1. How to Find Out if Your Employees are Actively Engaged in Their Work
Employee Engagement
How to Find Out if Your Employees are Actively Engaged in Their Work

2. Shocking Statistics 54% are not engaged 17% are actively disengaged
29% of employees are actively engaged in their jobs
54% are not engaged
17% are actively disengaged
Source: Gallup Management Journal

4. Engaged Workers… Produce More Create Better Relationships with
Customers and Clients
Contribute to Positive Work Environments
Stay with the Organization Longer
Are More Committed to Quality

5. A Confusing Concept
Researchers since 2000 have defined the term differently and, as a result, come up with different key drivers and implications.
Different studies have identified 26 drivers of engagement. Some focused on cognitive issues, some on underlying emotional issues.

6. Blended Definition Engagement is a heightened emotional
connection that an employee feels for his
or her organization, that influences him
or her to exert greater discretionary effort
to his or her work.

7. Translation Employees will work harder when
they FEEL LIKE working harder.

8. Engaged Feel a close connection to their organization and are more
passionate about their work.
Drive innovation and push the
organization forward

9. Not Engaged Are essentially “checked out.”
Sleepwalking through the work day.
Unlikely to put time, energy or passion
into their work.

10. Actively Disengaged Are not just unhappy, they are acting
out their unhappiness.
Every day they are
undermining what their
engaged co-workers
accomplish.

11. Some Key Drivers
Trust and integrity – how well managers “walk the talk”
Mentally stimulating jobs
Line of sight between employee performance and organizational performance
Career growth opportunities

12. More Key Drivers Relationship with one’s manager
Pride in association with the organization
Relationships with co-workers or team members
Employee development
Relationship with one’s manager

13. How can you tell? This isn’t Rocket Surgery!

14. Get Started! Do a baseline employee satisfaction survey
Create other methods for employee input and feedback

15. The Gallup Organization Suggests Asking 12 Key Questions
What Do We Ask?
The Gallup Organization
Suggests Asking 12 Key
Questions

16. Question 1 Do you know what is expected of you at work?

17. Do you have the materials and equipment you need to do you work right?
Question 2
Do you have the materials
and equipment you need to
do you work right?

18. opportunity to do what you do best every day?
Question 3
At work, do you have the
opportunity to do what you do
best every day?

19. In the last seven days, have you received recognition or
Question 4
In the last seven days, have
you received recognition or
praise for doing good work?

20. Does your supervisor, or someone at work, seem to
Question 5
Does your supervisor, or
someone at work, seem to
care about you as a person?

21. Is there someone at work who encourages your development?
Question 6
Is there someone at work who
encourages your development?

22. At work, does your opinion seem to count?
Question 7
At work, does your opinion
seem to count?

23. Does the mission/purpose of your agency make you feel
Question 8
Does the mission/purpose of
your agency make you feel
your job is important?

24. Are your associates (fellow employees) committed to
Question 9
Are your associates (fellow
employees) committed to
doing quality work?

25. Do you have a best friend at work?
Question 10
Do you have a best friend at
work?

26. In the last six months, has someone at work talked to
Question 11
In the last six months, has
someone at work talked to
you about your progress?

27. In the past year have you had opportunities at work to learn and grow?
Question 12
In the past year have you had
opportunities at work to learn
and grow?

28. Measure it! Pride in employer Job satisfaction
Opportunity to perform well at challenging work
Recognition and feedback for contributions
Support from supervisors
Prospects for growth
Likelihood one will stay with employer

29. Create a Dialogue! Listen to employee feedback Analyze the data
Create an action plan
Implement practical changes
REPEAT

30. What is the Alternative?
Higher employee turnover
Diminished employee performance
Lost training dollars
Lower employee morale

31. It is a Big Deal! There is clear and mounting evidence
that high levels of employee engagement
closely correlates to individual, group
and organizational performance in such
areas as retention, turnover, productivity,
customer service and loyalty.

32. THANK YOU www.powerpoint4u.blogspot.com www.bookfiesta4u.blogspot.com