pccyfs 2012 annual spring conference engaging, motivating and inspiring top performance presented...

PCCYFS 2012 Annual Spring Conference

Engaging, Motivating Engaging, Motivating and Inspiring Top and Inspiring Top

PerformancePerformance

Presented By: Robin Stricoff

PCCYFS 2012 Annual Spring

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Engaging, Motivating & Inspiring Top Performance

© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People 2


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Introduction

• Impacting Your People is about impacting ALL your people – those who provide service and those you serve.

• We firmly believe that a qualified, stable, engaged and aligned workforce achieves better outcomes for your clients

3© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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Today - 3 goals

• Identify how engagement drives improved outcomes

• Know the engagement continuum

• Launch your transformation strategy



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Change Vision

•

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We are a We are a culture of staff culture of staff engagementengagement

© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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A high A high engagement engagement organization organization = a high = a high achievement achievement organizationorganization



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First Goal

• Identify how employee engagement drives improved outcomes



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• What is employee engagement?



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• Engaged staff are “mentally and emotionally invested in their work and in contributing to their employers’ success”



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Staff Engagement Produces Results

• 57% increase in discretionary effort

• 83% reduction in the desire to leave



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Relationship between engagement and outcomes



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Relationship between engagement and turnover



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Won’

t

86% Think 86% Think About LeavingAbout Leaving

17% Think 17% Think About LeavingAbout Leaving

2011 - HR Solutions© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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Engaged Staff Behave Differently • Speak positively about the organization

• Strive to do a better job

• Stay and contribute

• Have lower absenteeism

• Have fewer accidents

• Ready to take on increased responsibility (succession potential)



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WIIFM

• Less likely to leave

• More productive

• Produce better results



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Second Goal

• Know the engagement continuum



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Levels of Engagement in the Workforce



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Cost of Disengaged Staff

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$350 billion a year



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33%

49%

18%



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Actively Disengaged



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Not Engaged



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Engaged



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Third Goal

• Launch your transformation strategy



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Transformation Mind-Set

• Trying to get more out of the workforce we lost sight of our employee fundamental needs

• Addressing these needs builds engagement

• Building engagement improves outcomes



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Path of Transformation

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Top Executive

SupervisorsManagersEmployee behavior

It starts here

Supported by human resource best practices and

systems© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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Transformation Strategy

• Communicate Your Vision

• Connect Staff Effort to Organization Goals

• Build Best-in-Class Managers

• Communicate & Connect with Senior Leadership

• Recognize a Job Well Done30© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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# 1 – Communicate Your Vision



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#2 - Connect Staff Effort to Organization Goals

• How important is it to connect staffs’ work to organization’s success?

– 88% say Very Important or Important– 12% say Unimportant or Very

Unimportant

SHRM Engagement Survey



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# 3 - Build Best-in-Class Managers

• Manager/staff relationship is key to employee engagement

– 55% say Very important– 38% say Important– 5% say Unimportant– 2% say Very unimportant



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Building Best-in-Class Managers is Mission Critical

• Poor Supervisors Trump Good Programs

• Good programs PLUS GOOD supervisors = engagement , high performance, retention

• Good programs PLUS POOR supervisors = non-engagement , poor performance, turnover



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What Employees Want from Supervisors

• Clear expectations• Feedback & coaching• Opportunities for growth &

development• Able to set goals• Follow through• Supervisors skillfully and artfully

adept in all aspects of performance management



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# 4 - Communicate & Connect with Senior Leadership • Direct access-frank and honest

leadership

– 53% say Very Important– 41 % say Important– 5% say Unimportant– 2% say Very Unimportant



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# 5 – Recognize a Job Well Done!

• Management recognition of employee job performance

– 49% say Very important• 43% say Important• 6% say Unimportant• 2% Say Very Unimportant



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When I make a mistake, I am recognized 100% of the

time, when I do something

great, I’m not recognized 99%

of the time.



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Impact of Sluggish Economy

• Environment of uncertainty

• Antidote for uncertainty• Vision• Contribution• Building Best Managers• Communication with Senior

Leadership• Recognition



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2012 Economic Recovery Trends

• Increased workloads

• Postponed retirement

• Increased internal employee complaints, unemployment filing and EEOC complaints



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Launch a Formal Recognition/Appreciation Initiative

• Everyone appreciates knowing they did a good job



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Engaged Organizations Behave Differently

– Employees held responsible for progress– Achievement is recognized– Recognition is plentiful and genuine– Conflict is resolved

–



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Engage! Be Different

– Cooperation across departments– Managers are competent to manage

staff performance; including providing feedback, coaching for improved performance



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Engage! Be Different

– Salary and benefits are viewed as competitive

– Policies are clear, flexible and administered fairly

– Training is viewed as a development investment. Employees have the opportunity to grow and learn

– Participatory management style– Ongoing effective communication



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• Become Best-in-Class!



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Best-in-Class

74% managers are involved and fully support engagement

initiative.



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81% provide managers with training and tools on

engaging staff and managing staff performance

Best-in-Class



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Measuring Engagement

• A Comprehensive Approach

– Exit interview results-actions– Stay interview-increase what folk want– Track turnover, absences, accident

metrics– Regular employee survey’s– Taking the pulse



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Actionable Next Steps

• Ignite curiosity & enthusiasm

• Win buy-in and support

• Build a performance management culture

• Establish cascading goals aligned to strategy!

• Instill full accountability at all levels49© copyright 2012 Robin Stricoff, MSW/SPHR, Impacting Your People


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Wrapping Up

• An Engaged Organization:

– Starts at the top and cascades down– Only works when managers build

effective relationships with their reports– Results in a satisfied workforce that

produces better outcomes



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Engaged staff

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Better outcomesBetter outcomesTurn your visionTurn your vision

into reality into reality

ROI



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Your most valuable resources are your people

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Thanks for a job well done



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• What will you do differently?


pccyfs 2012 annual spring conference engaging, motivating and inspiring top performance presented...

Documents

robin stricoff slide

performance copyright

engagement continuum

employee engagement

hr solutions copyright

high engagement organization

engaged staff

better outcomes