employee energy measurement and energy vs. engagement
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Copyright © 2015, Theresa M. Welbourne, PhD1
Assessing the Level of Energy in a Company
Theresa M. Welbourne, PhDFirsTier Banks Distinguished Professor of Business
University of Nebraska-Lincoln
Founder, President and CEO, eePulse, Inc.
Affiliated Research Scientist, Center for Effective OrganizationsUniversity of Southern California
Copyright © 2015, Theresa M. Welbourne, PhD
Why Energy?Energy defined = The ability to do work
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Growth and Innovation Require Employees Who Work
Copyright © 2015, Theresa M. Welbourne, PhD
Initial Public Offerings
• Selected cohorts of firms by year that went IPO• 1988, 1993, 1996 (biggest year), 2011, 2012, 2013, 2014 • Case studies with firms that went public (deep dives)
“Fruit flies of management”
Data Sources =
Prospectus (archival data), Surveys to executive teams, Archival data for financial and survival status
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Copyright © 2015, Theresa M. Welbourne, PhD
The Classes of 1996 and 1993
• What happened to them? • 1996 - 38% of the firms survived as of 2006
and 22% were thriving • 1993 – 20% alive 20 years out
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Copyright © 2015, Theresa M. Welbourne, PhD
Learning• FIRST – Formula for winners: Sense of urgency
high but balanced with valuing employees • SECOND –Balance = optimal energy for me
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Copyright © 2015, Theresa M. Welbourne, PhD
Small Side Track Energy and Engagement
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Engagement gets you retention Proud, willing to stayHelping out, positive and friendly Employees getting what they need at workNot always doing what is needed to succeed Engagement is necessary but insufficient for high performance
Energy sustains high performance Passion, sense of urgencyMoving forward fast and fasterInnovating, moving in the right direction
Uncomfortable perhaps but successful and focused on winning
Engaged
Copyright © 2015, Theresa M. Welbourne, PhD
Today’s news tells us over 70% of US workforce is disengaged
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Copyright © 2015, Theresa M. Welbourne, PhD
Companies have been running annual engagement surveys
for at least 20 years and spending billions on action
plans.
What’s NOT working?
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Copyright © 2015, Theresa M. Welbourne, PhD
Maybe the numbers are wrong.
What if the tools we are using do not fit
the job?
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Copyright © 2015, Theresa M. Welbourne, PhD
Today’s tool of choice: Annual or every other year
engagement survey
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Copyright © 2015, Theresa M. Welbourne, PhD
The annual report is a historical accounting of the company’s financial
performance from last year.
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Copyright © 2015, Theresa M. Welbourne, PhD
Engagement surveys are the human capital annual report.
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Copyright © 2015, Theresa M. Welbourne, PhD
Energy must be measured frequently.
Trending is key for usability and predictability.
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Copyright © 2015, Theresa M. Welbourne, PhD
Measurement of Energy at Work
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In Physics:
What does it take to increase temperature by one point?
At work:
What does it take for employees to be at their best,
or most productive,
energy levels?
NEED TWO NUMBERS
Working Energy Optimal Energy
Copyright © 2015, Theresa M. Welbourne, PhD
First Number Working Energy
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Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.
Copyright © 2015, Theresa M. Welbourne, PhD
Second NumberOptimal Energy
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Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.
Copyright © 2015, Theresa M. Welbourne, PhD
1. Working Energy
2. Optimal Energy
3. (Energy 1)– (Energy 2)
ENERGY GAP
Energy Diagnostics
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6.94
7.79
-.85
What’s your Energy?
Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.
Copyright © 2015, Theresa M. Welbourne, PhD
Take a Test Drivewww.asktolead.com
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Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.
Copyright © 2015, Theresa M. Welbourne, PhD
Leader Energy and Performance
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Firm Performance Level
AverageGap Score
Very High -0.57High -0.54
Average -0.83Low -1.32
Very Low -1.58
Copyright © 2015, Theresa M. Welbourne, PhD
Gap is About Being in THE ZONE
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MORE GROWTH – MORE INNOVATION
Being in and staying in the zone leads to POSITIVE OUTCOMES
Copyright © 2015, Theresa M. Welbourne, PhD
Why Ask to Lead?
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Ask the right kind of question to manage the company conversation. In most cases, we ask non-strategic questions that do not lead to inspirational, energizing dialogue. Ask the right questions to lead and achieve business goals.
Copyright © 2015, Theresa M. Welbourne, PhD
Intervention #1
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Direction and redirection are critical for high performance
Copyright © 2015, Theresa M. Welbourne, PhD
Intervention #3
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Routinizing Randomization
October, 2012, Inc. Magazine (on line story) by Dr. Welbourne
Copyright © 2015, Theresa M. Welbourne, PhD
Outcomes from Energy Pulsing• Sales improves because sales team members track energy and
learn how to prepare themselves for a successful day, week. Sales leaders share best practices.
• Leaders find hot spots in organization that need help and intervene in real time
• Predictive metrics help leaders proactively lead the business
• ROI as high as 2,000% when managers act on employee ideas that come through
• Call center turnover reduced by over 30% in 6 months
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Copyright © 2015, Theresa M. Welbourne, PhD
The Magic?
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We know what to do. We don’t magically know WHEN to do it.
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