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@jostleme
Engagement isn’t patronizing. Four things that drive engagement.
DebLavoy@deb_lavoy
www.jostle.me
316 survey respondents
67%EMPLOYEES 33%EXECS
EXECS WHO BELIEVE EMPLOYEE ENGAGEMENT IS IMPORTANT 99%
AVERAGE EMPLOYEE ENGAGEMENT - MEH
EMPLOYEES
EMPLOYEES:
RATEYOUROWNENGAGEMENT
EXECS:
RATEYOUREMPLOYEES’ENGAGEMENT
EXECS
5.46 5.88
EMPLOYEE ENGAGEMENT PROGRAMS – MINIMAL IMPACT
DOESYOURCOMPANYHAVEANEMPLOYEEENGAGEMENTPROGRAM?
WITH WITHOUTALL WITH WITHOUTALL
EMPLOYEES EXECS
5.5 5.9 4.7 5.9 6.6 5.2
EMPLOYEE COMMS – NOT VERY ENGAGING
NEWSLETTER TOWNHALL EMPLOYEERECOGNITIONPROGRAM
INTRANET
EMPLOYEESRATEAS“VERYENGAGING”
6% 19% 22% 15%
WHAT HAS IMPACT?
CORRELATION COEFFICIENT: 1.0 = perfect correlaJon
0.7 - 0.9 = strong correlaJon
CorrelaJon coefficient: likelihood that the variable predicts engagement.
PROUDTOWORKHERE
0.8
RESPECTFORLEADERSHIP
0.75 0.75
POSITIVECULTURE
WORK THAT MATTERS, MATTERS.
DOES YOUR WORK MATTER TO...?
CUSTOMERS LARGERCAUSE
COMPANY
MATTERS
6.2 5.8 6.2 2.8 3.4 4.2
DOESN’TMATTER
CUSTOMERS LARGERCAUSE
COMPANY
10
SO - FOUR THINGS THAT ENGAGE EMPLOYEES
RESPECT PRIDE WORKTHATMATTERS
CULTURE
Howdowedothat?
BECLEARABOUTWHATMATTERS
TOTHEBIGPICTURE
tocustomers
tothecompany
tothecompany
transparency
context
connectedness
18
SO - FOUR THINGS THAT ENGAGE EMPLOYEES
RESPECT PRIDE WORKTHATMATTERS
CULTURE
EARNRESPECT
EARNRESPECT
competence
humility
visibility
integrity
22
SO - FOUR THINGS THAT ENGAGE EMPLOYEES
RESPECT PRIDE WORKTHATMATTERS
CULTURE
EARNPRIDE
EARNPRIDE
QUEST
AUTHENTICITY
IMPACT
ROLE
26
SO - FOUR THINGS THAT ENGAGE EMPLOYEES
RESPECT PRIDE WORKTHATMATTERS
CULTURE
culture
culturecommit
treatpeoplewell
guts
Howdowemakecommunica^onsengaging?
LEADERSHIP PEER-to-PEER
FREQUENCY INCLUSION AUTHENTICITY
VALUES
EMPATHY
Using communicaJons to promote engagement
33
SO - FOUR THINGS THAT ENGAGE EMPLOYEES
RESPECT PRIDE WORKTHATMATTERS
CULTURE
