Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts: 70% of employees are disengaged and actively disengaged. Nearly 1/3 of employees think their managers fail to effectively communicate goals. 40% of employees say they don't receive regular, clear feedback on their performance from their manager. (Sources: Gallup and Tower Perrins) So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.

2. Improve employee performance with the largest
and fastest-growing library of training videos.

3. What is Employee
Engagement?

6. To win in the
marketplace you
must first win in
the workplace.”
Doug Conant, Former CEO of Campbell’s Soup

7. SOURCE: http://www.scancapture.co.uk/how-maslows-hierarchy-of-needs-influences-employee-engagement/

8. The Employee
Engagement
Continuum

9. The Employee Engagement Continuum
Continuum of behavior | Engaged, Disengaged, Actively Disengaged
Engaged Actively Disengaged

10. 30%
52%
18%
Engaged
Disengaged
Actively
Disengaged

12. 41%
33%
28%
26%
Traditionalists
Millennials
Gen Xer’s
Boomers
Engagement Levels
by Generation

13. ENGAGED
• Help meet business goals
• Committed to the organization and its values
• Consistent high performers
• Positive attitude
• Motivated
• Take initiative
• Communicate well, and help others
• Look to improve processes and efficiency.
• Use talents, and work to grow their skills.

14. DISENGAGED
• Do what’s required, but they’re not “going the
extra mile.”
• Performance is satisfactory
• Satisfied with themselves as-is
• Putting in the hours, but not the energy
• No initiative, no emotional commitment
• “It’s not a job. It’s a sentence—nine to five, five
to life.”

15. ACTIVELY
DISENGAGED
• More than just disconnected workers
• Miserable in their jobs
• Angry at their employer
• Misery loves company
• Water cooler conversation is a gripe session
• Actively working AGAINST the organization
• Undermine co-workers
• Pass around negative rumors
• Sabotage projects

16. $300 million are lost
annually due to
actively disengaged
employees!

17. Poll Question
Where is your team on
this continuum?

18. 80% of people who quit were
dissatisfied with their manager.
SOURCE: Carnegie

19. What Can You Do to
Improve Employee
Engagement?

20. Measure engagement
and work with data.
Focus on engagement at
multiple levels – senior
leadership and grass
roots.
Select the right
managers
Train and coach
managers on key skills
and competencies that
lead to employee
engagement.
Define engagement in
realistic everyday terms
Find ways to connect to
every employee.

21. Measuring Engagement
Gallup’s Q12 Kenexa’s Survey
Accord
Management
System
HR Solutions’
Sweet 16
Surveys and Tools

22. Alternative direct measures
The percentage of
participation in ad-hoc
meetings and initiatives
vs. recurring meetings
and processes.
Time spent
collaborating directly
with customers
outside of normal
scope of work.
The number of network
connections and time
spent with people
outside of immediate
team or region.
The amount of work
that occurs outside of
normal working hours.
Measuring Engagement
SOURCE: Harvard Business Review, A Primer
on Measuring Employee Engagement

23. Key Competencies and
Skills for Your Managers

24. EMOTIONAL INTELLIGENCE
Our ability to understand and monitor our own feelings and emotions,
and the feelings and emotions of those around us.
The connection and
interaction of the
emotional and
rational parts of our
brain
Strategies to adopt
and improve
Attitudes, choices
and behaviors

25. COACHING SKILLS
The manager focuses on the actual needs of his or her employees and
puts those needs first.
Focus on the development of
the employee not the tasks
Structure for
accountability,
action and outcomes
Ask vs. Tell Approach

26. Why Coaching Skills Are Important
For Your Managers?
Top Missing Skills In
Mid-Level Leaders
1. Coaching
2. Performance Appraisal
3. Developing Others
4. Managing Change
5. Communications
6. Business Acumen
SOURCE: Bersin by Deloitte
21%
Organizations with senior leaders who coach effectively
and frequently
IMPROVE BUSINESS RESULTS BY 21%
SOURCE: Bersin by Deloitte

27. COMMUNICATION SKILLS
Ensuring the message and method are appropriate to the situation and
desired results.
Feedback
Keep employees connected
Maintain relationships

28. DELEGATION
The right task to the right people.

29. PERFORMANCE MANAGEMENT
The right roles for the right people to maximize potential

30. Focus on Strengths
61% of employee’s with managers that
focus on strengths are engaged – twice
the average!
SOURCE: Gallup

31. Intrinsic vs Extrinsic

32. Improving Engagement
Short Video Series
• Employee Engagement - Bad Deal or
Real Deal?
• The What and Why of Employee
Engagement
• The Employee Engagement Continuum
• Measuring Employee Engagement
• Improving Your Team's Employee
Engagement
• Ideas for Improving Engagement
• How to Improve Your Engagement at
Work

33. Leadership Feedback: What employees
want to tell you…but don’t!
The best assessment of your
leadership comes from those
you lead.
It's true; most leaders live in a vacuum. They
don't receive much feedback from the people
they lead. In fact, they often have no idea
how good--or bad--their leadership really is.
"Leadership Feedback" is an entertaining and
thought provoking video training program
that provides the kind of honest feedback
leaders don't normally hear.

34. Developing Emotional Intelligence
Short Video Series
• What is Emotional Intelligence?
• Developing Self-Awareness
• Developing Self-Regulation
• Developing Self-Motivation
• Developing Empathy
• Developing Effective
Relationships
• Emotional IQ and DISC

35. Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry
@BizLibrary
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl