Understanding How to Motivate and Engage your EmployeesSession

Understanding How to Motivate and Engage your Employees-Session Two Planning Engagement and Motivation Strategy for High Performing Employees!

Your Employee Engagement Experts Doug Brown – President Engaged 2 Perform, Toronto, Ontario Over 10 years as president of Engaged 2 Perform - 35 Years Career Experience in Production, Quality Control, Sales/Marketing, Distribution and Fulfillment - Specialized Expertise in Motivation and Engagement best practices to build high performance individuals and teams Skip Weisman – The Leadership & Workplace Communication Expert, Poughkeepsie, New York – 16 years a CEO of 5 different professional baseball franchises – Led teams of 2 -200 – 10 years working with small business owners/CEOs to transform workforce engagement and performance results We are two of 5 licensed “Breaking the Mould Employee Engagement” facilitators in North America

Today’s Program You’re in the right place if you would like to know… • The keys to building employee engagement. • Why a company employee engagement strategy is critical to increasing engagement levels. • Where engagement strategy exists in the organization. • How engagement strategy can be facilitated for optimum success • The various levels of engagement strategy, there different focus points and why each is required.

Sports Success Analogy • Athletes (youth, scholastic, professional & Olympic) are engaged! • They are engaged in achieving a focused goal for which they are extremely passionate • It’s Not About the Money, It’s About the Goal

Last Web. Cast Recap Meaning of Engagement! • Employee passion, enthusiasm, pride, motivation, loyalty, enthusiasm, commitment, morale……. • Emotional equity or vested interest in the company, their goals and success. • Where employees are involved, contributing and involved in something that has meaning to them personally.

Last Web. Cast Recap- Connecting Engagement with Performance

Last Web. Cast Recap • Last session talked about -why engagement is a concern for employers -how engaged, motivated and inspired employees contribute more in terms of performance -the difference between “Satisfied and Engaged” employees! • Today we will focus on how to begin the engagement/motivation process.

Engagement/Motivation-Start With the End if Mind What do you expect & need from employees? • Commitment to achieve company goals, loyalty to the organization and achievement of results. • High Performance. • Engagement is a means to an END!

An Employee Engagement Strategy • Define EE in terms of what it means for your employees and workforce. • Corporate Programs, Policy and Culture • Different focus translates into different results • Focused on the research on engagement and employee needs for motivation, personal meaning and fulfilment • Only 58% of current engagement efforts initiated were deemed to be effective (Brighter Planet survey) • Employee focus versus Corporate focus.

Employee Engagement Strategy 3 Levels of Employee Engagement • Corporate Level • Manager Level-Today’s Focus • Employee Level Understand strengths/weaknesses at each level and potential for improvement.

Corporate Level • Senior Leadership Commitment • Understanding of Benefits of Engaged Employees and Workforce • Corporate Programs and Policy • Building a Desired Culture that engages employees, attracts talent and optimizes performance • Goals and Objectives of your EE Strategy • Look at the roadblocks and pitfalls of EE Strategy • An Inspiring Vision

Manager Level • Manager/Employee relationship is critical • Understand the benefits of engaging employees & the role they play. • Have the necessary people skills and abilities to facilitate the process. • Have the appropriate tools and resources required to facilitate the engagement process. • Are recognized and rewarded for achieving high employee engagement.

Employee Level • What are employee needs, interests, aspirations and goals (WII-FM, Why should they care? ) • How can these be understood and translated into policy, programs and culture. • Research into personal connectors and engagement drivers. • Task autonomy, communication, strengths and weaknesses, recognition, etc

Today’s Focus-Manager Level • Employee Engagement Equation Inspiring Vision (Championship Game) + Communicate to with Empathy & Compassion + Communicate to Engage (Request Input & Ideas) + Connect with Employees’ Personal & Professional Aspirations = Employee Engagement

Manager Level Resources, Tools/Services • • • 360 feedback Skill Assessment Mentoring/Coaching Leadership development training Employee Conversations and Personal Feedback

Manager Level Next Steps • Utilizing Survey information and feedback. • Utilizing strengths and improving weaknesses. • Implementing Support Programs and Policy to Build Engagement • Establishing benchmarks and metrics • Aligning performance and effort with strategy execution and company goals.

Levels Must Be Strategically Integrated • All three levels are different • Engagement at all three levels needs to be cultivated • Engagement can be sabotaged & undermined at every level • Evaluate programs through the filters of scientific research that has identified engagement drivers and categories (creating your company’s metrics for engagement factors? )

Other Considerations! • EE Survey and Assessment • Communication policies and programs to support the engagement process • Examine and identify “Intrinsic Connectors” beyond money that are important to your employees • How can programs be managed effectively and efficiently to control costs associated with managing EE strategy and programs. • Technology support!

Other Considerations! • Web Based Platforms (ie social media) • Engagement Partners and Consultants • Determine engagement committee or responsibility for strategy and follow through Where does EE responsibility lie in the organization (Not solely an HR function yet someone needs to coordinate programs. )

Engagement Return On Investment • A significant competitive advantage in the marketplace. Currently only about 20 -30% of workforces are considered highly engaged. • Engagement measures of productivity, innovation and efficiency, discretionary effort, improvement, adaption to change, • Establishing ROI Metrics and Benchmarks

Examples of Engagement Programs Corporate: • Recognition Programs (Beyond Tenure-Formal, Informal and Day to Day, Work/Life Balance, Corporate Social Responsibility, Employee Health and Wellness Programs, Performance Management System, Vision Statement Manager • Compensation structure, Training and Development, Assessment and feedback Employee • Employee Needs/Desire Surveys, Facilitators of Employee Engagement at Grass Roots Level

Webinar Engagement Series “Building Leadership Engagement/Motivation Skills-Optimizing Team Performance! ” Register Now and receive a 25% discount Dates: Wednesday, March 21 st, Wednesday, March 28 th and Wednesday April 4 th at 1: 00 pm. Details at: www. employeeengagementexperts. com Phone: 519 -656 -1066 email: info@engaged 2 perform. ca web: www. engaged 2 perform. ca

Understanding How to Motivate and Engage your Employees Planning Engagement and Motivation Strategy for High Performing Employees! Doug Brown & Skip Weisman Engaged 2 Perform Waterloo Ontario Canada Ph: 519 -656 -1066 Twitter: dougkbrown 1 dbrown@engaged 2 perform. ca www. engaged 2 perform. ca