employee engagement - little things that make the biggest difference-patricia dinucci

8/14/2019 Employee Engagement - Little Things That Make the Biggest Difference-Patricia DiNucci

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Employee Engagement:Its the Little Things That

Matter The Most

Patricia DiNucci, SPHR

Director, Human Resources & Risk Management

Morrison Child & Family Services


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Employee Engagement

What is Employee Engagement?

Lets start with what its not

Employee engagement does not mean

employee happiness or satisfaction.

Someone might be happy at work, satisfied

with thier job and their pay, but that doesnt

necessarily mean they are workingproductively on behalf of the organization


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Definition of Employee Engagement

Employee engagement is the emotional

commitment the employee has to the

organization and its goals.

This emotional commitment means engaged

employees actuallycare about their work and

their company

They work on behalf of the organizations

goals


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Being An Engaged Employee

When employees carewhen they are

engagedthey use discretionary effort

Give 110% Go the extra mile

Take personal responsibility/accountability

Hold themselves to a higher standard

Take pride in the quality of their work Feel that what they contribute matters to the

success of the organization


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Why Does It Matter?

To win in the marketplace

you must first win in theworkplace.

~ Former Campbells Soup CEO, Doug Conant


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What Do Employees Want?

To know what is expected of them

The tools and equipment to be successful in their job

The opportunity to do what they do best

Feedback, praise & recognition To know that they are cared about

To know that they matter and make a difference

The opportunity to progress, learn new things

To be treated fairly

And


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What Do Employees Want MOST?

THEY WANT TO TRUST YOU AND TO BE

TRUSTED!

Trust is a function of two things:

Characterwhich includes integrity, motive, and

intent

Competencewhich includes capabilities, skills,

results, and track record


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Trust

There is nothing that inspires a person morethan having trust extended to them

He saw something in me that no one else

saw

She believed in me when no one else did

People are powerfully influenced by, respond to,and reflect on that trust


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Trust

By extending trust, you empower people

You leverage your leadership

You create a high-trust culture that brings out

the best in people

You create high-level synergy

You maximize the potential of the

organization to accomplish its goals


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Supervisors

Employees MOST often leave their Supervisor, notthe company

Train your Supervisors around the expectations ofhow your employees should be treated.

Just because you hire an experienced supervisor,that does not mean that their previous employer hadthe same expectations as your company

No one is born knowing how to motivate or engagepeople, its a learned skill. And like most anything,some are going to have natural talents in that areaand some are not.

Supervisors must model the behavior they hope tosee in others


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Simple Strategy: How to Get There

EACH PERSONEVERY DAY

YOU approach them - dont wait for them to

approach you

Walk to where they are to say Good Morningto each person on your team everyday

Walk to where they are to say Good Night toeach person on your team everyday


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Its The Little Things

WORDS MATTER

Thank you for your hard work today

I noticed that you stayed behind to get that projectfinishedyour dedication is not going unnoticed

Im impressed! I got some great feedback about you today

Im excited for you

Thats the outfit you had on the day we interviewed you

I trust you to do it take the lead on this Its your idea, so why dont you write up a proposal of

how you see it being implemented

I am always in your corner


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ACTIONS MATTER

A sticky note at their desk saying thanks for going above &beyond

A miniature candy bar on a keyboard

Empowering an employee in front of others

A thank you or congratulatory email with clip art Spotlighting an employees specific contributions

Thank you, congratulations card

Call from the drive-thru at the coffee shop--- what can I bringyou?

I brought you in some browniesthis half does not havenuts, I know youre allergic

Why dont you head out early I know youre sister iscoming into town tonight


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COURTESY MATTERS

Regardless of Hierarchy - Dont Forget the Courtesy

I havent forgotten about you Ill be just a couple minutes late

Im sorry I kept you waiting

I know that youre very busy (your time is valuable)

Thank you for allowing me to interrupt I apologize for the delay in responding to this email

Dont forget vegetarian, vegan & gluten-free options atcelebrations


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PUT ON YOUR THINKING CAP WHEN IT COMES TOEMPLOYEE ENGAGEMENT

On an employees first day, have a Welcome tothe Team sign or card that your team has signedwaiting for them

When an employee goes on vacation, have aWelcome Back sign waiting for them when theyreturn

Remember birthdays and employment

anniversaries Wedding showers, baby showers

Potlucks, contests, drawings, prizes

Team meetings, appreciation days


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SHOW THAT YOU CARE ABOUT THEM AS APERSON, NOT JUST AS AN EMPLOYEE

Notice things & remember things

Share a bit of yourselfopen up so that you can berelatable

Use your spouses name, your pets name, talk aboutcommon experiences

Remember names of employees children, spouses,partners, grandchildren, pets

Ask about significant events (how did your brothers weddinggo this weekend?)

Know their favorite coffee drink or candy bar Are they a dog person or a cat person

Encourage work-life balance Its been a while sinceyouve take a day for yourself


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How Do You Measure Engagement?

Gut feeling (mood/vibe)

Laughter, conversation, coaching, helpful to others

Volume and/or accuracy of work

ObservationEmployees watching the clock ortaking pride in getting the job done on time

The type of questions that are being asked:

Probing to learn more?

How does what they are doing fit into the big picture? Asking about next steps?

Showing proactive indicators?


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Engagement Surveys

Gallup Q-12

A group of 12 strategic questions that yield

a variety of measurable outcomes

Use consistently to accurately measure

increasing or decreasing engagement

Well liked by Supervisors, easy to interpret


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Gallup Q12 Survey Questions Measure of Employee Engagement

The Meaning & Measure of the Quest ions

SUMMITCamp 3is where an employee feels loyal, productive and fully engaged. They

are fully satisfied with their contributions to the team, may be ready to break out intoCamp 3 a more fulfilling role, take on new challenges and/or responsibilities.Secure in

Q. 11 & 12 their decision to stay, they are aligned with company goals and ready for success.

Camp 2 Camp 2is where employees perspective widens- do I belong here? Do my co-

Questions workers share my ethics & values? Am I part of a contributing team? Am I7, 8, 9 & 10 challenged, acknowledged, rewarded? Am I making a difference?

Camp 1 Camp 1is where employees start to feel settled- their basic needs are met.

Questions 3, 4, 5 & 6 Do I fit in? What do people around me think of my work? Am I dong a good

job or do I need help? Can I go to my supervisor for advice and coaching?

Base Camp Base Campcan be described as the base of the mountain. Where you are when

Questions 1 & 2 you start a new job or take on a new role within the same company. An

Employees focus at this point focus is on basic needs; What will I earn, when

do I have insurance, will I have an office What do I get?

Employee is at the Base of the MountainStarting aNew Job in a New Company

-or-

Starting a Different Job in the Same Company


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Employee Evaluations

Common Mistakes:

Procrastinating

Not being direct about areas that need

improvementAvoiding conflict

Not being specific enough

Not paying attention to the whole message

Dont focus only on recent history Get feedback from internal & external

stakeholders


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Wrapping Up

Q & A

Share Ideas

What has worked?

What has backfired?

THANK YOU

employee engagement - little things that make the biggest difference-patricia dinucci

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