Creating and Maintaining an Engaged Team
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Creating and Maintaining an Engaged Team
A Program for Managers
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1. What is Engagement and Why it Matters
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Misconceptions of Employee Engagement
Employees don’t want to be engaged
It’s all about hiring
engaged employees
Once engaged, always
engaged
Managers are fully responsible
Engagement is enough
Intimidation is effective
Fear promotes engagement
Improving engagement is
costly
Paying more increases
engagement
It is possible to make everyone
happy
It is possible to create an ideal working
environment
It’s HR’s job
It’s the same as satisfaction
and/or happiness
Those who stay are more
engagedEngagement is a fad, and does not matter because _____ will never change
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Your team:• How many
paddlers?• How many
passengers?• Anyone sinking the
boat?
http://employeeengagement.com/building-business-case-employee-engagement-infographic/
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10 Ways to Spot an Engaged Employee
Engaged employees are:1. Obvious2. Authentic3. Receptive4. Involved5. Proactive6. Energized7. Achievers8. Advocates9. CEOs – Chief Engagement Officers10. In demand
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Engagement Satisfaction“Employee engagement is about employees’ commitment and connection at work …[what, who and what conditions] are motivating them to work harder.”
“Job satisfaction refers to how employees feel about their compensation, benefits, work environment, career development and relationship with management.”
Employee Engagement Defined
2011 Employee Job Satisfaction and Engagement Report by SHRM
If you are engaged, you are most likely satisfied with your job.
But, if you are satisfied with your job, you are not necessarily engaged.
Engagement influences how hard someone will work and how long they will stay with an organization.
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2. Identifying Qualities of an Engaged Leader
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Cornerstone on Demand, Inc. csod-cp-leadership-022014
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Manager Engagement – Where are YOU? x
Note: Professional employees are defined in Aon’s database as non-hourly, non management individual contributors.
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Did You Know...
Source: Aon Hewitt.
DISCLAIMER: Managers may not realize that
they themselves are not engaged!
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What Are We Missing?
Watch and keep a silent count of the number of passes of the ball made by the people in white
shirts.
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7 Keys to Help YOU Stay Engaged
1. Self-Awareness 2. Focus on perspectives3. Seek grow opportunities4. Offer constructive suggestions5. Coaches need coaches6. Keep a positive attitude—“Attitude of
gratitude”7. Energy source
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3. The Leader’s Role in Creating and Maintaining
Engagement
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Employee Retention Employee Productivity
The cost of replacing a worker is significant, for example: An employee with a
salary of 30K costs 41% of the annual salary to replace
An employee with a salary of 70K costs 175% of the annual salary to replace
Under poor managers, workgroups are an average of 50% less productive and 44% less profitable than well managed groups. - HR Focus
Approximately 33% of employees rate their bosses or supervisors as fair to poor.
- HR Planning
Two General Challenges
Info. Compiled by Corp. Leadership Council , 2005
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Engagement is Rooted in Commitment
Two types of commitment: Rational commitment—the extent to which staff believe that
managers, teams, or organizations have their best interests in mind (financial, developmental, or professional)
Emotional commitment—the extent to which staff value, enjoy, and believe in their jobs, managers, teams, and organizations
Commitment focuses on and is derived from: Day-to-day work The team The direct manager The organization
Commitment influences discretionary effort (performance) and intent to stay (retention)
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Engagement Cycle: Head, Hand, Heart
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Disengaged Passive Moderately Engaged Highly Engaged0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
14%
23%
39%
25%
14%
25%
37%
24%19% 21%
39%
22%
Penn OverallUniversities NormTri State Regional Norm
Engaged
Not Engaged
Where to Focus Efforts
2013 Engagement Survey Data
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Disclaimer: The Poor Performer
• Leaders can do everything “right” and not create an engaged culture – employees have a role
• Employees’ engagement is complicated and involves five aspects of their life: career, relationships, health, finances, and spirituality.
• Don’t confuse disengaged employees with poor performance!
How can you tell the difference?
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4 Reasons Why People Fail
People fail because they lack one of the four things:1. Skill – Have they been trained to do the
job?2. Knowledge – Are expectations and
consequences clear?3. Resource – Does the person have what
they need to do the job?4. Motivation (or Will) – What have you done
to motivate the person?
Source: Engaged Leadership, Clint Swindall
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4. Discover Actions to Create Engagement
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Engaged Leadership | 12 Lessons
Motivational
Directional Organizational
Character CoreVision and Buy-In
Direction is typically set by the C-suite. Managers have the responsibility of establishing buy-in. Idea is to get everyone to agree and feel part of the bigger picture ->“Consensus”.
InspirationMust make sincere efforts to recognize and inspire staff. Make people want to achieve the vision.
Source: Engaged Leadership, Clint Swindall
TeamDevelop the team to realize the vision.
Success with Engaged Leadership is less about what you know, and more about what you do.
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Lessons for Directional Leadership
1. Recruit support from the highly engaged This group is critical to success -> typically carry much of
the workload and have influence over those in the middle.
2. Prepare the organization for change. Need to go into it united as a team.
3. Let them know how they contribute. Need to communicate expectations and consequences.
4. Constantly communicate progress. How we are doing in pursuit of vision.
Directional
Source: Engaged Leadership, Clint Swindall
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Lessons for Motivational Leadership
5. Lead with positive motivation Give employees something to run towards.
6. Celebrate small successes. We often do not celebrate enough.
7. Encourage life balance for all employees. Work with staff when they need it. Be careful not to make
decisions based on what someone did for you.
