2011 HR Leadership & Management Conference Neil Reichenberg IPMA-HR Executive Director.
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Transcript of 2011 HR Leadership & Management Conference Neil Reichenberg IPMA-HR Executive Director.
2011 HR Leadership & Management Conference
Neil ReichenbergIPMA-HR Executive Director
Employee Morale
Most organizations recognize their employees as their most important asset.HR is the only department that has the people of the organization as its primary mission “The right talent is the fundamental building block when it comes to creating an organization capable of innovating and changing…”
Ed Lawler, Director, Center for Effective Organizations and Professor, University of Southern California
How Are Organizations Treating Their Most Important Asset?
IPMA-HR surveys showed agencies taking the following actions to address budget issues:
Hiring freezesPay freezesReduce overtimeReduce trainingLayoffs & furloughsChange benefit plans to require more employee contributions
Employee Morale
There is anti-government sentiment fueled in part over concern with public employee pay and benefitsAlthough resources have been reduced, the workload in many instances remains the same or greaterThe public sector continues to lag the economic recoveryAll of this can lead to a decline in employee morale
Improving Employee Morale
What are organizations doing to improve morale?
Created financial dashboard that is updated monthly so employees can check on the organization’s financesStarted a career coaching program to help employees develop their career & achieve personal and professional excellence
Improving Employee Morale
What are organizations doing to improve morale?
Offered additional tools for supervisors to recognize employee contributions that are not tied to monetary rewardsCreated a web blog accessible to employees & citizens to showcase employees at their finest, with nominations from coworkers & citizens
Improving Employee Morale
What are organizations doing to improve morale?
KUDO’s program on the organization’s intranet that can be sent out by any employee, supervisor or manager to recognize good work. Each month the organization has a drawing for a pen set for all who received a KudoEmployees print them & hang them in their work area
Improving Employee Morale
What are organizations doing to improve morale?
Offer employees discounts on retail, entertainment, lodging, & restaurantsCounty sponsors teams that participate in sports with other governmentsAnnual employee recognition celebration during Public Service Recognition Week
Engagement
A state in which employees feel a vested interest in the success of the organization and are both willing and motivated to perform to levels that exceed the stated job requirements
It reflects how employees feel about the overall work experience – the organization, its leaders, the work environment & the recognition and rewards they receive
Engagement
Engagement contributes to the performance of the organization leading to improvements in service quality, customer satisfaction, retention, & productivityIt also serves the individual by fulfilling a need to be connected to worthwhile endeavors and make a significant contribution
Employee Engagement - Gallup
Gallup (www.gallup.com) has done extensive research on employee engagement
Average working population ratio of engaged to actively disengaged employees is nearly 2:1World class organizations have an engagement ratio of more than 9:1
Employee Engagement - Gallup
Gallup’s 12 elements of engagement consist of statements that best predict employee and workgroup performance:
1. I know what is expected of me at work2. I have the materials and equipment I need to do my
work right3. At work, I have the opportunity to do what I do best
every day4. In the last 7 days, I have received recognition or praise
for doing good work5. My supervisor, or someone at work seems to care
about me as a person6. There is someone at work who encourages my
development
Employee Engagement - Gallup
7. My opinions seem to count8. The mission or purpose of my organization makes me feel my job is important9. My fellow employees are committed to doing quality work10. I have a best friend at work11. In the last 6 months, someone at work has talked to me about my progress12. This last year, I have had opportunities at work to learn and grow
Employee Engagement – Blessing White Report
Released by Blessing White (www.blessingwhite.com) & is based on global survey responses from nearly 11,000 individuals & interviews with HR and line leadersWorldwide, only 31% of employees are engaged, with 17% being disengaged
Employee Engagement – Blessing White Report
Five levels of employee engagement:
Engaged – high contribution & high satisfaction – they contribute fully to the success of the organization & find great satisfaction in their workAlmost engaged – these employees are among the high performers & are reasonably satisfied with their job.Honeymooners & Hamsters – honeymooners are new to the organization or their role & happy to be there. Hamsters may be working hard, but are in effect spinning their wheels working on non-essential tasks, contributing little to the success of the organization.
Employee Engagement – Blessing White Report
Five levels of employee engagement
Crash & Burners – disillusioned & potentially exhausted, they are top producers who aren’t achieving their personal definition of success & satisfaction. They can be bitterly vocal about the organization.Disengaged – they are the most disconnected from organizational priorities, often feel underutilized & are not getting what they want from work. If they can’t be coached to higher levels of engagement, their exit benefits everyone.
Employee Engagement – Blessing White Report
Key study findings:Despite the global recession, engagement levels remained about the same since before the recession In organizations that imposed layoffs, salary & hiring freezes, employees were less likely to be engaged than the workforce at largeMore employees are considering leaving their organizations than they were in 2008There is a strong correlation between engagement levels and age, role/level, and tenure in the organization – the higher up in the organization, the more likely you are to be engaged
Employee Engagement – Blessing White Report
Key study findingsGeneration Y are among the least engagedEngaged employees plan to stay for what they give to the organization (they like their work & are able to contribute), while disengaged employees stay for what they get from the organization (secure job, desirable salary, favorable job conditions)The top drivers of job satisfaction are opportunities to apply their talents, career development, & training opportunitiesTrust in executives can have more than twice the impact on engagement levels than trust in immediate managers does Employees are more likely to trust their immediate managers than the executives in their organization
Employee Engagement – Blessing White Report
Key study findingsEmployees want more opportunities to do what they do best and more flexible job conditionsEmployees want greater clarity about what the organization needs me to do & whyEmployees want regular, specific feedback about how they are doingEngagement surveys that don’t lead to visible follow-up action may actually decrease engagement levels, so organizations should not do them unless they plan to act on the results
Employee Engagement – Blessing White Report
My Manager….
Engaged Vs. Disengaged
Encourages me to use my talents
84% 33%
Asks for and acts on my input
85% 39%
Recognizes & rewards my achievements
78% 29%
Has built a sense of belonging in our department or team
72% 22%
Employee Engagement – Mercer Study
Mercer study found that US employees are not happy and are less committed to their employers as compared to 5 years ago
One in three employees is seriously considering leaving1/5th didn’t commit to staying or leaving & are the least satisfied & engagedActions taken during the recession are cited as the cause for this shift
Employee Engagement – Mercer Study
As the economy improves, employers risk losing valued talent & face productivity and morale issues among the workers who remain40% of workers 25 – 34 are seriously considering leaving, along with 44% of employees 24 and younger
Employee Engagement – Mercer Study
Scores dropped slightly, but consistently on most other engagement-related questions
I am willing to go beyond the requirements of my jobMy work gives me a feeling of personal accomplishmentI am proud to work for my organizationI feel a strong sense of commitment to my organization
For additional information, please contact:
Neil ReichenbergIPMA-HR Executive [email protected]/549-7100