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Employee Engagement is Broken Unlocking the True Driver of Employee Performance

Employee Engagement is Broken Unlocking the True Driver of Employee Performance. @ JasonLauritsen jason@bulletprooftalent.com. Why do we survey for engagement? . BUSINESS RESULTS. TRUE Human Resources Story. TRUE Human Resources Story. TRUE Human Resources Story.

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Employee Engagement is Broken Unlocking the True Driver of Employee Performance

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  1. Employee Engagement is BrokenUnlocking the True Driver of Employee Performance @JasonLauritsen jason@bulletprooftalent.com

  2. Why do we survey for engagement? BUSINESS RESULTS

  3. TRUEHuman ResourcesStory

  4. TRUEHuman ResourcesStory

  5. TRUEHuman ResourcesStory Something is wrong with this picture.

  6. The Design Flaws Three Faulty Assumptions #1 All employee responses are equally credible. #2 Perfecting employee circumstances will drive engagement. #3 Engagement drives results.

  7. All employee responses are equally credible. Design Flaw #1

  8. Design Flaw #1 Are all employees created equal? NO

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

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

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

  12. Perfecting employee circumstances will drive engagement. Design Flaw #2

  13. Design Flaw #2 Change Mindsets Change Reality Quit BMW Drive

  14. Perfecting employee circumstances drives ENTITLEMENT, not engagement.

  15. Engagement drives results. Design Flaw #3

  16. Design Flaw #3 X

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

  18. Design Flaw #3 Personal Accountability Commitment Resilience Ownership Continuous Learning

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

  20. Engagement doesn’t drive results. PersonalAccountability drives both engagement AND results.

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

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

  23. Fixing Engagement

  24. Stop surveying the victims.

  25. Fix the right stuff.

  26. Action plan differently.

  27. Work with the willing.

  28. Engage or leave.

  29. RECAP • Stop surveying the victims. • Fix the right stuff. • Action plan differently. • Work with the willing. • Engage or leave.

  30. THANK YOU! Connect with me:Jason Lauritsen402.651.4148Jason@BulletproofTalent.com www.BulletproofTalent.com

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