8. Create a fair work environment. Be consistent (and fair) in the consequences you give.
Source: Engaged Leadership, Clint Swindall
Motivational
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Lessons for Organizational Leadership
9. Identify and position the appropriate talent. Responsibility to develop the team so that the organization is bigger than
certain employees.
10. Build a bridge between the generations. We all grew up at different times and our values are different. Need to adjust
to that and not allow generational differences to get into the way.
11. Move toward real empowerment. For this to work, need to have a culture that allows people to fail without the
fear of being knocked down. Employees need information in order to take on more responsibility. STOP solving all of their problems – coach them instead to build
independence.
12. Establish a strategy to maintain success. “Succession Plan” – have a responsibility to ensure life goes on without us, and
that the good work is carried onSource: Engaged Leadership, Clint Swindall
Organizational
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Character Core
It’s a bad assumption that character does not matter – even here at Penn
Either you have character or you do not – there is no on off switch
Leaders are faced with options and opportunities every day and make decisions based on a set of values
Those decisions are either ethical or not Ethics is not a business issue, it’s a personal issue Employees watch their leaders more than leaders
realize. Congruency is KEY. People may not consciously choose to be unethical, but
it happens.
Source: Engaged Leadership, Clint Swindall
xCharacter Core
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Activity: Actions to Improve Engagement
In your table groups, brainstorm ways you can create/improve employee engagement in your school or center.
Be prepared to share your ideas!
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5. The University’s 2013 Engagement Survey
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29Engagement
DriversEngagement
Behaviors
OPPORTUNITIESTOTALREWARDS
PEOPLE
WORKQUALITYOF LIFE
INSTITUTIONPRACTICES ENGAGEMENT
• Senior Leadership
• Supervisor
• Coworkers
• Valuing People
• Customers
Learning and Development Career Opportunities
• Work tasks• Sense of Accomplishment• Resources• Work Processes• Innovation
Work/Life Balance
• Policies/ Practices
• Managing Performance
• Organizational Reputation
• Diversity• Safety• Brand
Alignment
Recognition
SAY
STAY
STRIVE
Engagement: Drivers of Behavior
Source: Aon Hewitt
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Placing Penn’s Engagement Score in Context
Penn Overall (64%) Univerisites Norm (61%) Tri-State Regional Norm (61%) US Best Employer Norm (83%)
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Engagement Drivers—Areas for Follow-up Action (Key Driver Analysis)
Penn Overall – Areas to Improve
Penn Overall – Areas to Sustain
Sense of Accomplishmen
tCustomers Valuing
People
CareerOpportunities
Managing Performance
WorkProcesses Innovation
WorkTasks
Aon Hewitt’s Rank is provided for comparison purposes. The number represents the ranking of this particular Improve or Sustain driver out of 17 (Tri-state) and 11 (Universities) total drivers in Aon Hewitt’s database.
Aon Hewitt Universities Rank: 1
Aon Hewitt Tri-state Rank: 1
Aon Hewitt Universities Rank: 2
Aon Hewitt Tri-state Rank: 2
Aon Hewitt Universities Rank: 4
Aon Hewitt Tri-state Rank: 5
Aon Hewitt Universities Rank: N/A
Aon Hewitt Tri-state Rank: 3
Aon Hewitt University Rank: 1 (tie)
Aon Hewitt Tri-state Rank: 1
Aon Hewitt University Rank: 7 (tie)Aon Hewitt Tri-state Rank: 5
Aon Hewitt University Rank: 1 (tie)
Aon Hewitt Tri-state Rank: 2
Aon Hewitt University Rank: 7 (tie)Aon Hewitt Tri-state Rank: 7
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Group Poll
What has been done at your school or center in response to the 2013 Engagement Survey results?
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6. Developing a Plan for the Next Engagement Survey
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Action on Top Drivers—Key Considerations
When determining actions to take in order to increase engagement, consider these 3 key elements:
1.More is not Necessarily Better2.Keep your Eyes on the Prize3.Don’t Neglect Successes
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Do
Spend time with the data to understand the “story”
Communicate results as soon as you can (within timeline)
Be honest and up front
Enlist the help of others to take action and use the resources on
the website
Focus on a limited number of issue areas
Dedicate time to presenting results
in person to as many in your University as you can
Don’tJump to conclusions (or an
action plan) too quickly
Be defensive about the scores
Be afraid to say “I don’t know”
Try to address action planning—and implementation—on your
own
Take on too many priority areas, even if scores are low
Search for the sources of disappointing data
Do’s and Don’ts
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Beware of these challenges as you seek to understand results and take action.
Symptom Issue“I have only 17 more ways I’d like to run the analysis.” Analysis paralysis
“We have selected 12 issues to work on.” Over-committing
“Survey? Oh yes…I never heard the results.” Under-communicating
“I’ve looked over the results for a whole 10 minutes…now I’m ready to action plan.”
Jumping to action planning
“We’ll tell staff what to do about the results.” Under-relying on staff
“Staff will tell us what to do about the results.” Over-relying on staff
“I have an open-door policy…from 7:00 to 7:30 every Tuesday morning.”
Not being open to feedback
Challenges of Post-Survey Results x
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Preparing for the Next Survey
1. Put a plan together List ideas you have for when you get the results from the
next survey. Set a date/time to meet and discuss the action items
further.
2. What things will you do to increase your engagement? Tip: Set SMART goals.
3. Assess the engagement level of you and your team.