Engaged Workforce: Let's Get Moving

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Louisiana topped the rankings in a 2012 Gallup survey for most engaged employee workforces. In this presentation, Sparky Tom A. talks about why that is and what you can do to continue developing engaged employees.

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<p>PowerPoint Presentation</p> <p>Engaged Workforces</p> <p>Lets Get Moving</p> <p>Introduction</p> <p>Tom Allsup15 Years in commercial ITOil &amp; Gas, Healthcare, ConsultingMCSE, MCSA, MCP, MCTSITIL v3HDI-SCDLSU ISDS Graduate8 year US Navy Veteran</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>2 | </p> <p>Agenda</p> <p>#1 Engaged WorkforceEmployee EngagementWhos Engaged?Areas of ImpactStrategiesWrap up</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>3 | </p> <p>#1 Engaged Workforce</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>4 | </p> <p>Highest % of Engaged EmployeesLowest % of Not-Engaged EmployeesBottom 14% of Actively Disengaged Employees</p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>4</p> <p>#1 Engaged Workforce How?</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>5 | </p> <p>Cultural blue collar/agrarian backgroundLarge indigenous resident populationWere just happy here!2014 U.S. National Bureau of Economic Research w/ Harvard University and University of British Columbia survey shows 6 of the top 10 (including all top 5) happiest cities in America are in Louisianahttp://www.nber.org/papers/w20291 The same research in 2010 had us holding 4 of the top 10</p> <p>5</p> <p>Employee Engagement</p> <p>Definition: The emotional commitment an employee has to the organization and its goalsWhat it isnt:Engaged doesnt mean happyEx. Happy attitude, but not productiveEngaged doesnt mean satisfiedEx. Satisfied, but will jump when a recruiter calls</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>6 | </p> <p>Employee Engagement 2.0: How to motivate your team for higher performance (Kevin Kruse)</p> <p>Engagement Categories</p> <p>EngagedWorks with passion and feel a profound connectionDrive innovation and move the organization forwardNot EngagedEssentially checked outSleepwalking through their workday, putting time but not energy or passion into their workActively DisengagedEmployees arent just unhappy at work; theyre busy acting out their unhappinessEvery day, these workers undermine what their engaged coworkers accomplish</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>7 | </p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>Whos Engaged?</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>8 | </p> <p>26% of professional computing occupations in the 2013 U.S. workforce held by women</p> <p>http://www.ncwit.org/resources/numbers</p> <p>Born pre-1945</p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>Least and Most Engaged?</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>9 | </p> <p>Born pre-1945</p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>MillennialsEarly point in their careersHighest % of not engaged suggests indifference toward work and employersMarginally less actively disengaged than Traditionalists</p> <p>TraditionalistsMany beyond traditional retirement ageEngagement #s suggests those that are working are doing so by choice or enjoy their work</p> <p>10</p> <p>Question</p> <p>Primary</p> <p>Secondary</p> <p>Tertiary</p> <p>Do I know what is expected of me at work?</p> <p>General</p> <p>Do I have the equipment and material I need to do my work right?</p> <p>DecisionMaking</p> <p>At work, do I have the opportunity to do what I do best every day?</p> <p>Well-Being</p> <p>In the last seven days, have I received recognition or praise for good work?</p> <p>Well-Being</p> <p>Development</p> <p>Does my supervisor or someone at work seem to care about me as a person?</p> <p>Well-Being</p> <p>Is there someone at work who encourages my development?</p> <p>Development</p> <p>Well-Being</p> <p>At work, do my opinions seem to count?</p> <p>DecisionMaking</p> <p>Development</p> <p>Well-Being</p> <p>Does the mission/purpose of my company make me feel my work is important?</p> <p>General</p> <p>Are my co-workers committed to doing quality work?</p> <p>General</p> <p>Do I have a good friend at work?</p> <p>Well-Being</p> <p>In the last six months, have I talked to someone about my progress?</p> <p>Development</p> <p>This last year, have I had opportunities at work to learn and grow?</p> <p>Development</p> <p>Howd you know?: Gallup 12 Questions</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>10 | </p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>10</p> <p>11</p> <p>Question</p> <p>Primary</p> <p>Secondary</p> <p>Tertiary</p> <p>Do I know what is expected of me at work?