Best Practices in Creating Employee Engagement
Transcript of Best Practices in Creating Employee Engagement
How to really drive employee engagement
bamboohr.com payscale.com
How to really drive employee engagement
bamboohr.com payscale.com
Rusty LindquistV P H C M S T R A T E G Y &
I N T E L L E C T U A L P R O P E R T Y
A T B A M B O O H R
Mykkah HernerM O D E R N C O M P E N S A T I O N
E V A N G E L I S T
A T P A Y S C A L E
How to really drive employee engagement
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Differentiation by Innovation
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A Fierce Economy
GLOBALIZATIONhas shrunk the world
TECHNOLOGYhas leveled the playing field
LOW ENTRY BARRIERhas increased startups
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"HR today sits smack-dab in the middle of the most compelling competitive battleground
in business”
Matthew D. BreitfelderHBR: “Why did we ever go into HR”
How to really drive employee engagement
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Commoditization of Innovation
SUSTAINING DIFFERENTIATION TODAYis less about
WHAT YOU DOWHO YOU ARE
and more about
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Focus on Who You Are
PEOPLERelentlessly attracting, inspiring, and empowering great people.
CULTURECreating a great place to work,so great work can take place.
Don’t just focus on what you do
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HR needs to be less optimized around processes, policies, and procedures, and more around people, productivity,
and performance.
Ram CharanBest-selling Author, Business Advisor
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70% of American workers are “not engaged” or are
“actively disengaged”
- Gallup, 2013
40% of employees are passively or actively
disengaged.
– Aon Hewitt, 2012
v70% v40%
51% of employees were still ‘not engaged’, and 17.5% were ‘actively disengaged’
– Gallup, 2014
It’s all about engagement
v51%
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What is engagement ?
“emotional involvement or commitment”
Merriam Webster
"an employee's involvement with, commitment to, and satisfaction with work.”
Schmidt et al., 1993
How to really drive employee engagement
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Impact on resultsEngaged employees have higher impact on Key Business Drivers
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Employees who perceive a ‘fair and
transparent pay practice’ have lower
intent to leave and higher satisfaction
PERCENT OF RESPONSES
LOW AVERAGE HIGH
50% 31% 19%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
1 2 3 4&5
% Responses with Intent to Leave % Responses with High Satsifaction
16 ELEMENTSof engagement, satisfaction, and performanceObjective
Know where you’re going
Ob
The building blocks of highperforming people, cultures,
and organizations.Alignment
Doing work that fits
Al
Plan
Knowing how to move forward
Pl
Leadership
Having a mentor or guide
Le
Space
What you need to progress
SpContribution
Having an impact
Co
Growth
Mastery and progress
Gr
Score
Measuring Progress
Sc
Meaning
Finding fulfillment
Me
Momentum
Having inertia
Mo
Identity
How you see yourself
Id
Value
Total rewards
Va
Investment
Having skin in the game
In
Relationships
People and connections
ReEnvironment
Culture, cues, ecosystem
EnRenewal
Restoration and balance
Rn© Rusty Lindquist
How to really drive employee engagement
bamboohr.com payscale.com
Having a clear destination, a cause, and caring about it.Objective
Knowing where you’re going
Ob ObjectiveOb
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Being tasked with work we can succeed at.Alignment
Doing work that fits
Al AlignmentAl
Competency
Opportunity Passion
The sweet spot
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Knowing next steps, or how to move forward.Plan
Knowing what to do
Pl Plan Pl
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Having what you need to move forward.Space
Having space to work
Sp Space Sp
AutonomyOwnershipPermission
Trust
Point me in the right direction then get out of my way.
EmpowermentInfluenceToolsInfluence
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Getting things done and feeling like you’re making a difference.Contribution
Having an impact
Co Contribution Co
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Being able to measure progress, impact, and be accountable.Score
Measuring progress
Sc Score Sc
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Having momentum, a sense of inevitability, and moving forwardMomentum
Having inertia
Mo Momentum Mo
We tend to be carried forward in life
by the inertia of our past.
People in motion tend to stay in motion, people at rest tend to stay at rest.
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Feeling like you have skin in the game, or something to lose.Investment
Having skin in the game
In Investment In
Loss Aversion
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Feeling like you’re gaining mastery, progressing personally or professionally.Growth
Mastery & Progress
Gr GrowthGr
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Finding meaning, fulfillment, and purpose in what you do.Meaning
Finding fulfillment
Me MeaningMe
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Feeling appreciated, valued, and adequate rewarded for your effort.Value
Total rewards
Va ValueVa
Rewards Recognition Compensation
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Knowing who you are, what you’re capable of, and believing in yourself.Identity
How you see yourself
Id IdentityId
Functional Fixedness
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Knowing who you are, what you’re capable of, and believing in yourself.Identity
How you see yourself
Id IdentityId
Beliefs
Results Behaviors
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Knowing who you are, what you’re capable of, and believing in yourself.Identity
How you see yourself
Id IdentityId
We tend to move towardour most dominant
thought processMaxwell MaltsPsycho Cybernetics
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Knowing who you are, what you’re capable of, and believing in yourself.Identity
How you see yourself
Id IdentityId
The two most important days in your life are the day you are born, and the day you
find out why.
— Mark Twain
Whether you think you can,or you can’t, you’re right.
— Henry Ford
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Having someone who believes in us, challenges us, and shows us the way.Leadership
Having a mentor or guide
Le Leadership Le
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Having connection and relationship with people you care aboutRelationship
People and connections
Re Relationship Re
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Having surroundings that support and enable our efforts.Environment
Culture, cues, & ecosystem
En Environment En
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Having surroundings that support and enable our efforts.Environment
Culture, cues, & ecosystem
En Environment En
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Finding restoration and renewal through balance and moderation.Renewal
Restoration and balance
Rn Renewal Rn
16 ELEMENTSof engagement, satisfaction, and performanceObjective
Know where you’re going
Ob
The building blocks of highperforming people, cultures,
and organizations.Alignment
Doing work that fits
Al
Plan
Knowing how to move forward
Pl
Leadership
Having a mentor or guide
Le
Space
What you need to progress
SpContribution
Having an impact
Co
Growth
Mastery and progress
Gr
Score
Measuring Progress
Sc
Meaning
Finding fulfillment
Me
Momentum
Having inertia
Mo
Identity
How you see yourself
Id
Value
Total rewards
Va
Investment
Having skin in the game
In
Relationships
People and connections
ReEnvironment
Culture, cues, ecosystem
EnRenewal
Restoration and balance
Rn© Rusty Lindquist
How to really drive employee engagement
bamboohr.com payscale.com
The key to sustainable competitive advantage is the optimization of human
capital; attracting, inspiring, and empowering great people.
How to really drive employee engagement
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Immediate Actions
Decide to measure engagementUse the model to frame 1:1’sUse the model to triage underperformanceTrain managers and executives on what to look
for
How to really drive employee engagement
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Thank you!BambooHR
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Download our free 2016 Compensation Best Practices Report athttp://www.payscale.com/cbpr
PayScale
How to really drive employee engagement
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Rusty LindquistV P S T R A T E G I C H R I N S I G H T S
B A M B O O H R
@ r u s t y l i n d q u i s t
r u s t y @ b a m b o o h r . c o m
w w w. l i n k e d i n . c o m / i n / r u s t y l i n d q u i s t
Mykkah HernerM O D E R N C O M P E V A N G E L I S T
P A Y S C A L E
@ m y k k a h _ h e r n e r
M y k k a h H @ p a y s c a l e . c o m
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