Transcript Science of Employee Engagement

The Science of Employee Engagement
Craig Dowden, PhD
WHAT IS THE STATE OF ENGAGEMENT?
BUSINESS CASE FOR ENGAGEMENT
Highly engaged organizations
 19% higher total shareholder return
 26% higher employee productivity
 Lower risk of turnover
 Better suited to attract top talent
Highly engaged employees
 Twice as likely to be top performers and miss 20% fewer
days of work.
 Exceed expectations in performance reviews and are more
supportive of organizational change initiatives
SHOW ME THE MONEY!!
PAID VS. VOLUNTEER: WHO WINS?
VS.
SHOW ME THE MONEY!!??
SHOW ME THE MONEY???
SHOW ME THE MONEY???
“We find that financial incentives may indeed reduce
intrinsic motivation and diminish ethical or other
reasons for complying with workplace social norms such as
fairness. As a consequence, the provision of incentives can
result in a negative impact on overall performance.”
Dr. Bernd Irlenbusch, London School of Economics
SHOW ME THE MONEY? THE
CANADIAN WAY

Money was at the bottom of the list of primary job
motivators
“Canadians have made it clear that money really isn't everything…..
Factors like learning and development, creativity and corporate culture
have become true indicators of job satisfaction for today's working
Canadians.”
Workopolis President Patrick Sullivan
SHOW ME THE SCIENCE!!!
SHOW ME THE SCIENCE!!!
Engagement Through
1)
2)
3)
4)
5)
6)
Progress
Goal-Setting
Feedback
Focus on the Positive
Communication
Purpose
1) PROGRESS
1) PROGRESS: SUCCESS AUDIT
Exercise: Think about five different successes
you had last week. What were they?
“It is not enough to be busy; so are the ants. The question is: What are we
busy about?”
-Henry David Thoreau
2) GOAL-SETTING
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HARD goals
Heartfelt: My goals will enrich the lives of
somebody besides me
Animated: I can vividly picture how great it
will feel when I achieve my goals
Required: My goals are absolutely necessary to
help this company
Difficult: I will have to learn new skills and
leave my comfort zone to achieve my assigned
goals for this year.
2) GOAL-SETTING
Top 8 Factors

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I can vividly picture how great it will feel when I achieve my goals
I will have to learn new skills to achieve my assigned goals for this year
My goals are absolutely necessary to help this company
I actively participated in creating my goals for this year
I have access to any formal training that I will need to accomplish my
goals
 My goals for this year will push me out of my comfort zone
 My goals will enrich the lives of somebody besides me (customers, the
community, etc.)
 My goals are aligned with the organization’s top priorities for this year
3) FEEDBACK
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Focus on the behaviour rather than the person
Focus on the positive
Be specific rather than vague/abstract
Provide illustrations
Global versus local
Outline the impact and identify benefits of positive change
Praise effort and strategy rather than outcome
Connect the feedback to organizational objectives
EXERCISE:
FEEDFORWARD
4) FOCUS ON THE POSITIVE
4) FOCUS ON THE POSITIVE
 Create your own motivational poster
www.wigflip.com/automotivator
5) COMMUNICATION
Word Time Challenge
Leadership
5) COMMUNICATION
“The danger in communication, is the illusion that it
has been accomplished.”
-George Bernard Shaw
“ I know you think you understand what you
thought I said, but I'm not sure you realize that
what you heard is not what I meant. ”
-Alan Greenspan
6) PURPOSE
6) PURPOSE
Low Purpose
0%
Always
Engaged
High Purpose
77.4 %
Always
Engaged
6) PURPOSE
6) PURPOSE
3 Groups:
1. Personal Benefit
2. Control Group
3. Task Significance
6) PURPOSE
3 Groups:
1. Personal Benefit
2. Control Group
3. Task Significance
=
=
=
=
Same
Same
Pledges increased 9-23
Donations increased 171%
6) PURPOSE
SHOW ME THE SCIENCE!!!
Engagement Through
1)
2)
3)
4)
5)
6)
Progress
Goal-Setting
Feedback
Focus on the Positive
Communication
Purpose
Questions and Comments
Craig Dowden, PhD