sample slide presentation
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These are some sample slides from our employee engagement leadership trainingTRANSCRIPT
![Page 1: Sample Slide Presentation](https://reader033.vdocuments.us/reader033/viewer/2022051400/553828264a795971788b468e/html5/thumbnails/1.jpg)
HELPING PEOPLE
MAKE LASTING CHANGES IN THEIR CAREERS & LIVES
www.eddielemoine.com
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• Introduction
• Why now, why engagement
• About the numbers
• Three steps to closing the engagement gap
• Getting to know your team
– Gender
– Culture
– Age
• Growth and engagement
• Creating a vision
• Building a competitive advantage
• How do you get there from here
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The evolution of Employee
Engagement
Are employees
happy
1990
Employee satisfaction
Are employee motivated
2000
Employee Commitment
Are employees motivated
and do they know what to do
2007 Employee Engagement
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Business Trend
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Job Market
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2:00
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-10%
-5%
0%
5%
10%
15%
20%
25%
30%
35%
40%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 1950-1960
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-10%
0%
10%
20%
30%
40%
50%
60%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 1960-1970
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-20%
-10%
0%
10%
20%
30%
40%
50%
60%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 1970-1980
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-20%
-10%
0%
10%
20%
30%
40%
50%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 1980-1990
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-20%
-10%
0%
10%
20%
30%
40%
50%
60%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 1990-2000
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-20%
-10%
0%
10%
20%
30%
40%
50%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 2000-2010
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-20%
-10%
0%
10%
20%
30%
40%
50%
60%
70%
80%
under 14 15-24 25-34 35-44 45-54 55-64 65+
Population Growth 2000-2020
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Traditional
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The New Retirement
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67%
22%
8%
3%
Baby Boomers
X Gens
Y Gens
Matures
Generational Composition of the Core
Public Administration (March 2007)
*Baby-boomers account for 2 out of 3 employees of the Core Public Administration.
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―a way of thinking first, a way of
working second.‖
Telling the many what
has been decided by
the few
Selling the many what
has been decided by
the few
Environment conformant compliant Low engagement
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―a way of thinking first, a way
of working second.‖
Environment
Inclusion-looking
for ideas and support
throughout the
organization.
Co-creation—leveraging the strengths
of the individual
members of the team to
identify better ways to
achieve corporate goals.
Enthusiastic participants Enthusiastic participants High Engagement
Discretional Effort
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What does an engaged employee think,
feel and do?
Think
I understand how my
unit/department
contributes to the success
of the organization
I understand how my role
in my organization is
related to my
organization’s overall
goals, objectives and
direction
I am willing to put in a
great deal of effort
beyond what is
normally expected to
help my organization
succeed
I am personally
motivated to help my
organization be
successful
I would recommend my
organization as a place to
work and do business.
I am proud to tell
others I work for
my organization
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SurvivalThe weak will be weeded out.
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Disengaged59%
Engaged27%
Actively Disengaged
14%
Engaged Workforce
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What are the cost to your
organization
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Z Z Z
Z Z
Engaged 27%
60% of productivity Disengaged 59%
60% of productivityActively disengaged 14%
-20% of productivity
$.90$.70 $.50
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How do we know
• Signs of disengagement
– Increased turnover
– Missed deadlines
– Low morale
– High burnout rate
– Complacency
– Finger-pointing and
name-calling
– Lack of accountability
and responsibility
– Increased absenteeism
• Signs of engagement
Choose to work late to
complete a project
Ask how to help other
team members
Looks for connection
between actions and
financial results
Treat resources like their
own
Initiate improvements
Look beyond their own role
Pursue self-development
on personal time
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Making it work!Easier than you think
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Know Them
GenderCulture, Background,
Language, etc.
Generational Gaps
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GROW THEM
Line of sight between employee
performance and company performance
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Building on Your Strengths
• Your strengths (engagement)
• Your weaknesses (disengagement)
Activities that weaken you Activities that strengthen you
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Building on Your Strengths
Your strengths (engagement)
Your weaknesses (disengagement)
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Inspire Them
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