Slide 1
Increasing Productivity and Profits with Employee Engagement
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #OverviewWhat engagement looks
like The engaging jobOne thing engaging managers doThe #s of
engagementWhat engagement is notThe areas of engagement
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #What Engagement Is
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Engaging Jobs
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Engaging Managers Focus on
Strengths
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #The Results of Engagement
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #What Engagement Is NotGimmicks
like foosball tables, Nerf guns, or beer-thirty FridaysAn
environment where were all friendsExpensive
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #[ (Poor) Engagement ]
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Tom SalonekIntertech Founder
11XBusiness Journal, 15 #2#1Minnesota Business#1Star TribunePast
instructor, UST Graduate School of Business, Management
CenterHarvard and MIT Executive ed.100 The Shortest Book of
Everything to Build a Winning Business
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #The Areas of
EngagementAlignment with GoalsTeamworkTrust with CoworkersManager
EffectivenessTrust in Senior LeadersFeeling ValuedJob
SatisfactionPay and Benefits
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Alignment with Goals
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Alignment with GoalsExample
questions asked of your employees:
I understand the companys plans for future success.I understand
how my job helps the organization achieve success.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Mission and GoalsFor mission,
goals, and other company-wide strategic initiatives:
Define itCommunicate itRelate it (this is the one usually
missed)
If you cant succinctly do this, dont expect your people to!
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Values and CultureCulture is
valuesValues are points of differenceIf you cant succinctly say
them, dont expect your people to
Want a values checkup? Try the Jim Collins Martian exercise
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Values and Culture
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Values and CultureIntegrate
values into the organizations fabric
For example, at Intertech, we:Evaluate fit-to-values in
interviewsBenchmark candidates to our gold standard via an online
assessmentCover in new employee orientationHave daily recognition
through the Intertechs ACE program Include ACE nominations in the
weekly company e-newsletterReview values at monthly meetingsHave
quarterly ACE prize drawings Have the yearly ACE awards
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #To Create Alignment, Use a
ThemeChoose a yearly company-wide goalGamify with a themeHave
individual and shared rewards Give monthly updatesCelebrate
success
A theme helps connect an individual to the big picture
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Teamwork
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #TeamworkExample questions
asked of your employees:
Goals and accountabilities are clear to everyone on my team.My
team effectively collaborates leveraging individual strengths.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Goals and AccountabilityDale
Carnegies Key Result Areas (or an equivalent approach) have a:Clear
performance expectationsMatrix of overall goals to individuals
Learning goal
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Focus on StrengthsBy the time
of adulthood we are baked as a humanDont be in the human change
businessFocus on strengths, manage weaknesses
Tiger Woods ranked 61st on the PGA for chipping. Short game
average. What did Tiger practice? World class driving and
putting
Now, Discover Your Strengths Marcus Buckingham
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Teamwork QuotesThere is no
limit to the amount of good you can do if you don't care who gets
the credit. Ronald ReganIts easy to stop one guy, but it's pretty
hard to stop 100. Jack Stack
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Engagement in HiringUse a team
interview Include potential co-workers in the hiring processDont
include them unless youll listen to them
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #[ Interviews ]
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Trust with Co-Workers
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Trust with Co-WorkersExample
questions asked of your employees:
I have a close and trusting relationship with my coworkers.I
feel loyal to my immediate team or work group.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Trust with Co-WorkersUse a
tool like TriMetrix or Insights to create a cheat sheet on how to
relate to team members and leverage strengths
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Trust with Co-WorkersCreate an
environment where its O.K. to be wrongLead the way and admit
mistakesA highly functioning team has disagreement without
questioning intentNot questioning intent requires trust and
knowledge of that person as a personHave a corporate calendar the
includes business and social events
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Business and Social EventsLook
for opportunities to celebrate and your people to know each other
as people:
Celebrate wins (e.g. winning a Best Place award, record sales
year, )First Friday BBQ, new employee lunches, Celebrate employee
anniversaries. Include the familyRecognize birthdays, childbirths,
major life eventsDont be in the fulltime party planning business,
let employees know theyre free to organize their own events
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Connect Team Members with
TechnologyTeam technologies:Yammer = Facebook for a companys
employeesSlack = Facebook + a repository for project teamsUber
Conference = Auto-dial conference system for team huddlesEvernote =
Team notes and collaboration
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #[ Trust & Job Performance
]
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Manager Effectiveness and
Trust in Senior Leaders
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Manager Effectiveness and
Trust in Senior LeadersExample questions asked of your
employees:
My immediate supervisor cares about my development.I trust,
respect, and like working for my immediate supervisor.There is open
and honest communication between employees and managers.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Leadership, A Way of
ThinkingHow we think and what we doWe become what we think about.
