Employee Engagement is Broken Unlocking the True Driver of Employee Performance

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Presentation transcript:

Employee Engagement is Broken Unlocking the True Driver of Employee Performance

Why do we survey for engagement? BUSINESS RESULTS

TRUE Human Resources Story

Something is wrong with this picture.

The Design Flaws

All employee responses are equally credible. Design Flaw #1

Are all employees created equal? NO Design Flaw #1

Employee Spectrum Deb the Driver Vickie the Victim Who do you trust?

We differentiate between employees all the time. Pay Training Hiring HiPo Programs Development Wellness Promotion Bonus Why not Engagement?

All employee are NOT equally credible. Treating their opinions as equal is INSANE.

Perfecting employee circumstances will drive engagement. Design Flaw #2

Perfecting employee circumstances drives ENTITLEMENT, not engagement.

Engagement drives results. Design Flaw #3

Personal Accountability The Mindset that results happen because of one’s actions, not in spite of them Accountable people believe that they choose their own destiny Design Flaw #3

Personal Accountability Design Flaw #3

The willingness to do whatever it takes to get results. The ability to stay the course in the face of obstacles and setbacks. The acceptance of the consequences of our actions, good or bad. The perspective to see success and failure as learning experiences to fuel future success. Design Flaw #3

Engagement doesn’t drive results. Personal Accountability drives both engagement AND results.

If…If… Treating all employees responses the same is insane. and Perfecting circumstances creates entitlement. and Personal accountability is the true driver of performance.

Then…Then… It’s time for a different approach to engagement.

Fixing Engagement

Stop surveying the victims.

Fix the right stuff.

Action plan differently.

Work with the willing.

Engage or leave.

1.Stop surveying the victims. 2.Fix the right stuff. 3.Action plan differently. 4.Work with the willing. 5.Engage or leave. RECAP

Connect with me: Jason Lauritsen THANK YOU!