Employee Engagement A study of employee engagement at Topaz ...
Redefining Employee Engagement - Northeast Ohio …...REDEFINING EMPLOYEE ENGAGEMENT Kristy Frieden,...
Transcript of Redefining Employee Engagement - Northeast Ohio …...REDEFINING EMPLOYEE ENGAGEMENT Kristy Frieden,...
OBJECTIVES
• Determine the difference between engagement and satisfaction
• Understand the key drivers of employee engagement
• Identify specific management behaviors that can increase engagement levels and productivity of your employees
37% 50%
Engaged Not Engaged Actively Disengaged
These employees are loyal
and psychologically committed to the
organization. They are more productive and
more likely to stay with their company for at least
a year.
These employees may be
productive, but they are
not psychologically connected to their
company. They are more
likely to miss workdays and more likely to leave.
These employees are
physically present but are
psychologically absent. They are unhappy with their
work situation and insist on
sharing this unhappiness
with their colleagues.
13%
SATISFACTION VS. ENGAGEMENT
• Satisfaction- The degree to which my personal needs are met by my work experience; by how I’m treated and what I experience in the workplace.
• Engagement- The broader connection between my own understanding of my unique strengths and my purpose, and how I connect to the organization.
SAY - STAY - STRIVESource: Talent Management article, June 14, 2013 “Satisfaction vs. Engagement: Human Psychology Plays a Part” by Deanna Hartley
Strengths..
Help us to do our best
Give us the greatest sense of meaning
Allow us to enjoy our lives to the fullest
Give us a deeper sense of connection
Increase our satisfaction and joy in all
domains of life
Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.
STRENGTHS SPOTTING
Rising inflection
Rapid speech
Better posture
Wide eyes, raised eyebrows
Smiling and laughing
Increased hand gestures
More fluent speech
Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.
TAPPING INTO STRENGTHS
1. What is an activity/skill that you are
really good at?
2. How do you feel when you are doing it?
3. What have you been recognized for
doing really well?
4. What activities/projects
do you look forward to
to doing?
Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.
RELATIONSHIP TIPS
• Treat every employee with dignity and respect
• Make deposits into their emotional bank account
• Magic ratio
• Get to know what motivates them
• Remind people who they are when they are at their best
• Focus on what is going right
FOUR WAYS TO RESPOND
Passive Constructive
Active Constructive
Active Destructive
Passive Destructive
Source: Seligman, Martin (2011). Flourish, A Visionary New Understanding of Happiness and Well-being
DRIVERS, NEEDS & BEHAVIORS
Drivers- Strengths Relationships Safety
Need- Know Me Hear Me Equip Me
Behavior- Ask questions
Pay attention
Actively listen
Minimize distractions
Provide
resources
Set/manage
expectations
Need- Help Me See My Value Care About Me Challenge Me
Behavior- Identify strengths
Utilize strengths
Acknowledge life
outside of work
Show appreciation
Develop
Provide
opportunities
KEY TAKEAWAYS
• Determine the difference between engagement and satisfaction
• Understand the key drivers of employee engagement
• Identify specific management behaviors that can increase engagement levels and productivity of your employees
Kristy Frieden, Facilitator, Coach, Mediator
440-829-4664 [email protected]
www.positiveperformance.us.com