1. The future of employee engagement Engage for Success special interest group Collection of thought pieces: www.cipd.co.uk/hr-resources/research/future-engagement.aspx www.cipd.co.uk/hr-resources/research/future-engagement.aspx

2. Part 1: Contextual 'Worker in bottle factory, 2000', Seattle Municipal Archives, cropped. Published in Creative Commons https://www.flickr.com/photos/seattlemunicipalarchives/2710933334/in/photostream/

3. Encouraging findings from WERS … (Workplace Employment Relations Study) Source: Dromey (2014) ‘MacLeod and Clarke’s Concept of Employee Engagement: An Analysis based on the Workplace Employment Relations Study.’ Available at www.acas.org.uk/media/pdf/7/6/08140-MacLeod-Clarkes- Concept-of-Employee-Engagement.pdfwww.acas.org.uk/media/pdf/7/6/08140-MacLeod-Clarkes- Concept-of-Employee-Engagement.pdf

4. “I share the values of my organisation” 55% 65%

5. Good relations between managers and employees 61% 64%

6. Managers deal with employees honestly 55% 58%

7. Satisfied with ability to influence decision- making 40% 43%

8. Get a sense of achievement from work 71% 74%

9. Feel loyal towards the organisation 70% 75%

10. Happy days! Ann Fisher - Friendly and helpful CTA employees. Published on Creative Commons www.flickr.com/photos/yooperann/5376756346

11. But a more mixed picture from SES (Skills and Employment Survey) … Sources: Job-related Well-being in Britain Job Control in Britain In the series First Findings from the Skills and Employment Survey 2012 available at www.cardiff.ac.uk/socsi/ses2012/www.cardiff.ac.uk/socsi/ses2012/

12. Skills and Employment Survey

13. More shifts, 2006 to 2012… Work intensification: More high pressure jobs More high speed jobs Mixed picture for employee influence: Individual task discretion unchanged Decline in influence over organisational decisions Skills and Employment Survey

14. Intensification & security (WERS)

15. Happy days? Notice to all employees (memo) by Kevin Lim. Published on Creative Commons www.flickr.com/photos/inju/3382984128

16. Sustainable engagement www.cipd.co.uk/publicpolicy/policy-reports/engagement-behavioural-framework.aspx

17. Questions, questions… Are we getting better at fostering employee engagement? Are employers asking too much of employees? Is ‘engagement’ a ruse to increase pressure?

18. Part 2: Conceptual (& measures) 'Equilibrium: force' by Felipe Gabaldón, cropped. Published in Creative Commons https://www.flickr.com/photos/felipe_gabaldon/3752507142

19. Fundamentally different perspectives? Academic researchers HR practitioners Practical resultsBehaviourFocus on strategiesLooser definitions Theoretical explanation Psychological state Focus on the individual Precise definitions

20. Academic vs. Practitioner Measures Most academic researchers use Schaufeli et al’s Utrecht Work Engagement Scale (UWES) This focuses on work engagement, and has three dimensions: vigour, dedication and absorption Based on the job demands-resources model Sees engagement as the opposite of burn-out Practitioners use a variety of commercially-available products (or devise their own) to measure engagement with the organisation, eg Gallup’s Q12 Aon Hewitt’s say, stay, strive Net Promoter IES’s engagement measure Civil Service People Survey NHS staff survey

22. An ‘engagement deficit’? What’s your cut-off point? What does a 5% rise mean?

23. ‘There’s 3 types of people in the world…’ Helping build the wall Work with passion Identify with the organisation Sat on the wall Checked out zombies Lazing around Knocking down the wall Miserable naysayers Undermine Sabotage Not that simple!

24. Commitment The extra mile Support Recognition Voice Empowerment Playing to strengths Purpose Meaning Passion Well-being Energy! Alignment Collaboration Shared values Trust A rose by any other name…?

25. But are your engagement metrics like…? Potpourri, by Garry Knight. Published on Creative Commons www.flickr.com/photos/garryknight/3385578984

26. Questions, questions… (How) do you talk about employee engagement in your organisation? Does it matter there are different perspectives? How should we be measuring engagement?

27. Part 3: Practical ‘The conversation’ by Andrew Polandeze, cropped. Published in Creative Commons https://www.flickr.com/photos/71297346@N00/1206596658

28. Voice – the forgotten pillar?

29. MacLeod & Clarke on voice: “employees’ views are sought out; they are listened to and see that their opinions count and make a difference. They speak out and challenge when appropriate. A strong sense of listening and of responsiveness permeates the organisation, enabling effective communication.” www.engageforsuccess.org/wp-content/uploads/2012/09/file52215.pdf

30. The rise of enterprise social networks www.cipd.co.uk/socialtech

31. @simonheath1

32. A more engaging conversation Sterling College (2012) Discussing Presidential Candidates – published on Creative Commons

33. Lead the way Trendsetter, Eric Parker, published on Creative Commons www.flickr.com/photos/ericparker/455836 1297

34. Meaningful work Tattooed carpenter, Photo by Michelle Ress licensed on Creative Commons https://www.flickr.com/photos/safoocat/8540758992/

35. Empowering management A sign of the future … or the past? Photo by unexxx licensed on Creative Commons www.flickr.com

36. Tell, brainwash or empower? How far have we really come?

37. Questions, questions… Are we serious about giving employees a voice? What gets in the way of their voices being heard? Are managers getting any less controlling, any more empowering?

38. Complex but a simple philosophy Feel looked after Feel valued Job plays to strengths Interesting work Autonomy & involvement in decisions Meaning & purpose The good of the employee Pride Commitment Understand strategy Line of sight from job to orgl objectives Purpose aligned with the organisation The good of the organisation

39. Thanks for listening @jonnygiff