Connie L. Kotke May 18, 2005 Linking Managerial Communications and Employee Engagement

Toro’s Certification Program RequirementComplete Attend culture workshop Complete savings project Set goals with your supervisor Hold a recognition event

We Believed… Certification creates employee engagement Early = Engaged = Communicating Manager Late = Not Engaged = Misaligned Manager

Does managerial communication influence the speed of employee certifications?

Compliant or Non-Compliant? Out of 208 managers and supervisors At corporate headquarters Came 2 distinct groups Compliant (50%+ Certified) Non-Compliant (<50% Certified)

High Response Rate 144 out of 208 returned (69%) Compliant: 84 out of 142 Non-Compliant: 60 out of 66

More than 75% in both groups.... Support company goals and objectives Understand their team’s contribution Believe they must communicate Toro’s vision to employees Have adequate communication skills Have the information they need Think certification is a valuable engagement tool

What it Means to be Compliant… I am a less-experienced supervisor or manager I am a Toro “veteran” I manage few employees Yes, the initiative generates more work…but the benefits outweigh the demands

What it Means to be Non-Compliant… I am an experienced manager or director I could be a Toro “veteran” I manage a larger staff I strongly believe the initiative generates more work…and the benefits don’t outweigh the demands

Non-Compliants Said… “If I complete my own certification early, my team will do likewise.” “It’s important to have a plan for completing certification.” “I am evaluated on my ability to motivate employees.” “I am doing everything possible to encourage participation.”

Does managerial communication influence the speed of employee certifications? Not at Toro.

Recommendations for Toro Choose a different measurement tool Verify managers’ perceptions against those of their employees Collaborate with executives to drive greater accountability among managers

Questions?