The Keys to Employee Engagement
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In this video clip, Dr. KK Owen discusses a leader's ultimate responsibility; to build a culture where people are engaged. When leaders implement the keys to employee engagement, individuals are more productive, behave like owners, and achieve better results.
Reflection Activity
Video Transcript
Reflection Activity
- How can leaders build a culture where people are engaged?
- What can you do to re-recruit employees on your team who are highly engaged?
- What can you do to coach employees on your team who are disengaged?
Video Transcript
00:01
and a leaders job is to build that
00:04
culture of engagement
00:05
you heard Janet say it’s not motivation
00:09
we can’t motivate people but we can
00:13
invite them to be engaged and we can
00:15
build a culture where that happens and
00:18
that really is the primary job of the
00:19
leader the engagement piece not the
00:21
motivation piece so here’s a bit of
00:26
research that you may or may not know
00:29
this is employee experience versus
00:32
employee engagement we know that and we
00:39
know that we know those first two
00:41
bullets about the people we work with
00:45
what we might not know is that number 70
00:50
percent of the variance is up to us up
00:54
to the leaders and it’s not rocket
00:59
science
01:02
you can learn how to do this work to
01:05
make a difference and help drive
01:10
employee engagement it’s stuff that you
01:12
can learn how to do just like you can
01:14
learn how to ride a bicycle and crack
01:17
open a lobster which I found out in June
01:20
I’m pretty terrible at we don’t have
01:22
lobsters in Florida and Janet brought
01:26
this point home very well I thought
01:29
engagement is about relationships that’s
01:36
what people want
01:37
just as Janet shared with us they want a
01:40
relationship so think of a number in
01:44
your head how many of your employees do
01:46
you think are engaged
01:54
here are the brutal facts about that in
01:58
the light blue that’s 1/3 approximately
02:01
that Janet talked about that
02:03
30-something percent they are with you
02:08
no matter what they’re invested in the
02:12
success of the organization they know
02:15
that they matter to the organization and
02:18
they’re doing great work in most cases
02:21
and you’ve got that big chunk a little
02:24
over 50% they’re not really engaged and
02:28
they’re not really disengaged they are
02:32
the job holders it’s their job a lot of
02:37
the times they are sleepwalking through
02:39
their job but they’re there you know
02:42
these people that’s the big majority
02:46
that last group that little dark blue
02:48
sliver it’s about 17% they are actively
02:52
disengaged and they are sabotaging you
02:56
they are trying to pull down the work of
02:59
the organization they are not invested
03:02
in the results in each other they don’t
03:05
have a relationship with you as their
03:06
leader that’s a dangerous group so when
03:11
Janet showed you the performance curve
03:13
this is the same way we want to keep
03:15
moving people to the next category we
03:18
recruit those that are highly engaged
03:20
move that large chunk of people in the
03:23
middle to make them more engaged create
03:25
an environment where they can choose to
03:27
be engaged and do the best we can to
03:30
coach up those people who are actively
03:34
disengaged when we’re able to do that
03:37
these are the results that we get is
03:40
there anything on that list that you
03:43
wouldn’t be excited to have anybody in
03:45
here after worse results
03:48
no more turnover more employee turnover
03:53
because that’s so much fun everything on
03:57
this list is something we crave we need
03:59
we know we have to have it for our
04:01
organization to be successful
04:03
that’s what employee engagement gets us
04:08
when we’ve asked people over the years
04:12
what are you looking for in your leader
04:17
here’s what they say notice how many of
04:25
those things are of in fact the first
04:27
few on the list are really about that
04:29
relationship piece aren’t they I want to
04:33
know you as my leader I want you to know
04:35
me as a person and as a member of your
04:39
team I want to work with you be able to
04:43
talk to you I want you to listen to me
04:47
when Janet talked about that
04:49
communication piece people want to be
04:50
listened to
04:52
they say we have terrible communication
04:55
in our organization what they’re really
04:56
saying is nobody’s listening to me I
04:58
want to be listened to and we’re finally
05:02
figuring that part out they also want
05:05
good systems do we have good systems and
05:08
good processes to help us do our work do
05:10
we have what we need do we have the
05:13
resources we need are we getting the
05:15
professional development to help us get
05:17
better and better and is somebody saying
05:19
thank you for the hard work that you’re
05:21
doing and more specifically a B and C
05:26
here are three things you do so well
05:28
that help our organization so that’s
05:31
what people want from their leader in an
05:35
organization in a setting where they can
05:37
be engaged in their work
