Charlottetown
Lunch and Learn
Thursday, June 18
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Engagement Survey...
Download the
Towers Perrin
Global
Study
Download the
Hay Group Report
on Engagement
Direct Email Link
What is Employee Engagement?
Have you
seen something like this before? I was sitting in the parking lot of a mall
outside a Tim Horton's waiting to pick up my wife from a dentist
appointment. Three Tim's employees ended their shift in close succession.
The first one out the door noticed the discarded coffee cup beside the
garbage can and walked past. The second employee to leave kicked the cup.
The third employee bent down, scooped up the litter and deposited the cup in
its rightful place.
Q. Who
would you rather have on your team? Hint: Who needs less managing? A. The
employee that acts with discretionary effort. Q. Can this be taught? A. Yes!
Request Complimentary Seven Minute Engagement Audit
The Research
Employee engagement can be defined as
"a heightened emotional connection that an employee feels for
his or her organization, that influences him or her to exert greater
discretionary effort to his or her work*".
* Towers Perrin Global Workforce Study (2007), the largest
of its kind, identifies the drivers of attraction, retention
and engagement through the eyes of employees at mid-sized to large
organizations worldwide.
Download this
Study
Summary results of surveying over 88,000 workers in 18 countries:
o
Engaged:
21% - providing full discretionary effort, with scores approaching 100%
on all three components of engagement: rational, emotional and
motivational.
o
Enrolled:
41% - partly engaged. They know what to do and tend to get the work done
(higher scores on rational and motivational aspects), but they are
not connected emotionally^, which is why they're not truly going the
"extra mile" with discretionary effort.
o
Disenchanted:
30% - partly disengaged. Their scores are significantly lower on all
three components of engagement, but dramatically lower on the
emotional connection^.
o
Disengaged:
8%
- completely disconnected rationally, motivationally and
emotionally. The managers nightmare.
From Research to Results
^ Note "Emotional Connection" is the key driver. Helping people bring greater heart to life and work has been my specialty since 1985. I invite you to explore 7 strategies that can bring a heightened emotional connection to your workforces or team.
The following strategies explore universal themes that appeal to all generations in the workforce with practical knowledge, skills and particularly attitudes needed to deepen engagement and maximize the culture of human potential for greater individual, organizational and community prosperity.
-
WELLNESS: Promote Self-Respect to Bring Out the Best
-
BELONGING: Create an Inclusive Work Culture
-
RECOGNITION: Build Competency with the Virtues of Character
-
TRUST: Embed Emotional Resiliency in Your Tribe
-
RESPONSIVENESS: Honor Others by Resolving the Heart of Conflict
-
PERSPECTIVE: Open Wide Flexible Big-Picture Leadership
-
SERVICE: Align Personal Heart Investment with Organizational Outcomes
Client Gratitude
"Peter Davison brought
a unique brand of energy to his
Quest for Employee Engagement presentation to our group. He
had the audience laughing, cheering and even some shedding a tear of
inspiration during his talk.
It was a refreshing break from the business topics that our delegates
had been hearing."
- Bob Elliott