1. Employee Engagement Align ~ Link ~ Connect
2015

2. Freedom from obstacles to success.
Alignment & belief .
Emotional connection.
Willingness to exert.
Freedom from obstacles to success.
Resources to perform.
Ability to meet work challenges effectively,
Ability to learn.
Ability to maintain energy.
Supportive social.
Feelings of enthusiasm & accomplishment.
We have aggressive financial goals to achieve to grow the organization in 10Years.
High employee engagement is a critical success factor needed to support that growth.
Business growth and career growth.
High sustainable engagement companies are able to achieve higher operating margins than low engagement work cultures.
This growth also supports our own career aspirations and goals.
Where are we? Are we highly engaged?

3. 2014 Global Benchmark: Towers Watson
Currently, just over a 1/3 of the global workforce is rated has highly engaged. A majority of work cultures falls short.
What does it take to create a highly engaged workforce? What matters most… 5 drivers…
2014 Global Benchmark: Towers Watson

4. Currently, just over a 1/3 of the global workforce is rated has highly engaged. A majority of work cultures falls short.
What does it take to create a highly engaged workforce? What matters most… 5 drivers…

5. (The Conference Board)
“A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort toward their work and the organization's goals”.
(The Conference Board)
What does it mean to be highly engaged? What is employee engagement to begin with?
Here are the key components or elements of a work culture that is highly engagement.
It’s end goal is reinforcing employee commitment to demonstrate discretionary effort to grow with the company.
IN other words, a work culture that supports and fuels employees to go the extra mile, consistently, which correlates with improved financial and operational results.

6. What matters most: Top 5 Drivers
We have aggressive financial goals to achieve to grow the business to 10B in 10Years.
High employee engagement is a critical success factor needed to support that growth. Business growth and career growth.
High sustainable engagement companies are able to achieve higher operating margins than low engagement work cultures.
This growth also supports our own career aspirations and goals.
Where are we? Are we highly engaged?

7. What to measure: Leverage best practice
Employee Engagement Drivers: (sample survey questions)
I know what is expected of me at work.
I have the opportunity to do what I do best every day.
I have the resources to achieve my goals.
I feel respected at work.
I understand how I contribute to achieving business goals.
I feel recognized for my contributions.
I am committed to doing quality work.
I have opportunities to learn & develop skills.
My manager asks for my input.
I receive constructive feedback.

9. Theme: Identify the ‘Why’ (‘Your Contributions Matter)
Inform: Inform (intent, status, results, actions) Involve– Ownership
Inspire: Communicate ‘Building Trust’ principles.
Assess: Design Survey – Best Practice & Tailor to PfP
Confidential on-line survey (via Survey Monkey)
25-30 questions based on engagement research
15 – 30 minutes to complete, comments encouraged
Analyze: Frequency distributions / graphs on each question
Ranked: ‘Most to least positive’ (descriptive data)
Share Summary of Results and Next Steps
Analyze: Conduct Focus Groups to
Identify Key Themes
What helps, hinders high engagement?
What is within our control? What can we influence?
What is our commitment to change?
What we do keep that contributes value?
Identify Root Causes
Identify Countermeasures
Validate: Confirm key themes and next actions to resolve
Act: Identify key action items with goals (Leaders)
Integrate into action plans with timeline and owners
Identify and implement new processes
Check: Follow-up survey or pulse surveys (Identify frequency)
Act
Assess
Analyze
Action Learning Model
Here’s our plan. First, take a snap shot of what’s going on, (Go through model above)

10. Build Engagement by Building Trust. How?
Apply these principles into daily behavior…
Responsibility: All of our ‘fingerprints’ on it.
Focus on the problem, issue, behaviors, not the person.
Maintain the self-confidence and self-esteem of others.
Maintain constructive relationships.
Take initiative to make things better.
Lead by example.
Think beyond the moment.
This can be a sensitive topic. This is not an easy task. To take a look at our own work culture can be difficult to do, for various reasons.
You may be asking, how will this data be used?
The alternative is to do nothing and go about business as usual. We’ll most likely yield the same results by doing the same thing as before.
Talk through how you can establish these key principles, these building blocks of trust, with the team, commit and practice them.

11. Back-up Slides

12. Back-up Slides PfP Leads Group Function Linkage to Pillar Goals Team
Past Approach: Top-Down Cascade
New Approach: Align & Link Up
PfP
Leads
Group
Function
Team
Individual
Growth
Revenue
Profit
People
Excellence
Time consuming
Broken links
Translation issues
3 challenges (top-down only):
Direction & Clarity
Linkage to Pillar Goals
Provide Line of Sight
Communicate Top-Level Priorities/Goals

13. Setting goals: Increases success probability by 30% .
“Setting Goals is the first step in turning the invisible into the visible” (Tony Robbins)
Joseph Campbell: Life is without meaning. You bring the meaning to it. The meaning of life is whatever you ascribe it to be. Being alive is the meaning.

14. The Goal: To Over-Achieve
It takes a highly engaged, enabled, energized employee and team to over-achieve

15. What is our stretch goal?
___ # Persons Served
___ $ Revenue to reinvest
Tenacity
Enthusiasm
Passion
Research shows:
Aggressive and stretch goals are more motivating than easy-to-reach goals
It takes sustainable & highly engaged workforce that believes it can achieve.

16. The Goal: Over-Achieve
“I want to make a difference”
“I want to grow & develop”
“I want to know what is expected of me?”
Purpose
Mastery
Autonomy
Motivation
It takes sustainable, highly engaged employees and leadership

17. Importance of Employee’s Understanding

18. Importance of a Healthy Work Environment