State of the American - nebraskahospitals.org
Transcript of State of the American - nebraskahospitals.org
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State of the American Workplace
The State of the American Workplace
ANNAMARIE MANN
Workplace Analytics Practice Manager
“The key to an organization’s growth has been and always will be its workforce.”
- Gallup’s State of the American Workplace report
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Inside the State of the American Workplace Report
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U.S Workers: Increasingly Confident and Ready to Leave
Do Employees Want What Your Workplace Is Selling?
The Real Truth About Benefits and Perks
The Competitive Advantage of Engaging Employees
A Shift in Managing Performance
A Closer Look at the 12 Elements of Engagement
Making Sense of Matrixed Teams
The Changing Place and Space of Work
Employee Engagement: A Snapshot
Copyright © 2017 Gallup, Inc. All rights reserved.
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The Workplace Is Changing
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What has changed in your ____ in
the last five years?
- organization
- workforce
- self
10-Second Introduction
1. Name
2. Hospital or Organization
3. Role or Area of Focus
4. Biggest change in last five years
Take a moment to talk with a neighbor
Discussion
Employee Expectations are ShiftingWhat employees want and need
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THE PAST
My Paycheck
My Satisfaction
My Boss
My Annual Review
My Weaknesses
My Job
OUR FUTURE
My Purpose
My Development
My Coach
My Ongoing Conversations
My Strengths
My Life
LEADER AS COACH
Only 22% of employees strongly agree that the leadership of their organization has a clear
direction for the organization.
Only 15% of employees strongly agree that the leadership of their organization makes
them enthusiastic about the future.
Only 13% of employees strongly agree that the leadership of their organization
communicates effectively with the rest of the organization.
An Urgent Need for Leadership Action
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Majority of U.S. Employees Are Not Engaged
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Data from January-September 2016
33%ENGAGED
16%ACTIVELY
DISENGAGED
51%NOT ENGAGED
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A Crisis of Engagement
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12% 13% 14% 14% 15%17%
38%
70%
26% 30% 30% 28% 29%
26%
30% 30% 29% 28% 28% 29% 30% 30% 31% 32% 33%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2017
Eng
ag
ed
Em
plo
yee
s
Best Practice Orgs
Gallup Daily Tracking
U.S.
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The Workplace Is Changing
Workers Are Feeling More Optimistic
Employees Are Hyper Connected
Workforce Demographics Are Changing
Performance Management Is Evolving
U.S. Workers Are Feeling More Optimistic …
About the Job Market
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Americans Are Feeling Better About the Job Market and What It Has to Offer
13
2012
+18 2016
+32
Gallup U.S. Job Creation Index
2012
19%2016
42%
Now Is a Good Time to Find a Quality Job
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51% of employees say they are actively looking for a new job or watching for openings.
Employees Are Looking and Leaving
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51% of employees say they are actively looking for a new job or watching for openings.
35% of workers report changing jobs within the past three years.
Employees Are Looking and Leaving
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51% of employees say they are actively looking for a new job or watching for openings.
35% of workers report changing jobs within the past three years.
91% of employees say they left their employer the last time they switched jobs.
Employees Are Looking and Leaving
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Employees Look for Fit to Role, Culture and Life
% WHO SAY THESE FACTORS ARE “VERY IMPORTANT”
1. the ability to do what they do best (60%)
2. greater work-life balance and better personal well-being (53%)
3. greater stability and job security (51%)
4. a significant increase in income (41%)
5. the opportunity to work for a company with a great brand or reputation (36%)
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Five most important attributes employees consider when deciding whether or not to take a job with a
different organization
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Career pathing and career trajectories help paint a vision for the future, but many employees aren’t
willing to wait for that future. When offering opportunities to learn and grow, don’t just offer training
courses.
• Co-develop career and personal development goals
• Help employees identify the growth they are experiencing on the job
• Provide opportunities to grow within the role
• Advocate for your employees
Development is A Critical Key in Retaining Employees
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Managers have a unique opportunity to help their employees visualize both current
and future growth opportunities.
