Five Star Metric is a product of

1. Five Star Metric is a product of

2. Get started with the … Five Star Metric measuringemployee engagementin your workplace a product of the Nebraska Department of Administrative Services -- State Personnel Office

3. You’re in business … Consider the people side of your business. What do you want? • Want lowerturnover? • Want lesssick leave use? • Want to increase your ability toattract and retain talent? • Want more attention for thegood workthat gets done? • Want a moretrouble-freeworkplace? • Want more safety, fewer injuries? • Want moresmiles, fewer gripes? • Want asmooth runningoperation? (Don’t want much -- do you?) Want to get started?

4. What’s going on? How do you know … Leaders and managers don’t always have an accurate impression of how people feel about their workplace. Sometimes, they don’t really know “what’s going on.” • What’s going right? • Who’s doing well? • What problems exist? • Who’s struggling? • How do you know? • (even more scary) Which ones do you not even know about? Why is it important to know “What’s going on?” Your organization could be bleeding with excessive personnel costs -- everything from expensive employee turnover and unnecessary overtime to grievances and court cases. Unaddressed issues can progress from simmering to seething to explosive. Problems can often be misdiagnosed. Are you treating symptoms instead of the disease?

5. How will the results of the Five Star Metric be useful? Your results will illustrate the strengths and areas for improvement in your work environment. And, because the Five Star Metric has a universal scale, you will be able to compare your team results to those of other teams.* With the improved integration of databases and technology, results can further be contrasted by elements such as age, gender, income level, ethnicity, location, etc. Baselines can be established and trends tracked. Existing statistics such as turnover, sick leave, or job injuries can be correlated against Five Star Metric results.* (*Contingent on receiving the minimum number of responses to assure confidentiality) Outstanding successes regularly occur in our workplaces – but often without recognition. The Five Star Metric will identify these successes – and encourage us to learn from our best. And, yes, as the name implies, workplaces will be able to earn up to five “stars” -- to be accompanied by certain privileges / recognition.

6. What does “engagement” really mean? Engagement can be seen in many ways: pride in work, trust, respect, caring, enthusiasm, collaboration, growth, etc. It is perhaps best described as a workplace where people look forward to coming to work, knowing they make a difference. The best organizations understand the impact of employee engagement on bottom line results -- everything from higher productivity to improved employee physical and mental health. The attributes most sought by organizations – successful leadership, communication, productivity, effectiveness, efficiency – are outcomes of the foundational elements measured in the Five Star Metric. Is the Five Star Metric like the old 360 Degree Evaluations? 360's suffered from 1) an occasional lapse of civility, 2) failure to share responsibility for improvement, and 3) lack of action-oriented next steps. The Five Star Metric addresses these shortcomings, and is a “best practice” model.

7. Think of it in these terms … What do your people tell their spouses after a day at work? Would your people tell their children to aspire to work in your workplace? Will they see their children fulfilled and happy? When your people leave their jobs, it it with a sense or relief … or regret? If we aren’t producing positive word-of-mouth -- then we may face expensive problems in attracting and retaining talent. To be successful in today’s knowledge based business, you must engage the hearts, minds, and hands of the people in your workplace. Want to get started? Contact the … Nebraska Department of Administrative Services -- State Personnel Office Shannon Moncure smoncure@notes.state.ne.us (402) 471-3053 Bill Oberg woberg@notes.state.ne.us (402) 471-4122

8. Creating a workplace where people look forward to coming to work, knowing they make a difference. RETENTION Alternate work schedules Telecommuting Enhanced employee services Other work life quality initiatives Career ladders Mobility Orientation programs Salary adjustments Wellness RECRUITMENT / SELECTION Recruitment, college and otherwise Internships Traineeships Rehiring retirees Revising hiring criteria WORKPLACE IMPROVEMENT TOOLS Engagement surveys Non-exit interviews Feedback models Coaching Recognition Performance improvement Positive self-fulfilling prophecies Teamwork / collaboration STAFF DEVELOPMENT Training Individual development plans “Learn where you earn” E-Learning programs Leadership development Educational leave Traineeships Rotation programs Mentoring programs Supervisor credentialing SUCCESSION PLANNING Supply and demand Gap analysis Competency database KNOWLEDGE TRANSFER Establish “shadow” positions Document policies & procedures Information sharing systems MARKETING Word-of-Mouth