REDEFINING EMPLOYEE ENGAGEMENTKristy Frieden, President

Positive Performance Solutions, LLC

OBJECTIVES

• Determine the difference between engagement and satisfaction

• Understand the key drivers of employee engagement

• Identify specific management behaviors that can increase engagement levels and productivity of your employees

What are the challenges you face when trying to engage employees?

37% 50%

Engaged Not Engaged Actively Disengaged

These employees are loyal

and psychologically committed to the

organization. They are more productive and

more likely to stay with their company for at least

a year.

These employees may be

productive, but they are

not psychologically connected to their

company. They are more

likely to miss workdays and more likely to leave.

These employees are

physically present but are

psychologically absent. They are unhappy with their

work situation and insist on

sharing this unhappiness

with their colleagues.

13%

SATISFACTION VS. ENGAGEMENT

• Satisfaction- The degree to which my personal needs are met by my work experience; by how I’m treated and what I experience in the workplace.

• Engagement- The broader connection between my own understanding of my unique strengths and my purpose, and how I connect to the organization.

SAY - STAY - STRIVESource: Talent Management article, June 14, 2013 “Satisfaction vs. Engagement: Human Psychology Plays a Part” by Deanna Hartley

Engaged employees can yield up to 57% more discretionary effort.

EMPLOYEE NEEDS

Know Me

Help Me See My Value

Hear Me

Care About Me

Equip Me

Challenge Me

KEY DRIVERS OF ENGAGEMENT

RelationshipsStrengths Safety

KEY DRIVER OF ENGAGEMENT:

Focusing on Strengths

OUR FOCUS ON WEAKNESSES

Strengths..

Help us to do our best

Give us the greatest sense of meaning

Allow us to enjoy our lives to the fullest

Give us a deeper sense of connection

Increase our satisfaction and joy in all

domains of life

Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

STRENGTHS SPOTTING

Rising inflection

Rapid speech

Better posture

Wide eyes, raised eyebrows

Smiling and laughing

Increased hand gestures

More fluent speech

Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

TAPPING INTO STRENGTHS

1. What is an activity/skill that you are

really good at?

2. How do you feel when you are doing it?

3. What have you been recognized for

doing really well?

4. What activities/projects

do you look forward to

to doing?

Source: Biswas-Diener, Robert (2010). Practicing Positive Psychology Coaching.

KEY DRIVER OF ENGAGEMENT:

Boss/Employee Relationship

RELATIONSHIP TIPS

• Treat every employee with dignity and respect

• Make deposits into their emotional bank account

• Magic ratio

• Get to know what motivates them

• Remind people who they are when they are at their best

• Focus on what is going right

FOUR WAYS TO RESPOND

Passive Constructive

Active Constructive

Active Destructive

Passive Destructive

Source: Seligman, Martin (2011). Flourish, A Visionary New Understanding of Happiness and Well-being

KEY DRIVER OF ENGAGEMENT:

Emotional Safety

DRIVERS, NEEDS & BEHAVIORS

Drivers- Strengths Relationships Safety

Need- Know Me Hear Me Equip Me

Behavior- Ask questions

Pay attention

Actively listen

Minimize distractions

Provide

resources

Set/manage

expectations

Need- Help Me See My Value Care About Me Challenge Me

Behavior- Identify strengths

Utilize strengths

Acknowledge life

outside of work

Show appreciation

Develop

Provide

opportunities

KEY TAKEAWAYS

• Determine the difference between engagement and satisfaction

• Understand the key drivers of employee engagement

• Identify specific management behaviors that can increase engagement levels and productivity of your employees

Kristy Frieden, Facilitator, Coach, Mediator

440-829-4664 kristy@positiveperformance.us.com

www.positiveperformance.us.com