Earl NightingaleAdversity doesnt build character. It reveals it. S:
SW
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
37
Solid LeadersTake blame for mistakesGreat leaders look in a
mirror when there is a mistake and look out a window when there is
a success. Jim CollinsCreate an environment where mistakes are O.K.
This creates an environment of execution.
If you do nothing, youll make no mistakes. Ted SalonekS:
Truck
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Leadership, The 7 Roles of a
LeaderPlan organizational goalsAlign individuals with the goals of
the firm and hold them accountableSolve problemsDelegateGive
praiseGive corrective feedback correctlyTreat people with care
Rudolph Giuliani said Weddings are optional. Funerals are
mandatory
Check out Dale Carnegies books on management.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
39
Job Satisfaction
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Job SatisfactionThere are
spheres of job satisfactionFree beer doesnt matter if your works
mundane and your managers a moronWhen addressing engagement, start
from the inside and work outward
Job Satisfaction & Supervisory Satisfaction
Career & Personal DevelopmentWork Obstacles/Extrinsic
RewardsSenior Management & Firm Confidence
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Job SatisfactionHere are the
factors of job satisfaction Start from the top down:Stimulating and
challenging workClear expectationsContinuous feedbackUnparalleled
learningExplicit career pathsFair reward and recognitionInclusive
culture
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Moving Beyond Job
SatisfactionMake the job more than just a jobFrom financially
helping families at RMH to an annual STEM college scholarship, the
Intertech funded Intertech Foundation serves a purpose thats more
than making $$$Create opportunities to help others through
volunteering. Include family members
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #[ Kramerica Industries ]
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Benefits and Pay
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #PayThe goal is to make pay not
be a de-motivatorThoughts from a Board member
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #BenefitsWhat benefits can you
offer that dont cost money?If you dont know, ask your
employeesExamples:9 9-hour days (a four day weekend every month w/o
taking vacation)WFHSabbatical programEmployee driven outings (e.g.
golf or trap league)ACE Recognition program winning the Oscar isnt
about money
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Feeling Valued
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Feeling ValuedExample
questions asked of your employees:
The organization makes investments to make me more
successful.The organization sees people as its most important
asset.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Positive FeedbackData on the
need for positive feedback:Human flourishing is predicted by a
ratio 3:1 for positive to negative affectIt takes 5 good or
constructive actions to make up for the damage done by 1 critical
or destructive actThe pleasure of gaining a certain amount of money
is less than the pain of losing the same amount
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Giving PraiseTwo effective
ways to give praise:Let them relive the win Howd you do
that?Hand-written note > Praising in person > Sending an
email
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Giving PraiseBe
specificAcknowledge they went out of their wayStay what it
personally means to you
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Reward and Recognize
Retention5 Year Watch7 Year Sabbatical or $12,500 bonus10 Year -
$5,000 bonus14 Year Sabbatical or $12,500 bonus15 Year All
inclusive local trip20 Year All inclusive international trip21 Year
Sabbatical or $12,500 bonus
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Communication and Feedback
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Feedback and
CommunicationCreate avenues for proactive feedback Know the science
of effective communication
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #[ Being Good at Dealing with
People ]
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Employee Feedback and
EngagementWe ask the following at an annual employee Town
HallStart/Stop/Continue to get feedback:Start doing: What is
something we can start doing to improve how we run our
organization?Stop doing: Whats something being done thats a waste
of time?Continue doing: Remind us on what we should continue to do
as we grow?Hassles to get feedback a hassle is a minute wasted
doing something that could be avoided with a change in how we run
the organization, a system or process change, etc. Whats a hassle
for you?Whats a hassle for our organization?Whats a hassle for our
customers?
