Fostering public service excellence through fully engaged employees and

committed, purposeful leadership

Passionate Public Service® Public sector talent development solutions

Constructively Engaging on

Employee Engagement

Federal Worker Satisfaction and Commitment

at Lowest Levels Ever

Source: Partnership for Public Service

57.8%in 2013

56.9%in 2013

And, fell even lower in 2014!

Survey response rate was down from 2013 . . .

Source: Office of Personnel Management (OPM)

Again, only 38% of employees have confidence that anything will be done with the survey results.

38%

Federal Employee Viewpoint Survey (FEVS)

Fewer than half of all federal employees participated

Source: Office of Personnel Management (OPM)

And, even fewer are overall satisfied with their organizations.

55%

Still fewer are recommending their organizations as great places to work . . .

62%

Declining Satisfaction with Organization

Source: Office of Personnel Management (OPM)

While sequestration and budget uncertainty have played a role, those aren’t the only issues . . .

Leadership Challenges

Scores on ALL but one of the Leadership questions decreased in 2014.

Only 38% of employees say senior leaders generate

high levels of commitment and motivation.

Source: GALLUP Business Journal

Only 30% of American employees are actively engaged at work – this

figure drops to 13% for all employees worldwide.

Of the other 70% of American employees:• 52% - Not Engaged• 18% - Actively Disengaged

Three Types of Employees

DisengagedEngaged

Productivity Customer service

orientation Commitment Innovation Retention Resilience

Actively Disengaged

Likely poor performance

Potential conduct issues

Formal and informal complaints

Interference Resistance

Engagement Impacts

Ideas for Positively Impacting Employee Engagement

“The greatest asset of any nation is the spirit of its people, and the greatest danger that can menace any nation is the breakdown of

that spirit – the will to win and the courage to work.”

-- George B. CortelyouFirst Secretary of Labor and Commerce, 1903

Explore what matters most – focusing on those on the front line.

Gaining a better understanding of what motivates people supports managers in better managing and leaders in better leading. One size does not fit all all, nor does one style suit all. Be intentional about discovering what works and diligent and flexible in applying what you discover.

That which we feed grows, so be intentional about your focus.

Authentically modeling and rewarding desired organizational behaviors are exponentially more effective at bringing about change than highlighting or emphasizing undesirable behaviors. And, actively engaging all levels of the organization in identifying and defining desired behaviors can create a culture of shared accountability and foster active engagement.

Acknowledge what you’ve heard and commit to act.

Employees are experiencing survey fatigue and have little confidence that managers are even listening (reading). Finding constructive ways to engage on what employees are sharing will positively impact the usability of the information they share and their continued willingness to engage.

Five Actions for a More Engaged Workforce

Engaged Employees

Leverage employees’

perspectives.

Focus at the work group

level.

Select the right

managers. Coach and then hold managers

accountable.

Weave engagement

into daily interactions.

Additional Ideas for Managers

Benchmark and review results

annually – trends matter.

Compare results to relevant comparison groups for context.

Leverage other feedback

sources for more holistic

view.

Not engaging is not an option . . . and, how you engage matters.

BE INTENTIONAL.

Pivotal Practices Consulting LLC“Organizational Consulting for Sustainable Performance Excellence”

Please be in touch if we can support you in enhancing your organization’s engagement levels. We support agency leaders in creating and implementing solutions that drive sustainable performance excellence.

(301) 220-3179 phoneinfo@pivotalpractices.com emailwww.pivotalpractices.com