What’s All This Buzz About Employee Engagement?????????

Dilbert’s Approach to Employee Engagement

Definition of Engagement

“The level of discretionary effort exhibited by an employee

based on the strength of their identification with,

involvement in, and attachment to the organization.”

The Elusive Phenomenon of Employee

Engagement Knowledge-based economy Discretionary effort in knowledge-based jobs

Employees are investors Difficult to measure

Examples………Employees…. Go above and beyond to help members of their team Come up with new ideas and processes and try to get those

implemented Attempt to enhance their career – continuous learning Do things to help the organization even if it is not a part of their job.

Discretionary Effort

“Your employees start every day with an extraordinary

amount of energy, but the amount of discretionary effort

that people apply to their job varies tremendously. One

study showed that even in relatively simple jobs the

difference in discretionary performance between superior

and average performers was 19%.”

“Individual Differences in Output Variability as a Function of Job Complexity,” Journal of Applied Psychology 75: 28-42

Towers-Perrin Engagement Study - 2003

The Bad News

Level of Engagement of U.S. Workers

Highly Engaged - 17%

Moderately Engaged - 64%

Disengaged - 19%

Impact of Disengagement

Gallup research concludes disengaged miss 4.05 more days per person per year.

5% decrease in the number of disengaged workers would boost U.S. productivity by $79 billion a year.

International Survey Research reports that high engagement companies enjoy a 6% spread in operating margins (over low engagement firms)

Hewitt Associates Findings on Impact of Disengagement

Drivers of Engagement

Hay Group Quality of Work Work/Life Balance Inspiration/Values Enabling Environment Future Growth Tangible Rewards

Towers-Perrin Senior Mgmt Interest Challenging Work Decision Authority Customer Focus Advancement

Gallup Clear Expectations Support/Resources Reward as Individuals Listening to Employees Opportunity to Develop Foster Excellence

Next Generation

Consulting

Meaningful Work Voice in Business Enrichment and Growth Membership Appreciation Harmony

Engagement – Not Satisfaction

Are Happy Employees Always Productive Employees?

Idle Thoughts on Engagement

Term is in vogue; meaning will not change

Better at measuring than supporting

Engaged workforce essential to U.S. economic health

It’s an “eternal cause”

Some Different Thinking

Mihaly Csikszentmihalyi – ("Mee-High Chick-set-me-high“) Author of “Flow” and “Good Business: Leadership, Flow, and the Making of Meaning” Work can contribute to your well-being and to a just society

eePulse, Inc. – Theresa Welbourne, Phd. Valour =

Employees feel valued by manager and peers Employees feel sense of ownership in job, organization and team Sense of urgency or energy at work (must be balanced with other

components) Rewards, formal and informal

Research re. impact of general life satisfaction on job satisfaction and engagement