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Employee Feedback and
EngagementWhen asking for feedback implementOr, go into detail as
to why you cant implement
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Communicating Touchy SubjectsA
study by Harris/Osborne:7% of communication happens with words38%
of messages are gleaned through perceptions of voice, including
tone, rate, and inflection; 55% of communication happens through
face and body language. Email is read using the tone of the reader
not the writerDiscuss sensitive things face-to-face
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Communicating Bad NewsGiving
someone a choice when theres bad news to communicateEven if the
choice is between two equally disagreeable scenariosChoice gives a
sense of control
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Some Leadership Communication
TipsIf you need cooperation on something, ask for support before
you go public. People want to follow thru on commitments.
In 1987, a social scientist named Anthony Greenwald asked voters
on election-day eve if theyd vote.
100% said yes.
On election day, 86.7% of those asked went to the polls compared
to 61.5% of those in the control group who were not asked.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Some Leadership Communication
TipsGet people to like you. Social scientist Robert Cialdini, said,
People prefer to say yes to those they know and like.
In 2005, Randy Garner mailed out surveys to strangers with a
request to return them. The request was signed by a person whose
name was either similar or dissimilar to the recipients.
According to a study reported in Yes!, Those who received the
survey from someone with a similar-sounding name were nearly twice
as likely to fill out and return the packet as those who received
the surveys from dissimilar sounding names.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Extend Wins, Cut LossesA study
on human behavior gave participants the option to:
Win $10 once or Win $5 twice
They overwhelmingly preferred to win $5 twice. In the same
study, participants were given the choice to:
Lose $10 once or Lose $5 twice
They preferred losing $10 once
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Communication and Meetings
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #A Corporate CalendarCreate a
calendar with meetings, communications, and social eventsAt
Intertech, we have the following standing/set at start of
year:Daily huddleWeekly KRA meetingWeekly company
e-newsletterMonthly management workoutMonthly all company
meetingYearly Town HallYearly management strategic planning
offsiteYearly FedEx daysIn addition to the above, social,
volunteering, and award eventsRelax in the process
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Daily HuddleMy #1
RecommendationDaily huddle:Updates for your area. These are big
rocks and group worthy. If theres nothing significant for your
respective group, honor time and say No big updates.Metrics (Below
are an example for a leadership team six data points in any
direction are a trend)Sales and profits for the next three
monthsLeading indicator (three months out, whats the metric that
shares how your organization will be doing in the future?)Stuck
items. What are big problems or potential future big problems for
your respective areas. There doesnt need to be a stuck item.
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Close the Engagement Loop and
Summary
An Intertech Course
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Close the Engagement LoopAfter
a Best Places employee survey, get or purchase the resultsAnalyze
and discuss your teams engagement resultsAsk employees for ideas on
what can be improved
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #SummaryAlign the employee with
goals/missionBuild teamwork by having employees know one another as
peopleHave clear job performance expectations Remember the 3:1
ratio for flourishingMake jobs challenging, grow skillsMake pay a
non-demotivatorIdentify unique, meaningful benefitsBe strategic in
communicationGet survey results, close the loop!
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #Thank You!Tom
SalonekIntertech,
[email protected]@TomSalonek
Employee EngagementCopyright Tom Salonek and Intertech, Inc.
www.Intertech.com 800-866-9884Slide #
