Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States. In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement. You will learn: The importance of engaging employees, and why higher engagement will help you improve business outcomes Why employee engagement is not a business challenge - understanding its root causes Research-based working theories about what engages employees Strategies that you can take and apply to increase engagement at your organization

2. Presenting Today
Derek Smith
Content Marketing Specialist
BizLibrary
Katie Miller
Moderator
BizLibrary

3. www.bizlibrary.com/demo

5. What I tell my parents I do…
Research important HR
and L&D topics
Write about them in
ebook, infographic, or
blog form
What I actually do…
Content Marketing Specialist

6. 1 Share of Amazon
Stock, Valued at
~$2,000 USD
Armand de Brignac
Brut Rose Champagne
NV 6L Rated 91 W&S,
Valued at $10,000 USD
Apple
Valued at ~$1
Trillion USD
How Do We Fix Our Engagement Issue?
Could you do it with...

7. Valued at ~$87 Trillion USD

8. United Kingdom United States
11% of workers are
engaged
15% of workers are
engaged
Low Engagement Is Real
France
6% of workers are
engaged

9. But Derek, if we managed to generate $87 trillion with low
engagement, is employee engagement even important?
YES
Here’s why…

10. Organizations with the highest employee
engagement report:

11. The Pareto Principle
80%
20%
Amount of WorkOutcome

12. “Employee satisfaction is what we get
out of our work. Employee engagement
is what we put into our work.”
- Someone on Twitter
“

13. Satisfied vs. Engaged

14. “Employee engagement is the extent to
which employees feel passionate about their
jobs, are committed to the organization, and
put discretionary effort into their work.”
-Custom Insight
“

15. Are Engaged Employees Born or Created?
A Business Journal survey of 800 entrepreneurs discovered three distinct types of successful entrepreneurs:
Entrepreneurs are engaged because they have built a workplace that fulfills their needs.
I submit that you can engage your workforce by identifying their engagement needs and by changing your workplace
around those needs.

16. The SHRM Model
7 Factors of Engagement
Relationship with coworkers
Contribution of work to the
organization's business goals
Meaningfulness of the job
Opportunities to use skills and abilities
Relationship with immediate
supervisor
The work itself
The organization's financial stability

17. The Fountain
• Created by French
artist Marcel
Duchamp
• Submitted to the
Society of Independent
Artists in 1917
• Displayed at The TATE
• Sold for $1.7m in 1999,
worth $2.7m in 2019
adjusted for inflation

18. Fountain has continued to exert an
extraordinary power over narratives of
twentieth-century art in large part because
of its piercing – if also humorous –
questioning of the structures of belief and
value associated with the concept of art.

19. 16 Elements of Engagement, Satisfaction, and Performance
Objective
Where are you going
Of Engagement, Satisfaction, and Performance
The building blocks of high
performing people, cultures,
and organizations.
Ob 16 Elements
Alignment
Doing work that fits
Al
Identity
How you see yourself
Id
Value
Total rewards
VaMeaning
Finding fulfillment
MeGrowth
Mastery & progress
Gr
Investment
Skills in the game
InMomentum
Being in motion
MoScore
Measuring progress
ScContribution
Having impact
CoSpace
Having space to work
Renewal
RnEnvironment
EnRelationship
ReLeLeadership
Plan
Knowing what to do
Pl

20. Inputs: What the Employee Needs to Get the Work Done
Objective Alignment Plan
Where are they going?
What are they trying
to accomplish?
Does the work fit their
skills?
Does an employee
have a plan or process
to get the work done?

22. Output: What Employees Need to Get From Their Work
Growth Meaning Value
Mastering their skills
and making progress
Finding fulfillment from
their work
Meaningful
compensation and
benefits

24. Action: Things That Help the Work Get Done
Contribution Score Momentum
Having an impact on
your organization's
success
Measuring progress
and receiving feedback
Being in motion

26. Influencers
Leadership Relationship Environment
Having a guide Connections to people
in an organization
Culture, cues,
ecosystems

27. “I once saw a
bee drown in
honey, and I
understood.”
-Nikolas Kazantzakis

29. EmployeeEngagement
Time
Peak of Inflated Expectations
Date of Hire Trough of Disillusionment
Slope of Enlightenment
Plateau of Productivity
Slope of Disengagement
Trough of Disengagement
Slope of Re-engagement
Employee Journey
The Gartner Hype Cycle

30. Ok, now what?
Next steps you can take to improve your employees’ engagement
Step One: Define Your Company
Has your organization created an emotional reason for why you exist?
Have you defined how your solution brings a net positivity to the world?
Can your organization eloquently explain the value you bring in dollar terms?
Does your company have a well-defined plan to grow in the market and provide
opportunities for employees to grow?

31. “At BARK, we want to make dogs as
happy as they make us.”

32. Ok, now what?
Step Two: Develop a Strong Leadership Team
Are your leaders and managers strong coaches?
Do your leaders affect your culture in a positive way?
Do your managers and leaders have the skills needed to develop strong and genuine
connections with employees?
Are your leaders able to identify when employees are at risk of becoming
disengaged?

33. Ok, now what?
Step Three: The Things You Provide
Do the job descriptions and liberty you provide your employees give them
opportunities to use their skills to the best of their abilities?
Does most of the work you ask employees have a direct impact on business goals?
Does your building, décor, and spatial planning impact your culture in a positive way?

34. Ok, now what?
Step Four: Who You’re Hiring
Are your employees motivated to find new ways to contribute to your business goals?
Do your employees know when they’ve done a good job, and do they know where
they can improve?
Are your employees held accountable to deadlines and standards of quality in their work?
Are your employees invested and bought into your mission? Do they willingly
give their time and effort?

35. Main Takeaways
1. There is no one-size-fits-all solution for making
employees engaged
2. Common causes of low engagement are poor leadership,
low employee retention, and unclear career paths
3. If you can give meaning to a urinal, you can give
meaningful work to your employees

36. Questions?

37. Employee Engagement Essentials Video Course
The Jeff Havens Company video,
"Employee Engagement Essentials"
has been designed to supply that
missing piece, approaching
leadership in a new way that will
make creating an engaged
workforce easier than ever before.
And it will do so with far more
humor and entertainment than your
typical leadership course.
Employee Engagement
Essentials

38. Bad Deal or Real Deal? Video Lesson
This seven-part series will help you
understand what passes for
employee engagement at many
organizations, how to measure
employee engagement, and how you
can improve employee engagement.
This course also covers how having a
positive attitude and outlook can
benefit not just yourself, but your
organization as a whole.
Employee Engagement
(Part 1 of 7):

39. Let us know through the link if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Try out these video lessons
and more!

40. Thank you for attending!
Katie Miller
Moderator
BizLibrary
Derek Smith
Content Marketing Specialist
BizLibrary