Employee energy measurement and energy vs. engagement

Copyright © 2015, Theresa M. Welbourne, PhD1

Assessing the Level of Energy in a Company

Theresa M. Welbourne, PhDFirsTier Banks Distinguished Professor of Business

University of Nebraska-Lincoln

Founder, President and CEO, eePulse, Inc.

Affiliated Research Scientist, Center for Effective OrganizationsUniversity of Southern California

Copyright © 2015, Theresa M. Welbourne, PhD2

The Story of Growth

Copyright © 2015, Theresa M. Welbourne, PhD

Grow and Innovate

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Why Energy?Energy defined = The ability to do work

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Growth and Innovation Require Employees Who Work


Research Story

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Initial Public Offerings

• Selected cohorts of firms by year that went IPO• 1988, 1993, 1996 (biggest year), 2011, 2012, 2013, 2014 • Case studies with firms that went public (deep dives)

“Fruit flies of management”

Data Sources =

Prospectus (archival data), Surveys to executive teams, Archival data for financial and survival status

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Diverse Samples

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The Classes of 1996 and 1993

• What happened to them? • 1996 - 38% of the firms survived as of 2006

and 22% were thriving • 1993 – 20% alive 20 years out

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Learning• FIRST – Formula for winners: Sense of urgency

high but balanced with valuing employees • SECOND –Balance = optimal energy for me

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Small Side Track Energy and Engagement

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Engagement gets you retention Proud, willing to stayHelping out, positive and friendly Employees getting what they need at workNot always doing what is needed to succeed Engagement is necessary but insufficient for high performance

Energy sustains high performance Passion, sense of urgencyMoving forward fast and fasterInnovating, moving in the right direction

Uncomfortable perhaps but successful and focused on winning

Engaged


Today’s news tells us over 70% of US workforce is disengaged

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Companies have been running annual engagement surveys

for at least 20 years and spending billions on action

plans.

What’s NOT working?

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Maybe the numbers are wrong.

What if the tools we are using do not fit

the job?

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Today’s tool of choice: Annual or every other year

engagement survey

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Do you use your annual report

to run your business?

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The annual report is a historical accounting of the company’s financial

performance from last year.

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Engagement surveys are the human capital annual report.

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Measure EnergyOptimize Employee Ability to do Work

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Energy must be measured frequently.

Trending is key for usability and predictability.

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Measurement of Energy at Work

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In Physics:

What does it take to increase temperature by one point?

At work:

What does it take for employees to be at their best,

or most productive,

energy levels?

NEED TWO NUMBERS

Working Energy Optimal Energy


First Number Working Energy

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Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.


Second NumberOptimal Energy

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1. Working Energy

2. Optimal Energy

3. (Energy 1)– (Energy 2)

ENERGY GAP

Energy Diagnostics

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6.94

7.79

-.85

What’s your Energy?



Take a Test Drivewww.asktolead.com

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http://www.asktolead.com/


Leader Energy and Performance

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Firm Performance Level

AverageGap Score

Very High -0.57High -0.54

Average -0.83Low -1.32

Very Low -1.58


Leaders are FINALLY Doing Better

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Gap is About Being in THE ZONE

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MORE GROWTH – MORE INNOVATION

Being in and staying in the zone leads to POSITIVE OUTCOMES


Why Ask to Lead?

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Ask the right kind of question to manage the company conversation. In most cases, we ask non-strategic questions that do not lead to inspirational, energizing dialogue. Ask the right questions to lead and achieve business goals.


Intervention #1

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Direction and redirection are critical for high performance


Intervention #2

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Bring the Outside In


Intervention #3

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Routinizing Randomization

October, 2012, Inc. Magazine (on line story) by Dr. Welbourne


Intervention #4Recognition

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Outcomes from Energy Pulsing• Sales improves because sales team members track energy and

learn how to prepare themselves for a successful day, week. Sales leaders share best practices.

• Leaders find hot spots in organization that need help and intervene in real time

• Predictive metrics help leaders proactively lead the business

• ROI as high as 2,000% when managers act on employee ideas that come through

• Call center turnover reduced by over 30% in 6 months

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The Magic?

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We know what to do. We don’t magically know WHEN to do it.


Questions and Discussion

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Employee energy measurement and energy vs. engagement

Business

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