Moving the Needle on Employee Engagement


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Qualtrics and DDI on the Innovation Exchange

qualtrics.com/innovationexchange


Presented by Mark Phelps Senior Consultant, Accelerated Leadership Solutions September 25, 2014


Let’s talk engagement! If your last name begins with A through M … Ø Recall a time you were fully engaged and excited

about your work. Ø Enter a word or phrase in the CHAT panel to describe

how you felt about coming to work each day.

If your last name begins with N through Z … Ø Recall a time you were disengaged and not excited

about your work. Ø Enter a word or phrase in the CHAT panel to describe

how you felt about coming to work each day.


Best Practices to Move the Needle

ü  Simplify the Analytics

ü  Develop Engaging Leaders

ü  Engage the C-Suite


Engagement Basics

Establish a Baseline

Uncover Gaps


Discover Intra-Org Variances Minimum number of 8 responses &

Agencies with over 60 responses excluded

0

10

20

30

40

50

60

20% 30% 40% 50% 60% 70% 80% 90% 100%

Overall Engagement Index

Num

ber o

f Res

pons

es

Overall Engagement

Index 76.9%

© Development Dimensions Int’l, Inc., MMVIII. All rights reserved.

Data Analytics – ��The Right Balance


Q6

Q9

Q19

Are your results easy to understand?

3 to 6 Direct Engagement Q’S 1.  I am satisfied with my job. 2.  This organization inspires me to do my

best every day. 3.  I would recommend employment at my

organization to friends and family.

Correlates each Q / Driver to

Index

BLACK BOX Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Q15

Q16

Q17

Q18

Q19

Q20

Q21

40-100 Survey Q’s / Drivers

Q1

Q2

Q3

Q4

Q5

Q6

Q7

Q8

Q9

Q10

Q11

Q12

Q13

Q14

Q15

Q16

Q17

Q18

Q19

Q20

Q21

Engagement Index Computed

Our Point of View

“There is no benefit from engagement survey results until managers move beyond them.”


(and begin to focus on changing behavior!)


External Norms: Overrated?!?


Engaged vs Engaging Leaders


Source: DDI Global Leadership Forecast 2008|2009

“What are you doing, idiot?” - First-level leader, financial services company, South Africa

“I don’t have any respect for you as a supervisor.” - First-level leader, social service organization, United States

“I still do not see the potential that others have said you have.” - Mid-level leader, electronics company, Philippines

“Take notice that I will not look at you, I will not listen to you, you will do as I say when I say it. You are not important to me or this facility.”

- Senior leader, health care provider, United States

“You have the interpersonal skills of a gnat.” - Executive, energy company, Australia

Sad but true comments from leaders to leaders

Quality of Leadership

17

40% 2014

Leader Rating

38% 2011 37%

2009

25% 2014

25% 2011

HR Rating


Align Efforts with Strategy

Empowerment

Teamwork and Collaboration

Growth and Development

Support and Recognition

Focus on key aspects of each employee’s work environment that leaders can impact.

Create an Engaging Environment


Where do your leaders struggle? Which aspect of an engaging work environment do you feel your leaders struggle with most? •  Align Efforts with Strategy •  Empowerment •  Teamwork and Collaboration •  Growth and Development •  Support and Recognition


What is an Engaging Leader?

1.  Coach for Performance 2.  Manage Change 3.  Build Engagement and Trust 4.  Make Decisions and Drive Results 5.  Influence, Network, and Partner 6.  Inspire Innovation 7.  Select, Develop, and Retain Talent


How engaged is your C-Suite?

A)  Fully engaged and committed, are role models. They will hold all leaders accountable for improving engagement.

B)  Provide some support, including kickoff events, company-wide communication messages, and occasionally will agree to showing support in person.

C)  Will allow communications to go out under their name, may create a video message if you give them a script.

D)  Minimum visible and authentic support.


Reach Their Heads and Hearts


Senior Leaders are Problem Solvers! “The analytics of engagement position senior leaders comfortably outside of any engagement “problems” or “gaps,” rather than a key contributor to the current culture of engagement.”


How to Increase Involvement

1.  Make senior leaders highly visible.

2.  Constantly communicate good news.

3.  Ask for help from senior leaders and encourage their involvement.


Increase Involvement, continued

1.  Make senior leaders highly visible A.  Pre-survey communication B.  Kickoff sessions (live and recorded) C.  Encouraging participation D.  Sharing results

KEYS TO SUCCESS: !  Develop an organizational “elevator pitch.” !  Create clear and concise talking points for each activity. !  Have senior leaders share their own personal

engagement stories.


2.  Constantly communicate good news A.  Publicly appreciate “above and beyond” individual

and group efforts. B.  Showcase completed action plans. C.  Celebrate all activities that foster a high

engagement environment.

KEYS TO SUCCESS: !  Develop structured processes to collect good news. !  Quantify benefits of completed action plans (to the group

and to the organization).




3.  Ask for help from senior leaders and encourage their involvement A.  Involve senior leaders in appreciating groups that

have completed ambitious action plans. B.  Challenge each senior leader to make strides in

one engagement area, and publicly communicate this commitment.

KEYS TO SUCCESS: !  Make sure you equip senior leaders with the facts and

talking points to increase impact and reduce effort. !  Convince senior leaders that “actions speak loudest.”


Question for you …

“How much time could you ask your average senior leader to dedicate to your employee engagement initiative in upfront communication, sharing of results, taking action as an organization?” –  No time. –  5-15 minutes per week. –  15-30 minutes per week. –  30-60 minutes per week. –  Over 60 minutes per week.

How could you use that time commitment?


Engagement Scores

Action Plans

Leadership Development

Perceived Skill Gaps

Performance Management

Individual Goals

Business Goals and Strategies

Execution Plans

Where is your Focus?


Qualtrics 360

With Qualtrics 360, you can: 1.  Save time with our intuitive, point-and-click interface 2.  Configure your 360s with our flexible form

development 3.  Access real-time, customizable reports 4.  Automate management of the 360 process 5.  Integrate with your existing HRIS through our open

API

qualtrics.com/360


Qualtrics Employee Engagement��

With Qualtrics Employee Engagement, you get: 1.  Real-time results 2.  Sophisticated hierarchical reporting 3.  Individualized, custom dashboards 4.  Organizational structure 5.  Action planning 6.  Flexible form creation

qualtrics.com/ee


Questions?


Thank you.

Moving the Needle on Employee Engagement

Technology

Transcript of Moving the Needle on Employee Engagement