Keys to organizational effectiveness the importance of engaged employees
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Keys to Organizational Effectiveness: The Importance of Engaged Employees. Your Speaker Today. Mike Phillips Director of Feedback Strategy Cvent Web Surveys [email protected] Employee “Engagement” Defined. Employee Engagement Study, July 2012.

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Keys to organizational effectiveness the importance of engaged employees

Keys to Organizational Effectiveness: The Importance of Engaged Employees


Your speaker today

Your Speaker Today

Mike Phillips

Director of Feedback Strategy

Cvent Web Surveys

[email protected]


Employee engagement defined

Employee “Engagement” Defined

Employee Engagement Study, July 2012

An engaged employee is enthusiastically and proudly involved in his or her organization and day-to-day job responsibilities, and engagement keeps employees committed to their work.

“A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.”

- The Conference Board

“The measurable degree of an employee’s positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work.”


Why is engagement important engagement benchmarks

Why is Engagement Important?Engagement Benchmarks

“Depending on global region, industry type and company size, an average of 29% - 33% of employees can be considered at any particular point in time.”

“Only 58% of public sector employees are fully engaged in their jobs.”

Engaged public sector employees are…

  • Twice as likely to stay in their current job

  • 2.5 times more likely to feel they can “make a difference”

  • 2.5 times more likely to recommend their workplace to others

  • Three times as likely to report being “very satisfied” in their jobs


Why is engagement important

Why is Engagement Important?

  • Revenue: engaged employees play a major role in helping achieve revenue goals.

  • Employee retention: engaged workforces enjoy higher retention rates.

  • Productivity: engaged employees are more productive.

  • Morale: engaged employees have higher morale.

  • Creativity: engaged employees are viewed as more creative and innovative.

  • Stakeholder loyalty: engaged employees are key to creating more loyal stakeholders.


Keys to organizational effectiveness the importance of engaged employees

Getting to “Engagement”


Employee engagement first principles

Employee Engagement – First Principles

Source: Employee Engagement Benchmark Study

Demand Metric Research Corporation

December, 2013


Measuring engagement

Measuring Engagement

“How do you measure effects of employee engagement?”

Source: Employee Engagement Benchmark Study

Demand Metric Research Corporation

December, 2013


Creating an engaged culture

Creating an Engaged Culture

“How do you create and maintain engagement?”

Source: Employee Engagement Benchmark Study

Demand Metric Research Corporation

December, 2013


Key first steps

Key First Steps


Current state of measurement

Current State of Measurement

“In spite of the importance of employee retention to agency success, more than two-thirds of those surveyed do not have a formal process, such as employee opinion surveys or other research tools, for assessing employee engagement.”

Employee Engagement Study, July 2012


Keys to organizational effectiveness the importance of engaged employees

Quantifying and Acting on Engagement


2 key dimensions to engagement

2 Key Dimensions to Engagement


Engagement segmentation

Engagement Segmentation

Alignment Questions:

  • I know what is expected of me at work.

  • The mission/purpose of my company makes me feel my job is important.

  • My associates (fellow employees) are committed to doing quality work.

  • I have a best friend at work.

  • In the last six months, someone at work has talked to me about my progress.

    Empowerment Questions:

  • I have the materials and equipment needed to perform my duties.

  • I have the opportunity to do what I do best every day.

  • In the last seven days, I have received recognition or praise for doing good work.

  • My supervisor cares about me as a person.

  • Someone at work encourages my development.

  • At work, my opinions seem to count.

  • In the last year, I have had opportunities to learn and grow.


Engagement segmentation1

Engagement Segmentation

  • aligned

  • Productive contributors

  • Do not use their own judgment or make their own decisions

  • Engaged

  • Make decisions and take actions that they believe are in the best interests of the company

Step 1:

Based on agreement w/each of the 12 Engagement Statements, each Employee can be segmented into Engaged or Disengaged segments based on agreement with specific statements.

aligned

  • DIsengaged

  • No connection w/organization

  • Source of income only

  • empowered

  • Feel free to make their own decisions

  • Do not feel responsible for success of firm

Empowered


Engagement segmentation2

Engagement Segmentation

Step 2:

Predictive statistical

analysis can then be performed to determine what attributes of the experience best predict

differences between Engaged and Disengaged segments.

  • DIsengaged

  • No connection w/organization

  • Source of income only

Experience Attributes

Defining the Difference

  • Engaged

  • Make decisions and take actions that they believe are in the best interests of the organization.


Employee engagement segmentation basic profile key metrics

Employee Engagement SegmentationBasic Profile: Key Metrics

“Engaged” Employee Segment Profile

Employee Engagement Segments

  • Attribute

  • Satisfaction

  • Recommend

  • Aligned w/Mission

  • Empowered to Act

  • Index

  • 164

  • 152

  • 168

  • 181

Engaged

  • Attribute

  • Satisfaction

  • Recommend

  • Aligned w/Mission

  • Empowered to Act

  • Index

  • 121

  • 133

  • 124

  • 166

Empowered

  • Attribute

  • Satisfaction

  • Recommend

  • Aligned w/Mission

  • Empowered to Act

  • Index

  • 112

  • 131

  • 157

  • 131

Aligned

  • Attribute

  • Satisfaction

  • Recommend

  • Aligned w/Mission

  • Empowered to Act

  • Index

  • 89

  • 77

  • 65

  • 58

Disengaged

Below Average

Agreement

Above Average

Agreement

Index: Index of 100 = average for all respondents


Employee engagement segmentation demographic profile report example

Employee Engagement SegmentationDemographic Profile Report Example

Employee Demographic Profile by Engagement Segment

Above Average

Below Average

Index: Index of 100 = average for all respondents


Employee engagement segmentation key driver analysis of engagement

Employee Engagement SegmentationKey Driver Analysis of Engagement

% Importance in Predicting Employee Engagement


Employee engagement segmentation key driver analysis of engagement1

Employee Engagement SegmentationKey Driver Analysis of Engagement

Key Primary/Sub-Drivers of Employee Engagement


Full circle employee engagement and organizational effectiveness

Full CircleEmployee Engagement and Organizational Effectiveness

Committed Ambassadors

New Service Ideas

Empowered Problem Solvers

Higher Retention

Great Stakeholder

Experience

Strong

Performance

Results

Engaged

Employees

Loyalty

Prouder

Employees

Investment

in Employees

Source: Temkin Group


Keys to organizational effectiveness the importance of engaged employees

  • Mike Phillips

  • [email protected]

  • 571-830-2149


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