ENGAGED! How to Create a Culture of ENGAGED Employees Now is the time to engage your employees! Disengagement costs money, wastes time and strains resources. Join Michelle as she inspires leaders to look at their organization and make a plan to re-engage or further engage their employees.

1. Creating e a Culture of ENGAGED Employees

2. busy or occupied; involved: deeply engaged in

conversation.
to occupy oneself; become involved: to

engage in business or politics.
to attract and hold fast: The novel engaged

her attention and interest.
to attract or please: His good nature engages

everyone.

3. Employee engagement, also called Work
engagement, is a concept that is generally
viewed as managing discretionary effort, that
is, when employees have choices, they will act
in a way that furthers their organization’s
interests. An engaged employee is a person
who is fully involved in, and enthusiastic about,
his or her work.

4. quot;Engagedquot; employees are builders. They want to know
the desired expectations for their role so they can meet
and exceed them. They're naturally curious about their
company and their place in it. They perform at
consistently high levels. They want to use their talents
and strengths at work every day. They work with
passion, and they have a visceral connection to their
company. And they drive innovation and move their
organization forward.”
Curt Coffman

5. Productive, create strong client relationships, and stay

longer
“Outside-the-boxquot; thinkers, react positively to creative

ideas
Have good friends at work and to be liked by their peers

Go above and beyond in providing excellent customer

service
Learn and grow with the organization, they exceed

expectations
Twice as likely as their less engaged peers to be top

performers
Absent less often, they miss 20 percent fewer days

Resilient to and supportive of change initiatives


6. Engaged

 The Builders
Not Engaged

 Just getting by – going through the motions
Actively Disengaged

 Toxic!

7. According to Gallop

 Only 26% of employees are highly engaged
 55% of employees are just going through the motions
 The longer an employee stays with a company, the less
engaged he or she becomes.
 actively disengaged employees cost the American economy up
to $350 billion per year in lost productivity.
Watson Wyatt Reports

 Companies with highly engaged employees demonstrated
200% greater profitability
Employee Engagement is more important than

any other factor!

8. Imagine
An entire workforce
of ENGAGED
employees…

9. Assess your leadership team first

 Be honest and thorough with this analysis
Gather honest feedback about your

organization
 Conduct in-person interviews
 Employee satisfaction surveys
Inventory your resources

 Do employees have what they need?
 What would it take to fully equip employees?

10. Division on the leadership team

Uninspiring meetings

Unengaged leaders

Turnover increasing

Change in relationship with manager

Unsettled feeling throughout the organization

Gossip, negativity and low morale

Lack of creativity


11. Create a long term leadership development strategy

 How will you keep leaders engaged?
 How will you measure your leaders?
Set clear expectations for employees

 Are job descriptions clear on all levels?
 Is your on- boarding process complete and effective?
Create a long term employee focus initiative

 How will you keep the focus on your employees?
 How will you get to know them on a personal level?
 How will you recognize their efforts?
 How will you monitor levels of engagement on an ongoing basis?
Resource Management

 How will you identify and acquire the resources?

12. Create and strengthen company mission and vision

Create culture enhancers

Recruit the entire organization to help build a more

engaged workforce
 Think outside the box

13. Commitment to a

Culture Change will produce

Clarity

Consistency and

Clear Communication. This process will

Challenge employees to

Create and Celebrate an ‘ENGAGED

WORKPLACE’