Employees Are Hyper Connected …
Elevating the Importance of Their Experience
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What happens internally spreads externally
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Employees Rely on the Opinions of Others to Inform Their Employment Decisions
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PLEASE INDICATE THE EXTENT TO WHICH YOU USE OR HAVE USED THE FOLLOWING
RESOURCES TO LEARN ABOUT JOB OPPORTUNITES.
SOMETIMES, OFTEN OR
ALWAYS USE
%
Websites of the organizations you have interest in 77
Referrals from current employees of an organization 71
Suggestions from family members or friends 68
Online job sites (e.g., Monster, CareerBuilder) 58
Publications or online sources in your professional field 57
General web search (e.g., using Google, Bing, Yahoo) 55
Professional network site (e.g., LinkedIn) 47
Professional or alumni organization 41
News media (e.g., ads in newspapers or magazines, TV or radio ads, news reports) 39
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Majority of Employees Are Indifferent About Their Work and Workplace
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18% of employees strongly agree that employees who perform better grow faster at
their organization
21% of employees strongly agree that their performance is managed in a way that
motivates them to do outstanding work
33% of employees are engaged in their work
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The Competitive Advantage of Engaging Employees
Q01.
I know what is expected
of me at work.
Q02.
I have the materials and
equipment I need to do
my work right.
Q03.
At work, I have the
opportunity to do what I
do best every day.
Q04.
In the last seven days, I have
received recognition or praise
for doing good work.
Q05.
My supervisor, or someone
at work, seems to care about
me as a person.
Q06.
There is someone at
work who encourages
my development.
Q07.
At work, my opinions
seem to count.
Q08.
The mission or purpose of
my company makes me
feel my job is important.
Q09.
My associates or fellow
employees are committed
to doing quality work.
Q10.
I have a best friend
at work.
Q11.
In the last six months,
someone at work has
talked to me about
my progress.
Q12.
This last year, I have had
opportunities at work to
learn and grow.
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Engagement Elements That Drive Performance
Ongoing Changes Affect the Role of Management in Meeting Basic Needs
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The Gallup Q12 items are Gallup proprietary information and are protected by law. You may not administer a survey with the Q12 items or reproduce them without written consent from Gallup.
Needs Changes
Clear expectations Digitization
Materials and equipment Mobile technology
Do what I do best Matrix
Recognition Flexible scheduling
Cared about as a person Remote working
Development Job hopping
Opinions count Contingent workers
A mission or purpose
Committed coworkers
Strong social bonds
Progress discussions
Learning and growth
Publicly traded organizations that received the Gallup Great Workplace
Award experienced
4 TIMESHIGHER GROWTH IN EARNINGS PER SHARE (EPS)
than that of their competitors over the same period of time.
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Gallup estimates that actively disengaged employees
cost the U.S. $483 billion to $605 billion each year in
lost productivity.
The Staggering Cost of Active Disengagement
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CONVENTIONAL THINKING:
• Survey or program
• Emphasis on data and scores
• Favorability
• Isolated
• Happiness
STRATEGIC THINKING:
• Ongoing performance management
• Developing employees and managers
• High-bar performance predictor
• Integrated
• Ownership and well-being
vs.
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Divide in Approaches to Employee Engagement
Group DiscussionDiscuss the following questions:
• How are the changes in your workplace impacting the engagement and performance of your
employees?
• What adjustments have you made to replicate best practices in and across your organization?
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Workforce Demographics Are Changing …
Creating Untapped Opportunities
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The Workplace is Becoming Increasingly Diverse
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Millennials account for the largest generation in the workforce.
38% of the U.S. Workforce
This percentage will continue to climb as
baby boomers retire.
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Understanding Millennials
Everything in your organization, from performance to servicing your customers to stock price,
depends on deepening your understanding of how millennials live, work and spend their money.
