1. Agenda – An Engagement Overview
Part One –
The State of the Workforce
Part Two - Employee Engagement for Dummies -
Chapter 1 - Basic Training - Definition of Engagement
Chapter 2 - The Hard Sell - Making The Business Case
Chapter 4 - Motivation Nation
Chapter 5 - Talk to me – Importance of Communication
Chapter 6 - Winning your Employees’ Hearts and Minds
Chapter 8 – Talkin’ ‘Bout My Generation
Chapter 10 - Brandy, You’re a Fine Girl – Leveraging Brand
Chapter 15 – Measure Up – Measuring Engagement 1

2. Agenda – An Engagement Overview
Part One –
The State of the Workforce
Part Two - Employee Engagement for Dummies -
Chapter 1 - Basic Training - Definition of Engagement
Chapter 2 - The Hard Sell - Making The Business Case
Chapter 4 - Motivation Nation
Chapter 5 - Talk to me – Importance of Communication
Chapter 6 - Winning your Employees’ Hearts and Minds
Chapter 8 – Talkin’ ‘Bout My Generation
Chapter 10 - Brandy, You’re a Fine Girl – Leveraging Brand
Chapter 15 – Measure Up – Measuring Engagement
Questions 2

3. Drive Business Results Through Employee Engagement
Before the session
Review the materials (slides, animations, notes, exercises, workbooks)
Understand the objectives – what is the training meant to address?
Practice the session at least once
Know your equipment – projector, laptop, remote mouse, webinar tool, and conference call system
Day of the session
Arrive early to set up room and/or web tool, test systems, etc.
Display presentation on screen before participants begin arriving
Starting the session
Start on time (or as close as possible)
Welcome participants to the workshop
Introduce self with name and title
Conduct a ‘Safety Minute’
Optional: conduct an icebreaker and/or introduction of participants
Address any housekeeping issues (such as participation expectations, questions, and phone etiquette if a webinar)
During the session
Manage your time and the participants during the session
Involve participants – ask for volunteers or call on people
If a webinar, use the system tools (annotation device, surveys, etc.)
Maintain a ‘Parking Lot’ for topics you aren’t able to cover
Ending the session
End on time
Offer to stay longer to answer questions
Follow up with additional information and feedback quickly
Drive Business Results
Through Employee Engagement

4. Introduction @BobKelleher
…have spent the better part of the past 25 years designing and implementing leadership and engagement initiatives 4

5. Introduction @BobKelleher
…have spent the better part of the past 30rs designing and implementing leadership and engagement initiatives 5

6. Engage On Demand Library
Keynotes
Engage On Demand Library
Surveys
Workshops
Consulting
Certification Program

8. Part One The State of The Workforce
We’re not Happy Campers

9. January 2015 Gallup Report of 80,000 Employee Interviews
According to Gallup, in spite of an improved economy, employee morale/engagement is quite low
January 2015 Gallup Report of 80,000 Employee Interviews

10. January 2015 Gallup Report of 80,000 Employee Interviews
State of the Workforce Report
January 2015 Gallup Report of 80,000 Employee Interviews

11. January 2015 Gallup Report of 80,000 Employee Interviews
State of the Workforce Report
51%
32.5%
January 2015 Gallup Report of 80,000 Employee Interviews

12. January 2015 Gallup Report of 80,000 Employee Interviews
State of the Workforce Report
51%
32.5%
January 2015 Gallup Report of 80,000 Employee Interviews

13. January 2015 Gallup Report of 80,000 Employee Interviews
State of the Workforce Report
51%
32.5%
16.5%
January 2015 Gallup Report of 80,000 Employee Interviews

14. Who’s Sinking Your Boat?

15. Why Care?

16. March 2010 9.9% January 2015 5.7% December 2000 3.7%
National Job Gains and Losses Andrew Van Dam and Renee Lightner, Wall Street Journal, Feb 2015
4/6/2019

18. Definition of Employee Engagement

19. Engagement is defined as… “Unlocking Employee Potential to Drive High Performance”

20. We will help you reach your potential
Engagement is defined as… “Unlocking Employee Potential to Drive High Performance”
We will help you reach your potential

21. Engagement is defined as… “Unlocking Employee Potential to Drive High Performance”
We will help you reach your potential
We will help the Company be successful

22. Engagement is defined as… “Unlocking Employee Potential to Drive High Performance”
We will help you reach your potential
We will help the Company be successful

23. Making The Business Case
Engagement Drives Results

24. The Engagement Cycle
Employee Engagement

25. Customer Satisfaction
The Engagement Cycle
Employee Engagement
Customer Satisfaction

26. Customer Satisfaction
The Engagement Cycle
Employee Engagement
Profitable Growth
Customer Satisfaction

27. Customer Satisfaction
The Engagement Cycle
Employee Engagement
Profitable Growth
Customer Satisfaction

28. Disengaged employees cost the US economy $370 billion annually.
May 2013 Forbes.com Article Employee Engagement: Every Leader's Imperative

29. Employees with lower engagement are 4 times more likely to leave their jobs than those who are highly engaged.
Driving Performance And Retention Through Employee Engagement – Corporate Leadership Council 2012

