You must be the change you
wish to see in the world”
-Gandhi
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
C O M P E T I T I V E A D V A N T A G E. R E A L I Z E D.
A Status Report – Corporate
Colleague Engagement
Today
Presented by
Jim Thomas, PhD
Vice President, Consulting Services
March 7, 2008
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
A Working Definition of
Employee Engagement
Actively committing
to one’s work and to
invest one’s time,
talent, and best efforts
to accomplish
organizational goals.
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
Why is Employee Engagement
important?
Engagement correlates to better outcomes...
62% more likely to
grow in revenue
23% more likely to
increase customer
satisfaction
Source: DDI, 2006
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
Why is Employee Engagement
important?
Engagement correlates to retention
Highly
engaged
employees
are 60%
less likely
to say they
are about
to leave
Source: DDI, 2006
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
How does DDI measure
Employee Engagement?
E3™ employee engagement survey
–
20 item survey
– 17 items that measure five engagement facets
• Empowerment
• Teamwork and Collaboration
• Growth and Development
• Support and Recognition
• Efforts Aligned with Organization Direction
–
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3 items that measure satisfaction and loyalty (outcomes)
© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
How Are Organizations Doing?
80%
70%
60%
Employees
50%
40%
Frontline
Leaders
30%
20%
Senior
Leaders
10%
0%
Actively
Disengaged
Massive
Middle
Love My Job!
Source: DDI Normative Database, 2006
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
What’s working ..
Highest Engagement Items
Percent of Respondents Expressing “Agreement” with E3 Items
Manufacturing
Services
Healthcare
88%
90%
92%
Overall, I have a good understanding of what I
am supposed to be doing in my job.
82%
79%
76%
I can make meaningful decisions about how I
do my job.
73%
79%
73%
People in my work groups cooperate with each
other to get the job done.
62%
71%
80%
I find personal meaning and fulfillment in my
work.
68%
78%
76%
In my work group, my ideas and opinions are
appreciated.
60%
70%
70%
In my work group, people try to pick up new
skills and knowledge.
8
Survey Item
© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
What’s not working …
Lowest Engagement Items
Percent of Respondents Expressing “Agreement” with E3 Items
Manufacturing
Services
Healthcare
42%
52%
44%
In my work group, people are held accountable
for low performance.
41%
52%
50%
In this organization, different work groups reach
out the help and support each other.
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Survey Item
43%
57%
57%
I am kept well informed about changes in the
organization that affect my work group.
44%
60%
60%
I get sufficient feedback about how well I am
doing.
46%
59%
61%
In my work group, meetings are focused and
efficient.
47%
62%
62%
My work group makes efficient use of its
resources, time and budget.
© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
Effective Communication can
Increase Engagement
Percent of Respondents Expressing “Agreement” with E3 Items
Manufacturing
Services
Healthcare
42%
52%
44%
In my work group, people are held accountable
for low performance.
41%
52%
50%
In this organization, different work groups reach
out the help and support each other.
10
Survey Item
43%
57%
57%
I am kept well informed about changes in
the organization that affect my work group.
44%
60%
60%
I get sufficient feedback about how well I am
doing.
46%
59%
61%
In my work group, meetings are focused
and efficient.
47%
62%
62%
My work group makes efficient use of its
resources, time and budget.
© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
What does this mean for Leaders?
•
Managers can impact engagement
•
Improve communication connect employees
role/efforts to meaningful outcomes
•
Establish and align people management
systems to support engagement
•
Look for “engagement readiness” when
selecting employees
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
Leaders’ Engagement
Drives Employee Engagement
Leader
Engagement
Employees
with Highly
Engaged
Leaders:
–
37% more
engaged
–
45% more
likely to
stay
Employee
Source: DDI, 2006
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.
What about Authenticity?
You must be the change you
wish to see in the world”
-Gandhi
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© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.