Employee Engagement - A Path to Government Redesign

Transcription

Employee
Engagement
A PATH TO GOVERNMENT RE-DESIGN
© MAVEN PERSPECTIVES LLC SEPTEMBER 2013
Trish Klein, Itasca County Administrator
Responsibility, Developer, Strategic, Connectedness, Individualization
Paula MJ Frings, Maven Perspectives LLC
Responsibility, Developer, Belief, Communication, Input
www.mavenperspectives.com
WORK ENVIRONMENTS EITHER ENERGIZE AND NOURISH EMPLOYEES
AND FOSTERS THEIR LEARNING AND GROWTH OR STARVES THEM AND
FRUSTRATES THEIR DEVELOPMENT.
Employee
engagement is the
ability to capture the
heads, hearts, and
souls of your
employees to instill an
intrinsic desire and
passion for excellence.
Engaged employees
want their
organization to
succeed because they
feel connected
emotionally, socially,
and even spiritually to
its mission, vision, and
purpose.
Why does it matter?
Disengaged employees cost roughly
$13k a year EACH in lost
productivity.
3 Types of
Employee
Engagement
Average worker is
unproductive
33.5 days per
year (1-2
hours/day)
Engaged (29%)
 Work with passion and
connected
Not engaged (54%)
 Checked out; auto pilot;
retired in place
Actively
(17%)

disengaged
Unhappy in their work; acting
out their unhappiness by
undermining what their
engaged co-workers
accomplish.
Government re-design and the
three legged stool
1. Cut costs
2. Generate revenue
3. System change/process improvement
Employee Engagement
What if the stool has four legs?
1. Cuts
2. Revenue enhancement
3. System change
4. Employee Engagement
And what if employee engagement is the place to start?
12 elements of
Employee Engagement
My opinions count
I know what is expected
I have the materials and equipment The purpose of the
organization makes me feel
I need
important
I do what I do best every day
My co-workers are committed to
quality
I have received recognition in the
last 7 days
I have a friend at work
My supervisor or someone at work
cares
My development is encouraged
In the last 6 months, someone at
work has talked to me about my
progress
I have opportunities to learn and
grow
What is the problem?
 Actively
engaged employees are
extremely
managers.
satisfied
 Disengaged
with their
and actively disengaged
workers are very unhappy with
their managers.
How do you
build a
culture that
supports
employee
engagement?
It is all about leadership.
Excellence in government is never an
accident: it is the result of high
intention, sincere effort, intelligent
direction, skillful execution, and the
vision among leaders to see obstacles
as opportunities.
Upward Mobility Training
Series
Upward Mobility I (knowledge and skills)
Upward Mobility II (tendency and personality)
Drive Results through Team
4-hour sessions
Maven Professional
Development Consultations
Up to three, 1-hour sessions with Maven staff
During work hours
Sessions should be started within two months of
initial training
To schedule:
Email: [email protected] or
Call: 218.398.2674
© MAVEN PERSPECTIVES LLC JANUARY 2014
Itasca County Government
preserves and enhances
the quality of life,
the environment,
and economic well-being
for the community.
Provide effective and
efficient services to
the public…
To be a great leader,
you have to be a great
employee first.
Successful Worker Job Description
Purpose: Desirable skills, attributes, and knowledge necessary for quality personal and professional
development leading to healthy businesses in the greater Itasca area.
Required Job Duties
• Show up and be prepared to start work prior to work start time
• Commitment to work schedule: attends work as scheduled, remains flexible
• Appropriately dressed for work according to safety regulations and employer direction
• Greet every day with an entrepreneurial mindset, continually seeking new opportunities
and cost savings
• Actively engage within the company seeking opportunities to contribute to the success of
the organization
• Ability and desire to grow with an organization
• Enjoy work and communicate ideas to continually improve work enjoyment
• Personal accountability to the success of the organization
• Ability to act independently and work in a cohesive manner with others
• Dependable: ability to complete tasks and do what you say you are going to do, keep your
word
• Respectful to others at all times
• Ability to comfortably interact with social media, phone systems, and computers
You lead people.
You manage systems, processes, and work.
Leaders build effective teams.
Forming, Storming, Norming, Performing
The resume
Get
Hired….
Strategies
References
The application process
The strengths based interview
Elevator speech
Upward
Mobility I
Skills and
Knowledge
Skill
Knowledge
Harder to see
and develop
© MAVEN PERSPECTIVES LLC FEBRUARY 2014
Necessary for
top performance
but not sufficient
Characteristics
that lead to
longer-term
success
What Is Emotional Intelligence?
“The capacity for
recognizing our own feelings
and those of others, for motivating
ourselves, for managing emotions well in
ourselves and in our relationships.”
The EI Framework
Self Awareness
Self Management
Social Awareness
Social Skills
Priorities of Your DiSC® Style
i Style
i Style + Accuracy
© Maven Perspectives LLC February 2014
Priorities of
S Style
®
Your DiSC
Style
S Style + Objectivity
32
Improving Your Effectiveness
33
Your Role in Development
Provide resources and
opportunities that:
Help employees capitalize on
their potential
Support their long-term
growth
34
CFO asks CEO: “What
happens if we invest in
developing our people and
then they leave us?”
CEO: “WHAT HAPPENS IF WE DON’T,
AND THEY STAY?”
Engage your
employees through
Mobility Training
218.398.2674
[email protected]
“It is great to know
that the County is
providing a resource
for us to improve
ourselves.”
“I am optimistic that
positive change is
forth coming in
Itasca County.”
Itasca County Employee
2013
Itasca County Employee 2013
“I attended the Upward Mobility training
yesterday. Thank you for your investment in the Itasca
County “family”.”
Itasca County employee’s say it
best….

Employee Engagement - A Path to Government Redesign

Transcription

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