engage ‘em or lose ‘em getting the most from your employees through full engagement prepared...

Engage ‘Em or Lose ‘Em

Getting the Most from Your Employees Through Full

Engagement

Prepared exclusively for:Silicon Valley Women in Human Resources

July 13, 2005

Presented by:Michael O. “Coop” Cooper

Principal, Paragon Strategies

July 13, 2005 Engage 'Em or Lose 'Em by Paragon Strategies

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Background on Engagement

DefinitionThe degree to which a person is engrossed by or interested in their

work.

Bottom line results Only fully engaged employees are performing near their potential Customer relationships improve when employees are fully engaged Engaged employees are more loyal, motivated and creative

Engagement research indicates Higher productivity Increased retention of employees and customers Improved profitability Reduced accident and healthcare costs

From: First Break All the Rules (Simon & Schuster, 1999)

Notes


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Why Now?Business has changed• Hyper-competition

• Commoditization of entire businesses

• Transparency theory

• Relationships are essential

Shift Happens!

1. HR must provide proactive, strategic guidance to the business

2. Engagement is not HR’s responsibility

3. New market realities

Notes


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Pre-Engagement ChecklistShifts required• Understand that demanding performance does not work

• From traditional management to helping people self-manage

• Focus on things that cause great results, not the results themselves

What causes great performance for each individual?

HINT: It’s different for EVERY person!

What is required to support self-management?

HINT: It’s already happening!

Notes

Why people stay at their jobs:

1. Career growth, learning and development

2. Exciting work and challenge

3. Meaningful work, making a difference and a contribution

4. Great people

5. Being part of a team

6. Good boss

7. Recognition for work well done

8. Fun on the job

9. Autonomy of control over my work

10.Flexibility – for example, in work hours and dress code

11.Fair pay and benefitsFrom Love “Em or Lose ‘Em: Getting Good People to Stay

(Berrett-Koehler 1999)


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Use Your S.P.I.N.E. Skills_____________________________

_____________________________

_____________________________

Passions_____________________________

_____________________________

_____________________________

Interests_____________________________

_____________________________

_____________________________

Needs_____________________________

_____________________________

_____________________________

Experience_____________________________

_____________________________

_____________________________Rule #1: Don’t try to change the person

Rule #2: Don’t try to change the business

Questions to define and align S.P.I.N.E.

• What skills or experience do you have that you don’t currently use here?

• What are you most passionate about?

• What is one thing you have always wanted to do that you could incorporate into your work?

• What gifts or talents do you use outside of work?

• What is the absolute minimum (needs) that must be addressed in your work?

• What is missing for you at work?

• What would you like to eliminate from your work?

• What are you best known for?

• What are some of your most important past work experiences?


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What Can Managers Do?

Focus on the Three C’s• Culture

• Communication

• Consistency

Key Points• Engagement cannot be forced

• Engagement can be encouraged and engendered in ANY area of an organization

• Engagement is based on relationships– Between people– Between people and their work

Barriers to Engagement• Managers who care more about their own welfare than others

• Managers who don’t have the tools, skills and training to engage others

• Executives and managers who focus only on short-term results

• Cultural biases against engagement

Notes


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Consistency is Key

Create CONSISTENT:• Contact

• Opportunities for individual growth

• Opportunities for challenge that are meaningful to the individual

• Expectations

• Systematized functions

Which components of management can and need to be consistent?

Which components of the business are not consistent currently that can be?

Notes


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Engagement FormulaNumber of Employees

_______

Number Disengaged X 70%

Affected Group =_______

Average Salary X_______

Replacement Cost X 250%

Cost of Disengagement =_______

Loss in Productivity + 30-300%

Sick Time + 5-30%

Grievances, Mistakes, Etc. + 30-70%

Cost of Disengagement = _______Notes


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Action Planning

CultureAction #1: Establish a supportive communication culture on your TEAM. Ask each employee what would make their job more enjoyable. Keep notes, take appropriate action and check in frequently.

Action #2: Do your homework. Ask each employee what keeps him or her at your company. Make a card of note for every employee’s answer. Every month, review the cards and ask yourself what you’ve done for that employee that relates to his or her needs (or S.P.I.N.E.) This will serve as a written reminder of what is important to your employees and what you need to do to make sure they remain a part of your team.

CommunicationAction #3: Communicate weekly on vision, goals, progress, issues, action items and owners.

Action #4: ______________________________________________________

_______________________________________________________________

_______________________________________________________________

_______________________________________________________________

ConsistencyAction #5:_______________________________________________________

_______________________________________________________________

_______________________________________________________________

_______________________________________________________________

_______________________________________________________________


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Training & Meeting Facilitation Offerings

• Sales Training Programs– Sales Boot Camp: Mastering the Basics– Selling to the Four Social Styles– Becoming a Champion Networker– Do’s & Don’ts of Selling by Phone– Fearless Performance: Creating A World-Class Focus for Sales Executives– Time Management for Sales Pro’s– You Don’t Have Me At Hello: Mastering the 7 Steps to the Sales Process– Monthly Sales Academy: Sales Training Teleconferences for Your Team

• Management Training Programs– Becoming a Champion Communicator– Becoming a Champion Manager– Building Champion Teams– Creating a Champion Culture– Managing Multiple Priorities and Time – Reducing Stress in the Workplace

• Strategic Meeting Facilitation – Strategic Planning Meetings– Sales Off-sites– Internal Goal Setting Meetings

• Coaching– Sales Coaching– Executive Coaching– Performance Coaching

• Team Building– Meeting Kick Off– Corporate Learning Games

• Key Notes and Speeches– Fearless Performance: The Keys to Creating a World-Class Mind-set– Managing Your Time for Success– Selling Savvy: Selling Smarter Not Harder– More Leads, More Profits: Developing Strategies that Drive Sales– Engage Them or Lose Them

engage ‘em or lose ‘em getting the most from your employees through full engagement prepared...

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