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2 2 It’s All About Engagement Positive Disruption Presenter: Paul Spencer, PMP 2

3 3 Intended Outcomes Participants should expect to leave having learned: –What employee engagement is –The surprising benefits of employee engagement –Why engagement matters to your project –What drives employee engagement –How to build and sustain engagement –Case studies with remarkable results

4 4 Why Does Engagement Matter? What happens now? 4

5 5 Oh Dear… 5

6 6 Yay!!! Why do some teams pull together, while other teams fall apart? 6

7 7 It’s All About Engagement 7

8 8 What Makes a Team Go All-in? 8 Engage Enable Energize Can clearly see how their job contributes to achieving project vision and goals Capable, like-minded, and committed peers The opportunity to learn and grown in the workplace Can clearly see how their job contributes to achieving project vision and goals Capable, like-minded, and committed peers The opportunity to learn and grown in the workplace Acknowledgement and appreciation for their contributions A healthy balance between work and personal life Trust and respect for their supervisor Acknowledgement and appreciation for their contributions A healthy balance between work and personal life Trust and respect for their supervisor The tools, resources, training to succeed Clearly stated objectives, expectations, and priorities High levels of autonomy with opportunity to do what they do best every day The tools, resources, training to succeed Clearly stated objectives, expectations, and priorities High levels of autonomy with opportunity to do what they do best every day

9 9 Why Engagement Matters Benefits of employee engagement: Engaged employees are almost 80 percent more likely to be top performers Engaged employees go the extra mile Company operating margins up to three times higher, 22% greater profitability Engagement is infectious –Higher employee satisfaction –Happier customers –Attracts and retains top talent 9

10 Case Study National retail chain store remodels had become a death march. The team switched focus: Reviewed engagement drivers Detailed plan for integrating each one Revisited the plan weekly The results: On time, on budget, high quality Happy team! 10

11 Progressive Alignment 11 Communication Values

12 Team Values “Values are ideals that give significance to our lives, expressed through priorities…” –Professor Brian P. Hall one of the most renowned experts in the field of values; Why create team values? –Team values help us to express what’s significant and important to us, thus making prioritization easier We’re going to create a short list of team values 12

13 Quick Values Exercise 1.Take 3 minutes to read over the list of values. 2.Circle 3 that are very important to you in the workplace. Add additional ones if needed 13

14 Servant Leadership 14 Empower the team Put the needs of others first Help people develop and perform as highly as possible

15 Sustaining Engagement Empower the team Integrate drivers into daily working life Plan it in up front Be specific Ongoing monitoring Check and adjust 15

16 Example – Communication Plan 16 ImplementationDueAssigned To Status Tracking Conduct Status Meeting: Review weekly status items Risk review High 5s for high performance WeeklyPM Publish Status Report: Pull updates from PM tracking tool Review variances with Leads Include High 5 list WeeklyPM Conduct Daily Standup Review task completion rates Discuss help needed Update visual management High 5 callouts DailyPM

17 Assess-Implement-Maintain Approach 17 ASSESS Interview/survey key players on current state Identify gaps Align on values Align on communication IMPLEMENT Workshop: how do we close the gaps? Let the team create their roadmap to success Implement key performance drivers MAINTAIN Visual success monitoring Check in regularly Empower the team to adjust the approach

18 It’s a Revolution! 18

19 Questions? Paul Spencer