You must be the change you wish to see in the world” -Gandhi

© Development Dimensions Int’l, Inc., MMIIX. All rights reserved.1

You must be the change you wish to see in the world”

-Gandhi


A Status Report – Corporate

Colleague Engagement Today

Presented by

Jim Thomas, PhDVice President, Consulting Services

March 7, 2008

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 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.


62% more likely to grow in revenue

23% more likely to increase customer

satisfaction

Why is Employee Engagement important?

Source: DDI, 2006

Engagement correlates to better outcomes...


Why is Employee Engagement important?

Highly engaged employees are 60% less likely to say they are about to leave

Source: DDI, 2006

Engagement correlates to retention


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

– 3 items that measure satisfaction and loyalty (outcomes)


How Are Organizations Doing?

0%

10%

20%

30%

40%

50%

60%

70%

80%

ActivelyDisengaged

MassiveMiddle

Love My Job!

Employees

FrontlineLeaders

SeniorLeaders

Source: DDI Normative Database, 2006


What’s working ..Highest Engagement Items

Manufacturing Services Healthcare Survey Item

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.

Percent of Respondents Expressing “Agreement” with E3 Items


What’s not working …Lowest Engagement Items


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.

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.



Effective Communication can Increase Engagement


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.

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.



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


Leaders’ Engagement Drives Employee Engagement

LeaderEngagement

Employee

Employees with Highly Engaged Leaders:

– 37% more engaged

– 45% more likely to stay

Source: DDI, 2006


You must be the change you wish to see in the world”

-Gandhi

What about Authenticity?

Documents

You must be the change you wish to see in the world” -Gandhi