Solving the Mystery of Employee Engagement

Sunrise Scrambler 039_cropEmployee Engagement: what does that really mean? This month’s Sunrise Scrambler tackled this important topic when Carrie Wiegand of AGH Employer Solutions presented “Destroying Employee Engagement Myths: What Really Matters in Engaging Employees.” Attendees learned that 1 out of 3 employees are disengaged from the organization they work for. Her presentation offered ideas and examples to continually re-engage those working with, around and for you. We have recapped some of her main points below.

Mistakes organizations make in attempting to engage employees

  • Programs like “Employee of the Month” – While it is nice to recognize employees, it does not often drive engagement because criteria for choosing the star employee is often unclear.
  • Free food and drinks – This can promote a sense of comradery but does not inspire engagement.
  • Employee surveys – More often than not, little action comes as a result of these kinds of surveys, which can leave employees feeling even more disengaged than before.

What does engagement look like?

  • Organizations with a clear mission and whose employees can tie what they do to advancing that mission tend to have more engaged employees.
  • People who are passionate about their work are more committed and more engaged.

Other Main Points

  • Only 37% of 23,000 surveyed employees understand their organization’s goals, and only 15% feel empowered to execute their goals
  • Gallup research indicates that companies with engaged employees have better attendance, less turnover, fewer accidents, and are 12% more profitable.
  • Tips to improve engagement: establish open communication between employees and supervisors, know your brand, and hire people who fit that brand.
  • Managers have to be able to distinguish characteristics vs. behavior. Example: the term “customer service” can mean several different things to different people. Managers must clearly define the expectations and how that looks.
  • Positive feedback and recognition is cited as the #1 reason employees are high performers.
  • Newton’s 1st law of motion applies to employees as well. Employees will continue doing what they typically do unless corrected. When you need to give negative feedback to an employee: give specific examples of undesired behavior, explain impact & consequences, then follow up.

Our thanks to Carrie for sharing her expertise with us yesterday morning. You can see her full presentation via SlideShare.

A huge thank you goes to our event sponsors as well: Emprise Bank, Davis-Moore Automotive, Inc., Kansas Sports Hall of Fame, and Truffles Catering!

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