How Great Leaders Drive Results Through Employee Engagement - Forum

8/12/2019 How Great Leaders Drive Results Through Employee Engagement - Forum

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How Great Leaders Drive Results

through Employee Engagement


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Questions well answer today

Why is employee engagement important?

How engaged are employees today?

What factors contribute to a highly engaged

workforce?

What are best practices for an engaged, productive

workforce?


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Why is employeeengagement important?


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High Engagement is

a deep sense of ownershipfor the organisation and strongfeelings of involvement, commitment,and absorption in

ones work, which is motivating.

And results in improved personal and

business performance.

It looks like

a strong contribution of

discretionary energy,which

translates into productivity.


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An Engaged Workforce is a

Market Advantage

Source: The State of the Global Workplace, Gallup Consulting, 2013

Absenteeism

30%

20%

10%

0%

-10%

-20%

-30%

-40%

-50%

-60%

-70%

High

Turnover

Orgs. ShrinkageSafety

Incidents

Patient

Safety

Incidents

10%

21% 22%

Customer Productivity Profitability

-41%

-48%

-28%-25%

-37%


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Incremental Impact of

Engagement on Profitability

Source: 2013 Trends in Global Employee Engagement, Aon Hewitt, 2013


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An Engaged Workforce is Critical to Growth

Source: The Impact of Employee Engagement on Performance, Harvard Business Review 2013

0% 50% 100%

High level of customerservice

EffectiveCommunication

High level of employeeengagement

Strong executiveleadership

Factors most critical to success?

71%

71%

80%

73%


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How engaged areemployees?


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Gallup = 13%

Aon Hewitt = 20%

Forum = 15%

2012-13

Global Data


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29%

engaged

Source: Gallup 2013

North American Engagement Levels



What factors and best

practices affect employeeengagement?



Engagement is NOT ...

Generic

Benefits

Generic

Benefits

An annual

satisfaction survey

An annual

companywide

event

A tick on a

To-Do list

The

responsibility ofHR

Factors

Mindset


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Engagement comes from ...

EmployeeNeeds

Trust

Climate


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Climateis peoples perceptions of

the work environment what it

feels like to work in a place.

What is Climate?

implytatedS


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Climate drives

performance because it

is tied directly to

motivationthat is, to

the energy people put

into their work.

Robert Stringer, Leadership andOrganizational Climate

Climate Drives Performance


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How Climate Works

Individual

Motivation

Individual

Performance

Organizational

Performance and Results

What Results

from Climate

Organizational Climate

What Leaders Do

FormalSystems

HistoricalForces

Strategy External

Environment

What Creates

Climate


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What Leaders Do Drives Performance

70%of climate results from What Leaders Do

A climate study at a client corroborated:

71%of leaders who created the strongest positive climates

demonstrated above-average business performance

82%of leaders who failed to create a strong positiveclimate performed below average


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Climate Dimensions

Clarity:The degree of employee understanding of the organization's

goals and policies; the degree of employee understanding of therequirements of his or her job

Commitment:The expression of continuing dedication to achieving

goals

Standards:The emphasis placed on high performance standards and

the degree of pressure placed on employees to improve performance

Responsibility:The degree to which employees feel personally

responsible for their work

Recognition:The feeling that people are recognized and rewarded for

doing good work

Teamwork: The feeling of belonging to an organization characterized by

cohesion, mutual support, trust, and pride


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Climate is Situational


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Leadership Best Practices for a

Positive ClimateDimension Examples of Leadership Actions

Clarity Establish clear and specific performance goals for people Clearly communicate the link between the teams work and the

organizations strategy

Commitment Regularly review employees performance Demonstrate consistent courage and persistence in addressing

organizational challenges

Standards Establish and clearly communicate high standards for the team Provide feedback and coaching to enable people to meet standards

Responsibility Encourage people to exercise their own judgment in resolving businessissues

Encourage people to initiate tasks or projects they believe are important

Recognition Use recognition and praise to reinforce excellent performance Reward excellence with stretch assignments or promotions

Teamwork Recognizing and rewarding the team for meeting team goals Encourage team members to collaborate on tasks or to solve problems


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Engagement comes from leaders who ...

EmployeeNeeds

Trust

Build aStrongPositiveClimate


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Trust Research Questions

1. How do leaders andemployees view trust in the

workplace?

2. What is the link betweentrust and engagement?

3. What can leaders do toenhance trust?


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Importance of Trust

48%

91%

Its highlyimportant to have a manager

employees can trust

Everyone agrees trust is important but howimportant is it??


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Trust and Engagement are Linked


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How Trust Gets Eroded


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Building Trust and Engagement


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Leadership Best Practices for Building Trust

Factor Examples of Leadership Actions

Listening Conduct skilful conversations, both formal and informal, andquestioning strategies to encourage employees to talk.

Demonstrate empathy for employees concerns.

Walking the Talk Make decisions that are consistent with your stated vision,strategy and goals.

Hold yourself accountable: do what you say you will do; admit

your mistakes and learn from them.

Encouraging Ideas Provide forums, both formal and informal, for idea-sharing orproblem-solving.

Take action to implement strong, viable employee ideas.


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Engagement comes from leaders who ...

EmployeeNeeds

AreTrustworthyand Trusted

Build aStrongPositiveClimate


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Forum Engagement Research:

Defining Engagement Needs


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Employee Engagement Needs

Need for Feels like to the employee

I am valued.RECOGNITION

I enjoy my work.ENJOYMENT

I belong here.BELONGING

Im getting ahead.ADVANCEMENT

I am productive.ACCOMPLISHMENT

L d hi B t P ti f


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Leadership Best Practices for

Addressing Engagement Needs

Engagement

Need

Examples of Leadership Actions

Accomplishment Clearly communicate the link between the individuals work and theorganizations strategy

Provide challenging work assignments that are aligned with the individuals

strengths, yet provide realistic stretch

Recognition Express appreciation for efforts as well as results

Recognize and reward individuals contributions, both formally andinformally

Enjoyment Approach work with an optimistic attitude; your demeanor sets the one inyour workplace

Encourage the individual to organize team social events

Belonging See and express value for each individuals unique personalities, interestsand contributions

Promote teamwork by creating opportunities for people to help each other in

the workplace

Advancement Hold regular career conversations and know the individuals aspirations Provide access to more senior leaders and influencers inside and outside

the organization.


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Great leaders drive employee engagement by

Understanding and

AddressingEngagement Needs

BeingTrustworthyand Trusted

Building aStrong

PositiveClimate


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How Great Leaders Drive Results Through Employee Engagement - Forum