30. But there is trouble
in paradise

31. Less than 40% companies focus on Employee Engagement
SilkRoad 2013 Survey Employee Engagement Research Creating a High-Performance Work Environment

32. Poll How many of you have a specific employee engagement strategy?
Yes No

33. Engagement and Motivation
A Key To Engagement
Engagement and Motivation

34. What the company needs to get done
The key to engaging an employee:
What the company needs to get done

35. What the company needs to get done What the employee is good at
The key to engaging an employee:
What the company needs to get done
What the employee is good at

36. The key to engaging an employee:
What the company needs to get done
What the employee wants to do
What the employee is good at

37. The key to engaging an employee:
What the company needs to get done
Engaged
Employee
What the employee wants to do
What the employee is good at

38. The key to engaging an employee:
What the company needs to get done
Engaged
Employee
What the employee wants to do
What the employee is good at

39. The Importance of Communication
Chapter 5
Talk To Me
The Importance of Communication

40. 40

41. I O I I I O I I I
Line Of Sight I 41

42. Communication and Line of Sight
Define creating alignment as understanding:
Click
My Job and where the organization is going (vision, mission, values)
Where I am today and where I want to be tomorrow

43. Between “My Job” and “Where is the Company Going?”
Communication and Line of Sight
Between “My Job” and “Where is the Company Going?”
Define creating alignment as understanding:
Click
My Job and where the organization is going (vision, mission, values)
Where I am today and where I want to be tomorrow

44. Communication and Line of Sight

45. Communication and Line of Sight
Aberdeen Group 2012

46. Communication and Line of Sight
Establish a process to align employee goals with the business priorities – 47%
Aberdeen Group 2012

47. Communicate 13X 47

48. Build redundancy via diversity of venues
Point out the different communication technologies available, from sticky notes to text messaging. Remind participants about the 13X rule and ask, ‘What other methods of communication can you think of?’
Discuss answers

49. Winning Your Employees’ Hearts and Minds
Chapter 6
Winning Your Employees’ Hearts and Minds
The Importance of Purpose

50. To capture both the and of your employees, you need to brand your What and also your Why and Who

51. Your Homework…

52. Case Study
“Provide choices for nurturing the body, the community, and the planet”
© The Employee Engagement Group All Rights Reserved

53. Organizations driven by purpose and values outperformed comparison companies 6 X
Research by Jim Collins and Jerry Porras

54. Talkin’ ‘Bout my Generation
Chapter 4
Talkin’ ‘Bout my Generation
Driving Engagement across Generations

55. Engagement by Generation*
*2013 Global Survey of 2,200 client companies

58. Why Care?

59. In the workplace: 2011 Baby Boomers 59.1 million Gen X Gen Y
Traditionalists
7.1 million

60. Gen Y 62.5 million Projected Baby Boomers 2015 Gen X 59.1 million
Traditionalists
7.1 million

61. Brandy, You’re A Fine Girl
Chapter 10
Brandy, You’re A Fine Girl
Driving Engagement through Branding

62. Engagement and Branding
59% of employees do not know what their company stands for and what makes its brand different from its competitors’ brands.
Gallup’s 2013 STATE OF THE AMERICAN WORKPLACE
EMPLOYEE ENGAGEMENT INSIGHTS FOR U.S. BUSINESS LEADERS
Based on survey of 25 million survey respondents

63. “You don’t have an Engagement problem, you have a Selection problem.”
It isn’t enough to see how your staff balances. Now you must transfer that balance to performance objectives.
Use strengths and weaknesses to help establish new goals in the employees’ EDPs
Create a succession plan for your employees (what if a key employee won the lottery for megabucks?) Use the succession planning worksheet to help plan for the future.

64. Create a Employer Value Proposition (EVP)

65. A clear and Compelling Story… “Why do people work here”
Create a Employer Value Proposition (EVP)
A clear and Compelling Story… “Why do people work here”

66. Employment Brand (EVP)
Co-Branding
Employment Brand (EVP)

67. Co-Branding
Employment Brand (EVP)
Product or Service Brand

68. Tri-Branding Employment Brand (EVP) Third Party Branding
Product or Service Brand
Third Party Branding
(Customers, Vendors, Suppliers)

71. Poll What is your top metric to measure engagement?
Engagement surveys
Voluntary turnover
Employee Referral %’s
We don’t measure engagement
Other

72. Key Employee Engagement Metrics
Voluntary Turnover of Key Staff
Employee Engagement Survey Results
Recognition Usage
Employee Referral %
Recognition Budget Usage
Training and development investment
Performance
Point to this balanced scorecard as a way to measure success in all areas of the business.

73. In closing…

75. Part Three

76. Questions & Answers
@BobKelleher

77. Our Upcoming Certification

78. Our Upcoming Certification
Course Highlights:
5 days of content (40 hours) spread over 5 months
Graduates receive 40 rours HRCI credits
Taught by Dale Carnegie instructors
Received your Employee Engagement Specialists Certification at the close of the course
Content includes:
Create your Employment Value Proposition
Engage your First-Line Managers
Leverage Social Media
Create Tools to Build a High Performance culture
Ways to enhance your Total Rewards and Recognition Systems

79. Click on DaleCarengie.com to register today

80. @BobKelleher The Employee Engagement Group
Thank You
@BobKelleher The Employee Engagement Group