1. Boosting Employee Engagement: The San Mateo County Case Study Donna Vaillancourt Director of Human Resources County of San Mateo

2. Overview of Topics Why are we focused on engagement? What has our process been? What have we learned so far about our employees’ engagement? What are we doing to improve engagement?

3. What is Engagement? Actively Engaged Loyal and productive Not Engaged Average performers Actively Disengaged ROAD Warriors CAVE Dwellers

5. Why Engagement Matters xx Source: Aubrey Daniels International Engaged Satisfied

6. Retention of high performers Shared commitment to org. goals Productivity, effectiveness Problem- solving, innovation, adaptability Engagement Why Engagement Matters

8. Build leadership commitment Develop and launch annual survey Analyze, share and explore results Create and support committee Develop countywide resources Support department efforts Communicate progress Our Engagement Process

9. Engagement Findings To-Date Responded Good or Very Good for Overall Experience working for County 2014 Recommend the County as a Great Place to Work 2014

10. How Engaged are Most Employees? How Engaged are Most Employees? IPMA-HR/ADP/Governing – 58% engaged Gallup 29% engaged 54% not engaged 18% actively disengaged OPM Federal Employee Viewpoint Survey – 65% engaged UK People Survey – 58% engaged.

11. Efforts to Improve Engagement Approach: Get more data Form Teams Identify Priorities Develop Strategies Agree on Measures Create Accountability

12. Efforts to Improve Engagement Priority – Strengthen Supervisory Skills Across the Organization Countywide Programs and Resources o Essential Supervisory Skills Program o Expansion of new performance management system o Supervisor Resource website o Video of engagement success stories o Menu of engagement strategies for all levels

13. Efforts to Improve Engagement Countywide Programs and Resources Improve Performance Management o Collaborative Performance Management System o MENINGFUL GOALS. MOTIVATED PEOPLE. MAXIMUM RESULTS Goals/Expectations, ongoing coaching and feedback, 1:1 meetings Improve Hiring Practices for Supervisors Improve Employee Onboarding

14. Efforts to Improve Engagement Department Efforts o New recognition programs o Improved communication and staff input into decisions o Increased access to training o Replacement of outdated equipment o Expanded use of telework arrangements

15. How to Improve Engagement o Department Heads: Ongoing communication: o vision/goals o achievements & progress o Keep employees up to date Culture of recognition o Senior Managers: Support supervisors Invest in training and development Stay interviews

16. The “MAGIC” Formula

17. Do employees find meaning and purpose in their jobs? Does their work make a difference for others? Do employees have freedom, self-governance, and an ability to make choices about their work? Does the job provide development and growth opportunities. Does the work challenge and stretch employees to grow and improve? Do employees feel like they are successful in their work? Do they see that their effort makes a difference and contributes to the success of the organization? Do employees have a personal connection with the people they work with, their boss, and the social community of the workplace?

18. Next Steps o Survey Results at Unit Level o Training for Supervisors on Improving Engagement o Tools/Software for Developing Action Plans

19. Key Take-Away Lessons Engagement is an ongoing process toward culture change, not a short-term initiative It is important to consider how the survey process will address confidentiality concerns and access issues Department accountability is key, but must be paired with understanding and support

20. Resources The Surprising Truth About What Motivates Us http://youtube.com/wat ch?v=u6XAPnuFjJc http://youtube.com/wat ch?v=u6XAPnuFjJc SMCO Employee Engagement: https://hr.smcgov.org/em ployee-engagement https://hr.smcgov.org/em ployee-engagement Supervisor Support website: http://www.co.sanmateo.ca.us/hr/sos/ http://www.co.sanmateo.ca.us/hr/sos/ Marcus Buckingham – First Break All the Rules Daniel Pink – Drive Teresa Amabile – The Progress Principle Tracy Maylett & Paul Warner - MAGIC