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You must be the change you wish to see in the world” -Gandhi

You must be the change you wish to see in the world” -Gandhi. C O M P E T I T I V E A D V A N T A G E. R E A L I Z E D. A Status Report – Corporate Colleague Engagement Today. Presented by Jim Thomas, PhD Vice President, Consulting Services March 7, 2008.

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You must be the change you wish to see in the world” -Gandhi

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  1. You must be the change you wish to see in the world” -Gandhi

  2. C O M P E T I T I V E A D V A N T A G E. R E A L I Z E D. A Status Report – Corporate Colleague Engagement Today Presented byJim Thomas, PhD Vice President, Consulting Services March 7, 2008

  3. A Working Definition of Employee Engagement Actively committing to one’s work and to invest one’s time, talent, and best efforts to accomplish organizational goals.

  4. Why is Employee Engagement important? Engagement correlates to better outcomes... 62% more likely to grow in revenue 23% more likely to increase customer satisfaction Source: DDI, 2006

  5. Why is Employee Engagement important? Engagement correlates to retention Highly engaged employees are 60% less likely to say they are about to leave Source: DDI, 2006

  6. How does DDI measure Employee Engagement? E3™ employee engagement survey • 20 item survey • 17 items that measure five engagement facets • Empowerment • Teamwork and Collaboration • Growth and Development • Support and Recognition • Efforts Aligned with Organization Direction • 3 items that measure satisfaction and loyalty (outcomes)

  7. How Are Organizations Doing? Source: DDI Normative Database, 2006

  8. What’s working ..Highest Engagement Items Percent of Respondents Expressing “Agreement” with E3 Items

  9. What’s not working …Lowest Engagement Items Percent of Respondents Expressing “Agreement” with E3 Items

  10. Effective Communication can Increase Engagement Percent of Respondents Expressing “Agreement” with E3 Items

  11. What does this mean for Leaders? • Managers can impact engagement • Improve communication connect employees role/efforts to meaningful outcomes • Establish and align people management systems to support engagement • Look for “engagement readiness” when selecting employees

  12. Leaders’ EngagementDrives Employee Engagement Employees with Highly Engaged Leaders: • 37% more engaged • 45% more likely to stay Leader Engagement Employee Source: DDI, 2006

  13. What about Authenticity? You must be the change you wish to see in the world” -Gandhi

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