The Future of Employee Engagement - Johnny Campbell
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The document discusses employee engagement, highlighting its importance through emotional commitment, autonomy, mastery, and purpose. It emphasizes the need for organizations to empower employees and align their personal goals with the company's mission for enhanced performance. The future of employee engagement relies on creating an environment where employees feel heard and valued, ultimately increasing productivity and reducing churn.
The Future of Employee Engagement - Johnny Campbell
- 1. The Future of Employee Engagement Johnny Campbell, Social Talent
- 2. Johnny Campbell Founder & CEO, Social Talent @socialtalent linkedin.com/in/johnnycampbell
- 4. What is Employee Engagement?
- 5. What is Employee Engagement? Emotional commitment
- 6. What is Employee Engagement? Emotional commitment Use of discretionary effort
- 7. What is Employee Engagement? Emotional commitment Use of discretionary effort
- 8. What is Employee Engagement? Emotional commitment Use of discretionary effort
- 12. 1. Autonomy
- 13. 1. Autonomy noun Freedom from external control or influence; independence /ɔːˈtɒnəmi/
- 14. 1. Autonomy Freedom to make own decisions about work day, including work hours
- 15. 1. Autonomy Freedom to make own decisions about work day, including work hours In control of own workspace
- 16. 1. Autonomy Freedom to make own decisions about work day, including work hours In control of own workspace In control of how work gets done
- 17. 1. Autonomy Freedom to make own decisions about work day, including work hours In control of own workspace In control of how work gets done “Control leads to compliance; autonomy leads to engagement.” Daniel Pink, Drive
- 19. 20% Time
- 20. 20% Time Once per quarter, for 24 hours
- 21. 20% Time Once per quarter, for 24 hours Work on anything you want, with whomever you want and how you want
- 22. 20% Time Once per quarter, for 24 hours Work on anything you want, with whomever you want and how you want Must show the results of day to the rest of the company
- 23. 2. Mastery
- 24. 2. Mastery Competence or skill
- 25. 2. Mastery Competence or skill Ability to up-skill to improve one’s competence
- 26. 2. Mastery Competence or skill Ability to up-skill to improve one’s competence Personal fulfilment from being “good” at something
- 27. 2. Mastery Competence or skill Ability to up-skill to improve one’s competence Personal fulfilment from being “good” at something In control of own learning and development
- 28. Each employee receives a Personal Training Allowance per year
- 29. Spent $2,500 per employee (23.7 hours) on training in 2014
- 30. 3. Purpose
- 31. 3. Purpose Organisation’s purpose and employee’s purpose are aligned
- 32. 3. Purpose Organisation’s purpose and employee’s purpose are aligned The “reason” behind a project or product is clear
- 34. Safety above all else
- 36. 1-1-1 Model (Technology - People - Resources) to help improve communities around the world
- 41. “The science shows that the secret to high performance isn’t our biological drive or our reward-and-punishment drive, but our third drive - our deep-seated desire to direct our own lives, to extend and expand our abilities, and to live a life of purpose.” - Daniel Pink, Drive
- 42. How can Businesses Use Autonomy, Mastery & Purpose?
- 43. Autonomy: Democratisation of your Organisation
- 44. Autonomy: Democratisation of your Organisation
- 45. Autonomy: Democratisation of your Organisation Voice
- 46. Autonomy: Democratisation of your Organisation Voice Empowerment
- 47. Autonomy: Democratisation of your Organisation Voice Empowerment Autonomy
- 48. Autonomy: Democratisation of your Organisation Voice Empowerment Autonomy Clarity
- 49. Autonomy: Democratisation of your Organisation Voice Empowerment Transparency Autonomy Clarity
- 54. Major Irish plc
- 55. Major Irish plc Set up Yammer for internal employee communication
- 56. Major Irish plc Set up Yammer for internal employee communication Suggestion made by low-level employee Seen immediately by the CEO Suggestion enacted within 8 hours
- 61. Social Talent 2016 Strategy Meeting
- 62. Social Talent 2016 Strategy Meeting
- 63. Social Talent 2016 Strategy Meeting
- 64. Social Talent 2016 Strategy Meeting
- 65. Autonomous Mastery: Self-directed Learning
- 66. Autonomous Mastery: Self-directed Learning 1. Personal training budget
- 67. Autonomous Mastery: Self-directed Learning 1. Personal training budget 2. Incentivise relevant training
- 68. Autonomous Mastery: Self-directed Learning 1. Personal training budget 2. Incentivise relevant training 3. Celebrate training successes
- 70. Purpose Maximisation 1. Clearly define your Purpose
- 71. Purpose Maximisation 1. Clearly define your Purpose 2. Purpose Goals are more powerful than Profit Goals
- 72. Purpose Maximisation 1. Clearly define your Purpose 2. Purpose Goals are more powerful than Profit Goals 3. Purpose relates to people (self, company, society)
- 75. To Drive New Hires:
- 76. To Drive New Hires: 1. Must get engagement first 2. Ensure employees are satisfied 3. Measure engagement and implement changes 4. Tell your employer brand story
- 79. When employees feel listened to they…
- 80. When employees feel listened to they… Refer potential hires
- 81. When employees feel listened to they… Refer potential hires Are proud to say they work for you
- 82. When employees feel listened to they… Refer potential hires Will promote the company Are proud to say they work for you
- 83. When employees feel listened to they… Refer potential hires Will promote the company Are proud to say they work for you Want to do great things
- 84. Results from Engaged Employees
- 85. Results from Engaged Employees Internal:
- 86. Results from Engaged Employees Internal: Employee churn
- 87. Results from Engaged Employees Internal: Employee churn Employee productivity
- 88. Results from Engaged Employees Internal: Employee churn Employee productivity External:
- 89. Results from Engaged Employees Ability to attract talent Offer acceptance Employee Referrals Internal: Employee churn Employee productivity External:
- 90. The Future of Employee Engagement
- 91. The Future of Employee Engagement
- 92. The Future of Employee Engagement
- 93. The Future of Employee Engagement
- 94. The Future of Employee Engagement
- 95. The Future of Employee Engagement
- 96. The Future of Employee Engagement
- 97. The Future of Employee Engagement
- 98. The Future of Employee Engagement