpoint Survey 65% engagedUK People Survey 58% engaged.

19Engaged Employees

Highly motivated to work hardGo the extra mileRecommend organization as good place to workStay even for less moneyHave strong relationships in organization 20On the Other Hand

Not engagedNot strongly committed to organizationFeels trappedGives bare minimum

Actively disengagedPoor relationship with organizationOnly going through the motions

On the Other Hand 21

Its About Leadership22

35% of U.S. workers polled said theyd willingly forgo a substantial pay raise in exchange for seeing their direct supervisor fired23

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How Do We Know If Our Employees are Engaged?25

Ask Them!26Engagement Survey QuestionsPride in work or workplace1. My organization is successful at accomplishing its mission2. My work unit produces high-quality products and services3. The work I do is meaningful to meI would recommend my organization as a place to work

Satisfaction with leadership5. Overall, I am satisfied with my supervisor6. Overall, I am satisfied with managers above my immediate supervisor

27Opportunity to perform well 7. I know what is expected of me on the job8. My job makes good use of my skills and abilities9. I have the resources to do my job well10. I have sufficient opportunities (such as challenging assignments or projects) to earn a high performance rating

Satisfaction with recognition received11. Recognition and rewards are based on performance in my work unit12. I am satisfied with the recognition and rewards I receive for my workEngagement Survey Questions

28Prospects for personal and professional growth13. I am given a real opportunity to improve my skills

Positive work environment and teamwork14. I am treated with respect at work15. My opinions count at work16. A spirit of cooperation and teamwork exists in my work unitEngagement Survey Questions

29Engagement Process ModelCommunicate4. Take Action1. Plan2. Survey3. Analyze5. Sustain Engagement and Resurvey30Measurement Without Targeted Action is Useless

You Said, We Did

Taking Action on Survey Data31Taking Action on Survey DataForm engagement teamsCollect additional dataIdentify priorities areas of strength and weaknessFocus on individual work unitsDevelop and implement action plansProvide education and trainingIdentify outcome measuresEstablish accountabilitiesCommunicate

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How Do We Achieve High Levels of Engagement?33Effective PracticesEngagement is everyones responsibilityIt must be a strategyLead from the topInvolve unionsHire with care; probation is part of selectionOnboard well.

34Effective PracticesSelect supervisors who can supervise and build engagementGive them training, resources and supportHold supervisors accountable for engagement

35Effective PracticesManage performanceMake sure employees know what is expected and how work links to missionMeet regularly with employeesProvide opportunities to grow and develop Hold employees accountable avoid transferring poor performersRecognize contributionsMake sure employees opinions countCreate a positive work environment respect work/life balanceCommunicateMeasure and re-measure engagement.

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37Onboarding Model

38What is HRs Role?Champion engagementFacilitate processIdentify organization-wide issues Lead action

Be a role model

Drive cultural change

39Building a Culture of Engagement

A set of accepted organizational values, behaviors, and practices that promotes increasing levels of engagement as a cultural norm 40Getting Started

Getting StartedMake the long-term commitmentCommunicate the business caseGet leaders, managers and supervisors on boardInvolve unionsPlan and communicate strategySurvey employeesFollow through41Key Take-Aways

Employee engagement mattersEngagement levels are lowBut can be improvedEngagement should be measuredSurvey results must be acted onEngagement is not just an initiative or programHR has critical role champion, facilitator and model

42Thank Yourlavigna@ohr.wisc.edu43