Dilbert
Cartoon on Engagement
Try Engagement Poll
Learn More About this
Topic
as a Speech or Workshop Program
BOOK A PROGRAM
Frequently Asked
Questions
Q. Are you available on the dates we
may need you?
Q. How does this topic support our event theme and goals?
Q. How do we know if you're the best
speaker for our investment?
CLICK HERE TO
CONTACT PETER NOW
Seven Keys to Engaging People
for Service Excellence
Maximize
the Culture of Human Potential!
GETTING RESULTS - Your Return on Investment
The business case for investing in your people is simple: Happy, devoted and earnestly skilled professionals stay longer and serve better. They are easier to manage* and your organization's street reputation builds as THE place to get results and THE place to work.
* reducing time and money costs associated with absenteeism, disengagement, presenteeism, low productivity, covert and overt conflict, reduced morale, resistance to change, etc..
Assess Your Engagement Benchmarks Today -
Download 7 Minute Engagement Audit Here
UNDERSTANDING ENGAGEMENT
Have you
seen something like this before? I was sitting in the parking lot of a
popular coffee shop chain store. Three employees ended their shift in close succession.
The first one out the door noticed the discarded coffee cup beside the
garbage can and walked past. The second employee to leave kicked the cup.
The third employee bent down, scooped up the litter and deposited the
crumpled cup into
its proper place.
Q. Who
would you rather have on your team? Hint: Who needs less managing?
A. The
employee that acts with discretionary effort.
Q. Can this be taught? A. Yes!
THE RESEARCH - What We Know About the Challenges
The Financial Burden
Download Costs of Employee Disengagement & Withdrawal Research Report
The Pervasiveness of the Problem
Download the
Towers Perrin
Global
Study
Download the
Hay Group Report
on Engagement
Employee engagement can be defined as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work*".
*Towers Perrin Global Workforce Study (2007), the largest
of its kind, identifies the drivers of attraction, retention on
and engagement through the eyes of employees at mid-sized to large
organizations worldwide. Summary results of surveying over 88,000 workers in 18 countries:
Engaged:
21% - providing full discretionary effort, with scores approaching 100%
on all three components of engagement: rational, emotional and
motivational.
Enrolled:
41% - partly engaged. They know what to do and tend to get the work done
(higher scores on rational and motivational aspects), but they are
not connected emotionally^, which is why they're not truly going the
"extra mile" with discretionary effort.
Disenchanted:
30% - partly disengaged. Their scores are significantly lower on all
three components of engagement, but dramatically lower on the
emotional connection^.
Disengaged:
8% - completely disconnected rationally, motivationally and
emotionally. The managers nightmare.
THE SOLUTIONS -
Transforming Theory/Research into Best Practises for Management and
Employees
^
Note "Emotional Connection" is the key driver. Helping
people bring greater heart to life and work has been my specialty since
1985. I invite you to explore 7 strategies that can bring a heightened
emotional connection to your workforce or team.
This topic is offered as keynote speech and half or full-day workshop. Learn More
The
following key strategies explore universal themes that appeal to all
generations in the workforce with practical knowledge, skills and
particularly attitudes needed to deepen engagement and maximize the
culture of human potential for greater individual, organizational and community
prosperity.
-
WELLNESS: Promote Healthy Choices
-
BELONGING: Celebrate What Unites Us
-
RECOGNITION: Appreciate Virtues of Character
-
TRUST: Strengthen Team Harmony
-
RESPONSIVENESS: Resolve the Heart of Conflict
-
PERSPECTIVE: Employ Open-Minded Attitudes
-
SERVICE: Activate Talents to Make a Difference