</p> <p>General</p> <p>Do I have the equipment and material I need to do my work right?</p> <p>DecisionMaking</p> <p>At work, do I have the opportunity to do what I do best every day?</p> <p>Well-Being</p> <p>In the last seven days, have I received recognition or praise for good work?</p> <p>Well-Being</p> <p>Development</p> <p>Does my supervisor or someone at work seem to care about me as a person?</p> <p>Well-Being</p> <p>Is there someone at work who encourages my development?</p> <p>Development</p> <p>Well-Being</p> <p>At work, do my opinions seem to count?</p> <p>DecisionMaking</p> <p>Development</p> <p>Well-Being</p> <p>Does the mission/purpose of my company make me feel my work is important?</p> <p>General</p> <p>Are my co-workers committed to doing quality work?</p> <p>General</p> <p>Do I have a good friend at work?</p> <p>Well-Being</p> <p>In the last six months, have I talked to someone about my progress?</p> <p>Development</p> <p>This last year, have I had opportunities at work to learn and grow?</p> <p>Development</p> <p>Howd you know?: Gallup 12 Questions</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>11 | </p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>11</p> <p>12</p> <p>Areas of Impact</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>12 | </p> <p>Each of the 12 questions should answer one or more of these areas of impactEmployee Well-BeingInformation that helps measure human welfare in all aspects of lifeEmployee DevelopmentGuidance when it comes to discovering employee talents and developing their strengthsEmployee Participation (decision making)Decentralize the decision-making process and allow employees to contribute benefit</p> <p>12</p> <p>Employee Well-Being</p> <p>13</p> <p>Information that helps measure human welfare in all aspects of life:Career Well-being: How you occupy your time/liking what you do each daySocial Well-being: Relationships and love in your lifeFinancial Well-being: Managing your economic life to reduce stress and increase securityPhysical Well-being: Good health and enough energy to get things done on a daily basisCommunity Well-being: Engagement and involvement in the area where you live</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>13 | </p> <p>Employee Development</p> <p>14</p> <p>Guidance when it comes to discovering employee talents and developing their strengthsCareer Development Path: Are your people completing Individual Development Plans (IDP)?Technical Development: Technical development for IT folks critical to their views on engagementProfessional Relationships: Developing professional networking</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>14 | </p> <p>Employee Participation in Decision Making Process</p> <p>15</p> <p>Decentralize the decision-making process and allow employees to contribute benefitTransparency!Visibility: Use a steering committee to provide employees a voice in operations and publish resultsLeadership Empowerment: Provide team leadership the ability to enact decisionsFeedback: Let employees know the outcome of their recommendations and requests (both good and bad)</p> <p>8/6/2014 </p> <p>Engaged Workforces</p> <p>15 | </p> <p>Strategies: Lead vs. Lag Measures</p> <p>Lead #1Promote positive feedback of team members during weekly team meetings based on project/client feedback, certifications attained, etc. </p> <p>16</p> <p>Lead #2:Contact at least one team member for a well-being status update each week</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>16 | </p> <p>Strategies: Mentor Program</p> <p>17</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>17 | </p> <p>Employees are statistically the most engaged within the first 6 months of employment as they will ever beCritical to pair employees up with senior or tenured members of the organizationUsing mentor/mentee relationships tie employees to the 12 questionsMentor programs are NOT technical apprenticeshipsPrimarily for professional development</p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>Strategies: Reading Choices</p> <p>Strength Finder 2.0</p> <p>Emotional Intelligence 2.0</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>18 | </p> <p>Gallup, Inc. State of the American Workplace Report 2013</p> <p>Wrap Up</p> <p>Were #1 lets keep it that wayEmployee Engagement is a business critical functionUnderstand your employees motivationsUse the Areas of Impact to focus your efforts on your leadership teamsInvestigate which strategies will work for your organizationNot a one size fits all approach</p> <p>8/6/2014 |</p> <p>Engaged Workforces</p> <p>19 | </p>