decsionwise: employee engagement and the hourly employee
DESCRIPTION
Based on our research with hundreds of organizations, we have found that while hourly employees have different expectations of the employment contract than exempt employees, the fundamental drivers of engaged performance are the same. Engagement is largely based on the activation of basic human motivations--no matter the job status or responsibilities. Learn key factors in creating an environment where your best hourly employees want to stay and are engaged in their work. What are the differences in expectations for non-exempt employees? What are the drivers of satisfaction and engagement for hourly employees? What are the differences in employee engagement exempt and non-exempt employees? How can managers engage their hourly workforce to improve performance?TRANSCRIPT
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Employee Engagement and the Hourly Employee
Charles Rogel Dir. Business Development
DecisionWise
Paul Warner Dir. Consulting Services
DecisionWise
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About DecisionWise
360-Degree Feedback
Employee Engagement
Leadership Development & Coaching
Organization Change
Awareness | Action | Accountability
Clients
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Hourly Employees are Critical…
Hourly employees are on the front-lines of:
Production
Quality
Customer Experience
Advocates and supporters of operational performance
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Satisfaction
Engagement
Hearts, Hands, & Minds
Contractual
Tra
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nal
Tra
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Meaning Autonomy Growth Impact Connection
The Engagement Experience
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Employment Contract
Exempt
1. Compensation
2. Benefits
3. Advancement
4. Positive work Environment
Hourly
1. Compensation
2. Benefits
3. Tools and Resources
4. Positive work environment
5. Advancement
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Case Study: Retail
Source: Harvard Business Review Jan/Feb 2012
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Case Study: Retail
Walmart Costco
Low Labor Budgets
Low Quality and/or Quantity
of Labor
Poor Operational Execution
Low Sales and Profits
High Labor Budgets
Good Quality and/or Quantity
of Labor
Good Operational Execution
High Sales and Profits
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Case Study: Manufacturing
Multinational manufacturing organization
Locations: 30
Market Share: 30%
Annual Revenues: 1 Billion
Employee Count: over 2,500
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Top 5 Drivers of Engagement
Exempt/Salaried Employees
1. Challenge in Job
2. Advancement
3. Coaching/Mentoring
4. Autonomy
5. Pride in company
Hourly Employees Employees
1. Respect
2. Rewards/Incentives
3. Voice
4. Challenge in Job
5. Advancement
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Case Study: Manufacturing
Employee Voice Only 51% of hourly employees believed that they had a voice compared to 70% of salaried/exempt employees. Career Opportunities Only 39% of hourly employees reported that they received counseling on their careers (compared to 54 percent of exempts) even though 70% of hourly employees felt that there were career opportunities within the company.
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Engaging Hourly Employees
1. Treat with dignity and respect
2. Communicate total compensation package
3. Promote advancement opportunities
4. Train
5. Provide needed tools and resources
Satisfaction
Contractual
Tra
nsactio
nal
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1. MEANING: Articulate clear and compelling vision and goals
2. AUTONOMY: Delegate-coach-support
3. GROWTH: Foster personal mastery experiences
4. IMPACT: Provide feedback, information, and recognition
5. CONNECTION: Establish a collaborative environment and personal working alliance with group members
Engaging Hourly Employees
Engagement
Hearts, Hands, & Minds
Tra
nsfo
rmatio
nal
Meaning Autonomy Growth Impact Connection
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How Managers Inhibit Engagement
Negative mood and affect
Negative attitudes about subordinates (mistrust)
Over- or under-manage
Create fear of speaking up
Fail to connect individual contributions to larger goals and objectives
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Paul Warner [email protected] Charles Rogel [email protected] Tel. 1.801.960.1400 www.decision-wise.com