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Involvement is the Root of Employee Engagement


Companies expecting to drive employee engagement start with an engagement survey, which ultimately validates what they probably already know. Gallup's State of the American Workplace 2010-2012 report published that 70 percent of American employees fail to work to their full potential costing $500 billion each year in lost productivity.ASTD Website

How can 70% lost productivity be reduced   to 50% post survey? The traditional thinking was to hand out a free Starbucks   coffee card and hope people will work harder. Wait until their coffee gets cold and then see what happens.

The sad fact is that after the survey results are in, there is no sure way to   install a culture of engagement.

Today, companies spend over $500 million   a year trying to install engagement, but they experience disappointment. Why you ask? Engagement does not become instilled in peoples' value systems just by fixing low survey scores. Fix a toxic manager and I'll  be engaged. Communicate with me in a healthier fashion and I'll be engaged. Connect my work to the organizational strategy and I'll be engaged.

Post survey implementation programs are most effective when people, especially managers, have intelligent conversation with each other. A manager-run workshop is the effective solution.

So, what are the 6 foolproof workshop modules used to drive engagement?

1.   Self-Analysis and Customer Analysis - Initially, it is important to develop a   baseline. A short diagnostic captures the perceptions of value of the   services being delivered to customers, whether internal or external. This   evaluation is used by a manager to build a focused, common plan to improve   customer delivery.

2. Identifying the key customer - To be connected to a job, people need to know exactly who they serve and support. The Conference Board Research discovered   that having specific job knowledge supports better personal development and   opportunities for growth, a component of engagement.

3. Together, develop action plans to meet those customer requirements - Group brainstorming exercises will uncover customer requirements. This encourages   group communication and process improvement innovation. Pride in a better job performance creates personal satisfaction and improved career opportunity, both huge drivers of engagement. The benefit to the organization are better efficiencies and happier customers.

4. Prioritizing action plans - Multi-voting captures group consensus   prioritizing what your key customers care about the most. This group dynamic engages the manager, inspiring better communication by coming together as a work group. People learn to speak to each other about business issues and seek solutions with a common purpose and common goals. Group dynamics build a positive work environment and that is what engagement is all about!

5. Designing Best Practices - This step memorializes all of the hard work and   successes of the work group by building a "best practices playbook" for all. Everyone knows how to perform their jobs the right way. It's pretty cool as a member of a work group to have collaborated in building a best practice handbook. This is a powerful engagement driver.

6. "Walking the Talk" - After practicing the new found processes and skills, how well   are they "walking the talk"? This session is run in a "Creative Space", allowing free, uncensored brainstorming to validate whether or not the "best practices playbook" needs refining. People really engage in this session.

The roots of a truly engaged workforce come from pride, shared ownership, open communication between the team and the manager. 

The SurveyTelligence Manager Workshop and Workbook: Promotes engagement through teamwork and manager development, while creating operational best practices for serving customers.

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