Engaged Employees

What Do They Want?

Bernadette FortenbaughLori Gillespie

CMS Leadership Institute

Engagement: What is it?

• Employee Engagement is the emotional commitment the employee has to the organization and its goals.

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3

Fair Pay Supportive Management/

Great Boss Being Recognized, Valued

and Respected Benefits Meaningful Work, Making a

Difference and Contribution Pride in Organization, its

Mission and Product

Great Work Environment/Culture

Flexibility

WHY PEOPLE STAY

Job Security and Stability

Autonomy, Creativityand a Sense of Control

Location Diverse, Changing Work

Assignments Fun on the Job Being Part of a Team Work/Life Balance Loyalty/Commitment to

Organization or Co-Workers Comfort on the Job

SatisfACTION Power- Bev Kaye

What Gets You Excited about Your Work?

Survey Says…

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Exciting Work and Challenge Career Growth, Learning and Development Working with Great People and Relationships

Bev Kaye

Same for Everyone?Stay ConversationMotivators AssessmentEngagement Profile Communication, Growth, Recognition, Trust

Gostik & Elton

Kevin Kruse

What Do We Know?• Think of successful companies

• What they have in common?

• Ex. Seattle Fish Market• Happy employees- happy customers- and productivity & performance up!

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Why Do We Care?

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Impact on Business…… on Individuals

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WHY PEOPLE STAYModels- What We Know

Patrick Lencioni

• Everyone needs others to acknowledge, take an interest in, and care about who they are

• People who see themselves as invisible, generic, or anonymous cannot love their jobs

• Impact must be real, and people must see how their work makes a difference

• Understanding how people impact others provides a sense of purpose and motivation

• People who don’t see their impact may minimize effort and maximize benefits to themselves

• Without a tangible means for assessing success or failure, motivation deteriorates

• People need to be able to gauge their achievement and level of contribution as often as possible

Career Fit

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What Do They Want?• Bev Kaye (Exciting Work and Challenge, Career Growth, Learning and

Development, Working with Great People and Relationships)• Lencioni model (Known, Job Matters, Measurement)• Kevin Kruse (Communication, Growth, Recognition, Trust)• Ideal job: interests, skills, values• Research• Surveys/ focus groups: EVS/ other• “Watercooler”….

• So…. How do we get our employees more engaged?

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How Do We Get Employees Engaged?

• Employee Strategies• CMS Program/ Office Strategies• CMS-Wide Strategies

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Employee Strategies• Career workshops

• Career exploration/ planning, IDP, Resume, Interviewing, Satisfaction Power• CMSLI leadership courses

• Role and topic based; multiple venues, needs assessments• EQLeadership, relationship building, communication, etc.

• Organization development with teams• Self-development assessments -MBTI, SDI, Eqi, DiSC, Strengths Finder• Career and Leadership Coaching• Mentoring -formal and informal• Recognition- at multiple levels• Related training for managers- partnering, coaching, 360 Feedback

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CMS Program/ Office Strategies

• CMS program/ office workgroups- employee driven action plans based on specific EVS/ other feedback

• Skills training- Project Management, IT, COTR, Lean, etc.• Cross-component collaborative initiatives

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CMS-Wide Strategies• Telework• Work schedule flexibilities• Improved internal communication (DICE)• CMS Awards program • Collaboration technology• Intra-Agency Rotation Program (4th cohort)• Competitive development programs• HHS collaborations/ opportunities (e.g. recruitment)• Employee Assistance programs (work-life balance, employee health, etc.- the

whole employee)

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Outcomes: What We Found• Employees are eager for/ appreciate career opportunities (training,

coaching, mentoring, rotational programs, shadowing….)• Employees like added opportunities to engage with their managers (1 on 1,

etc.)• Employees appreciate improved communication vehicles (All-hands, TJI/

Manager newsletters)• Employees like support for work-life balance (telework, work schedule

flexibilities, improved technology, Employee Assistance Programs)• Managers/ employees appreciate advice on career development• “Repeat Business” with OD clients• Positive feedback from coaching clients• Client testimonials and qualitative feedback

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How Will We Know Employees are More Engaged?• Performance/ behavior changes• Culture change: recognition/ trust• Possible EVS engagement index movement• Improved relationships• Performance increases• More discretionary effort• Happier employees• And…

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Network: what strategies have you tried to engage your employees?• Open discussion…..

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Key Takeaways• Consider key factors in employee engagement

• Big 3: Exciting Work/Challenge; Career Growth, Learning and Development; Working with Great People and Relationships

• Known, Job Matters, Measure How I’m Doing• Individual Motivation (Communication, Growth, Recognition, Trust)• Career Fit (values, skills, interests)

• Examine strategies to address employee engagement• Discuss outcomes and results• Network with other HHS colleagues- compare approaches

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Resources• For additional information please visit:

• *Bev Kaye, Love ‘Em or Lose ‘Em• *Bev Kaye, Satisfaction Power• https://careersystemsintl.com/• *Patrick Lencioni, Managing for Engagement• https://www.tablegroup.com/• Ken Blanchard, The New One Minute Manager• Kevin Kruse, Employee Engagement 2.0• https://www.kevinkruse.com/profile/• Tom Rath, Strengths Finder 2.0

* Book and training

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Contact InformationBernie Fortenbaugh, SPHR, ACC bernadette.fortenbaugh@cms.hhs.gov

Lori Gillespielori.Gillespie@cms.hhs.gov

CMS- Division of Talent Development

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