Unattached Unconstrained Idealistic Connected
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Millennials Are The Most Racially and Ethnically Diverse Generation
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Identify as
Non-Hispanic White
MILLENNIALS
54%GEN XERS
64% BABY BOOMERS
77% TRADITIONALISTS
85%
Identify as Hispanic,
Non-Hispanic Black,
Asian, Other and
Undesignated
MILLENNIALS
47%GEN XERS
36% BABY BOOMERS
23% TRADITIONALISTS
15%
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Organizations are not as homogenous as they once were
Millennials Have Received the Most College Education
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Some College
MILLENNIALS
26% GEN XERS
23% BABY BOOMERS
24%TRADITIONALISTS
21%College Graduate
MILLENNIALS*
21% GEN XERS
20% BABY BOOMERS
17%TRADITIONALISTS
11%
Level of Education
*Based on millennials ages 21 and older
The Least Engaged Generation
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71%of millennials are either not engaged or
actively disengaged in the workplace. 16%of millennials are actively
disengaged in the workplace.
55%of millennials are simply “not
engaged” in the workplace.
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Millennials as Job-Hoppers
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21%have changed jobs within
the last year.
50%plan to be with their company
one year from now.
6 in 10are open to different job
opportunities.
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How to Engage and Leverage Your Millennial Workers
Clarify Expectations and Priorities
Have Ongoing Feedback and Communication
Provide Opportunities to Learn and Grow
Create Accountability and Purpose
Performance Management is Evolving …
Creating a Shift in How Employees Need to be Managed
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of employees
strongly agree their
performance is
managed in a way that
motivates them to do
outstanding work.
21%
A Disruption in Traditional Performance ManagementTwo Forces
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DISAPPOINTING RETURN ON
INVESTMENTCHANGES IN THE WORKFORCE
Costly to the organization
Disengaging
Does not improve performance
Serves as a barrier to development
Constant changes in technology
Globalization
Overwhelming information flow
Changes in the workforce
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As Gallup studied the annual review, it found five flaws in the traditional annual performance review approach. Gallup’s analysis
reveals that employees’ aversions to ratings, rankings and manager judgment are strongly tied to five obstacles:
Traditional Approaches Rely Too Heavily on The “Annual Evaluation”
The Five Pitfalls of the Annual Review
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1 Infrequent Feedback
2 Lack of Clarity
3 Manager Bias
4 Adverse Reactions to Evaluation and Feedback
5 Misplaced Focus on Pay Incentives
The Current State of Performance Management
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UNIFORMED
MANAGERS 34% of employees strongly agree that their manager knows what projects and
tasks they are working on
INEFFECTIVE
PERFORMANCE
COACHING23% of employees strongly agree that their manager provides meaningful
feedback to them
DISENGAGING
PERFORMANCE
REVIEWS14% of employees strongly agree that their performance reviews inspire them
to improve
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Key Reasons Why Performance Management is Suffering
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1Unclear and misaligned
expectations
2Ineffective and infrequent
feedback
3Unfair evaluation practices and
misplaced accountability
Many employees are not motivated to perform to their full potential.
Effective performance management must equip, inspire and improve performance.
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The Shift to Performance Development
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Traditional Performance Management
Occurs annually
Evaluations are based on performance ratings
Focused on fixing or addressing weaknesses
Top-down cascading of goals from leaders to individual
contributors
Primarily evaluates past behaviors
Top down, led by manager
Aimed at comparing employees for sake of compensation
Gallup’s Approach to Performance
Development
Continual performance conversations
Progress reviews based on clear expectations and accountability
Focused on leveraging strengths
Aligning individual goals with team goals and organization’s
objectives
Coaching focused on recognizing successes and reaching future
achievements
Collaboration between manager and employee
Aimed at individualizing expectations and development
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46
Gallup’s Performance Development Cycle
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Establish Expectations Lead Ongoing Coaching Conversations Create Accountability
1 2 3 4 5Role and
Relationship
Orientation
Quick
ConnectCheck-In Developmental
CoachingProgress
Review
Ongoing Coaching Conversations should be frequent, focused, and future-oriented.
Conversations should address expectations, successes and barriers.
CULTIVATING INDIVIDUALIZED DEVELOPMENT
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Coaching Conversations RoadmapFive Conversations That Drive Performance
Examples of How Organizations Are Beginning the Transformation
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Multiple Paths
Assessing the current state within the company
Introducing new manager development curriculum and
expectations
Adjusting performance metrics and management practices for
critical roles
Full Scale Transformation
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The Workplace Is Changing
Q&A
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