• First coined in 1990 by William A. Kahn• Gallup refined it in the mid-90’s and

established the famed Gallup-12

Employee Engagement

• Key Measures– The extent to which employees are likely to put forth

discretionary effort, – The degree to which employees intend to stay with the

organization, and – More recently, the likeliness employees are to be a “brand

advocate” for the company.• The measure has been used extensively for decades, has

become the standard-bearer to workplace effectiveness, and has quite nearly become a commoditized business

Gallup - 12

• I know what is expected of me at work.

• The mission or purpose of my company makes me feel my job is important.

• I have a best friend at work.

Example

Firm XYZ

Law Firms

• Individual fulfillment• More work accomplished• Improved organizational results• “You know it when you see it”

Upsides of Engagement

• Not moving the needle• Treating employees like

cogs• Focusing on the wrong

thing• Lacking a system-wide

approach

Downsides of Engagement

• Culture is the collection of words, actions, thoughts, and “stuff” that clarify and reinforce what is truly valued inside an organization

• Culture should connect what is valued to what drives success

Culture fuels Engagement

Employee engagement is the result of a STRONG culture, not an ends to itself.

Culture Strength Assessment▪ DIGITAL▪ CLEAR▪ FLUID▪ FAST

• Understanding how your employees perceive and experience your organization’s values, behaviors, and actions is a crucial first step to driving alignment in your workforce.

•There is no such thing as “best place to work” or “one recipe for success.”

• Assessing fit is a two-way street; both sides need meaningful data to make informed decisions; and most organizations aren’t good at sharing their true story

Employer Profiling - TruWork

• Once you know “who you are,” you’re in a much better position to:– Identify which aspects best represent your essence– Share your story in a much more open, authentic, and

meaningful way with those who want to hear it– Authenticity leads to credibility which leads to trust– Attract those people who are drawn to your essence and

driven by the “way you work” – Identify opportunities to tweak “who you are” toward

“who you want to be”

Understand and Share

What it measures•Builds trust; demonstrates integrity; shares information openly; communicates clearly and truthfully; is comfortable with emotionTransparency

•Orchestrates diversity and promotes authenticity; fosters respect and support; facilitates open participation and inclusion; creates a sense of ownershipInclusion

•Invests-in, leverages, and exploits current technology, next generation tools & business practices; is digitally savvy; willing to be early adoptersTechnologies

•Removes obstacles, distributes control, & responsibility; employs clean processes and systems; change is fluid; actions are timely and speedyAgility

•Facilitates exchange, interaction, and collaboration; believes that they are better together than alone; shares knowledge and credit; relationship-centricCollaboration

•Pays attention to unique (internal & external) user needs; anticipates shifting landscape/market and then adapts; creates customized solutions for clients and for employeesSolutions

•Encourages and rewards innovation; provides challenging work; takes risks; fuels creativity; comfortable with mistakes; compelled by what is or what might be nextInnovation

•Teaches, develops, rewards; champions for health and welfare; facilitates pursuit of passion; gives back; stewards to a shared prosperityGrowth

The degree to which these values, behaviors, and actions are experienced

How your key dynamics play out on

the evolutionary continuum of

“traditional” to “future”; each place on that continuum implies something about how

you work and how your employees experience

it.

Your profile & storylines, example8 Dynamics, 3 Narratives, 6,500+ Permutations to Individual

Employer Profiles

Pulse Polling Sentiment AnalysisSurveys360 Reviews

Feedback Platform

Organization Chart

Analytics

Analytics - Filter

Thank you for your time!

Questions?