Engagement: Creating Employee Owners from the Inside-Out. Cindy Cerro Total Water Treatment Systems Inc.

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1 Engagement: Creating Employee Owners from the Inside-Out Cindy Cerro Total Water Treatment Systems Inc.

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3 Definition of Engagement Employee engagement is when an employee is fully absorbed by and enthusiastic about their work and takes positive action to further the organizations reputation and interests. Wikipedia

4 So what do ESOP s do? We bring our team to ESOP events like this We develop ESOP committees to help We share financials We develop strategic plans to align managers and employees with a common goal We talk about what ownership means We train people to do their jobs We might provide short term incentives for successes along the way We involve people in decision making

5 And the Survey says?

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7 What if the survey says no change? The survey often measures the environment and culture. Everything we have done is about the process or it has been about changing the environment. Is this the best we can do? What are we missing?

8 What about the individual? What about the employee owners? Do you have the right ones for your ESOP? Does your team have high Emotional Intelligence and Learning Agility? Do they have a vision for their job?

9 You can t engage employees; they have to decide to be engaged. Let s determine your EQ, Emotional Intelligence, with a few personal assessments Learning Agility Locus of Control Two Factor: Motivation Theory Example from Total Water about how we find new Employee Owners 10 ways to Maximize Engagement Brainstorm a list of ways to engage from the inside out.

10 A 2012 study was reported in the Journal of Personnel Psychology about Personality and Job Engagement. (Inceoglu and Warr, 2012) The premise of the study found that worker personality traits or attributes lead to improved job engagement. They found that workers who are engaged in their jobs tended to be emotionally stable, socially proactive and achievement oriented. So let s find out.

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12 Learning Agile people do these things: They are critical thinkers who can examine problems They know themselves and are able to handle tough situations They like to experiment and can deal with the discomfort of change They delivery results through team building and personal drive. What is Your Learning Agility? (Korn/Ferry International)

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14 Two-Factory Theory (Herzberg, 1950) Maintenance/Hygienes: These are extrinsic factors he called lower level needs like safety and social existence. What motivates you comes from outside the job itself such as pay, job security, job title, working conditions, benefits and relationships. (External Locus of Control) Motivator: These are intrinsic factors because the motivation comes from the job itself, achievement, recognition, challenge and advancement. (Internal Locus of Control)

15 The EQ Interview (Adele Lynn) Emotional Intelligence is a persons ability to manage themselves and their relationships with others. Strong Learning Agility Internal Locus of Control Self Awareness and Self Control Motivated by the job Social Expression

16 Behavioral Based Interview Questions Examples Attitude Accurate Assessment of Skills and Abilities Emotional Expression Job Fit Courage/Assertiveness Resilience Empathy and Listening Building Relationships Conflict Resolution Initiative and Accountability Employee Ownership/Problem Solving Flexibility and Adaptability Willingness to Learn

17 EQ Interview Desired Response Did they provide actual examples or evidence? Did they demonstrate the trait? Assertiveness Internal Locus of Control Express themselves appropriately Motived by the work? Were they self directed? Friendly? Demonstrate coping skills?

18 EQ Interview Results For the last 4 years we used these EQ interview questions Candidates Interviewed: Candidates Hired: 18 New Hire stay percentage: 83% (3 of the 18 candidates have since left the business: 1 retired, 1 left with assistance, 1 was not happy).

19 10 Ways to Maximize Engagement Katie Loehrke, JJ Keller and Associates Start with the hiring and onboarding. Provide job clarity. Be clear about expectations and performance. Provide challenges and opportunities. Who are your highly engaged personalities? Give employees as much authority as possible. Provide training and equipment. Go Green. Socially responsible. Think about compensation beyond pay. What is valued by an individual? Offer advancement opportunities. Encourage bonds between employees. Show you care!

20 Ideas to take home Write down three things your company does around improving employee engagement. Or Write down three ideas you have from today that you would like to try.

21 At your Table. Share your three ideas with the group Write them on the board Pick one to share with the group

22 ExciteMINTS

23 Locus of Control Two Factory Theory Learning Agility Emotional Intelligence