How Great Leaders Drive Results through Employee Engagement

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 employee engagement important?

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High Engagement is
a deep sense of ownership for the organisation and strong feelings of involvement, commitment, and absorption in ones work, which is motivating.

It looks like
a strong contribution of discretionary energy, which translates into productivity.

And results in
improved personal and business performance.

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An Engaged Workforce is a Market Advantage

30% 20% 10% Absenteeism High Turnover Orgs. Shrinkage Safety Incidents Patient Safety Incidents 21% 10% 22%

0%
-10% -20% -30%

Customer

Productivity

Profitability

-25% -37%

-28% -41% -48%

-40%
-50% -60% -70%

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

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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

Factors most critical to success?
Strong executive leadership High level of employee engagement Effective Communication High level of customer service 0% 50%

71%
71% 73%

80% 100%

Source: The Impact of Employee Engagement on Performance, Harvard Business Review 2013
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How engaged are employees?

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2012-13 Global Data

Aon Hewitt = 20% Forum = 15% Gallup = 13%

North American Engagement Levels

29% engaged

Source: Gallup 2013

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What factors and best practices affect employee engagement?

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Engagement is NOT ... Factors

A tick on a To-Do list

Generic Benefits
The responsibility of HR

An annual satisfaction survey

An annual companywide event

Mindset
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Engagement comes from ...

Climate

Trust Employee Needs

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What is Climate?

imply tated

Climate is peoples perceptions of the work environment what it feels like to work in a place.

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Climate Drives Performance

Climate drives performance because it is tied directly to motivationthat is, to the energy people put into their work.
Robert Stringer, Leadership and Organizational Climate

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How Climate Works

What Leaders Do Formal Systems Strategy Historical Forces What Creates Climate

External Environment

Organizational Climate

Individual Motivation

What Results from Climate

Individual Performance

Organizational Performance and Results

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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 positive

climate 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 the requirements 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 Climate

Dimension
Clarity Commitment Standards Responsibility Recognition Teamwork

Examples of Leadership Actions

Establish clear and specific performance goals for people Clearly communicate the link between the teams work and the organizations strategy Regularly review employees performance Demonstrate consistent courage and persistence in addressing organizational challenges Establish and clearly communicate high standards for the team Provide feedback and coaching to enable people to meet standards Encourage people to exercise their own judgment in resolving business issues Encourage people to initiate tasks or projects they believe are important Use recognition and praise to reinforce excellent performance Reward excellence with stretch assignments or promotions 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 ...

Build a Strong Positive Climate

Trust Employee Needs

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Trust Research Questions

1. How do leaders and

employees view trust in the workplace?

2. What is the link between

trust and engagement?

3. What can leaders do to

enhance trust?

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Importance of Trust
Everyone agrees trust is important but how important is it??
Its highly important to have a manager employees can trust

91%

48%

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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
Listening Walking the Talk

Examples of Leadership Actions

Conduct skilful conversations, both formal and informal, and questioning strategies to encourage employees to talk. Demonstrate empathy for employees concerns. 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. Provide forums, both formal and informal, for idea-sharing or problem-solving. Take action to implement strong, viable employee ideas.

Encouraging Ideas

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Engagement comes from leaders who ...

Build a Strong Positive Climate

Are Trustworthy and Trusted

Employee Needs

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Forum Engagement Research: Defining Engagement Needs

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Employee Engagement Needs

Need for
ACCOMPLISHMENT

Feels like to the employee

I am productive.

RECOGNITION

I am valued.

ENJOYMENT

I enjoy my work.

BELONGING

I belong here.

ADVANCEMENT

Im getting ahead.

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Leadership Best Practices for Addressing Engagement Needs

Engagement Need
Accomplishment

Examples of Leadership Actions

Clearly communicate the link between the individuals work and the organizations strategy Provide challenging work assignments that are aligned with the individuals strengths, yet provide realistic stretch Express appreciation for efforts as well as results Recognize and reward individuals contributions, both formally and informally Approach work with an optimistic attitude; your demeanor sets the one in your workplace Encourage the individual to organize team social events See and express value for each individuals unique personalities, interests and contributions Promote teamwork by creating opportunities for people to help each other in the workplace Hold regular career conversations and know the individuals aspirations Provide access to more senior leaders and influencers inside and outside the organization.

Recognition Enjoyment Belonging

Advancement

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Great leaders drive employee engagement by

Building a Strong Positive Climate

Being Trustworthy and Trusted

Understanding and Addressing Engagement Needs

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Questions?
At Forum, we help our clients develop their leaders, managers and sales teams to realize specific business objectives faster and more effectively. We are proud to provide award-winning, comprehensive training solutions backed by in-depth research to clients around the world.

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