Carrie Wiegand of AGH Employer Solutions presented “Destroying Employee Engagement Myths: What Really Matters in Engaging Employees” at our February 2015 Sunrise Scrambler. Attendees learned that 1 out of 3 employees are disengaged from the organization they work for. Her presentation offered ideas and examples to continually re-engage those working with, around and for you.

1. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
1
Destroying Employee Engagement
Myths: What Really Matters in
Engaging Employees?
Organizational Development &
Family Business Services
Carrie Wiegand
Senior Organizational Development Consultant
Objectives
• Mistakes your organization may be making that causes employees to
become dissatisfied and unmotivated, and how to correct these mistakes
• How to identify employees who are engaged, and objective ways to
measure engagement in your organization
• How to determine the financial impact of the employee engagement level
• What management competencies are required to develop employee
engagement
• Tips and tools you can utilize to help management improve employee
engagement
Mistakes Organizations Make

2. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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What is Engagement?
Impact of Lack of Engagement
• Survey of 23,000 employees:
• 37% understand their organization’s goals
• 1 in 5 are enthusiastic about the goals
• 1 in 5 can relate their work to the goals
• 15% feel empowered to execute against
the goals
• 20% trust the organization they work for
Source: The 8th Habit: From Effectiveness to Greatness, Stephen Covey
Understanding the Impact
• 4 out of 11 know which
end zone is theirs
• 2 out of 11 would care
which end zone is theirs
• 2 out of 11 would know
which position they’re
playing and its role
• All but 2 would be
competing against their
own team rather than the
opponent

3. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Behavior in the Workplace
Three types of behavior:
• Dysfunctional
• Compliance
• Discretionary
Financial Impact
What does employee engagement have to
do with getting the job done?
– 27% better attendance
– 31-51% less turnover
– 12% better customer satisfaction
– 51% less “shrink” (theft!)
– 62% fewer accidents
– 18% more productivity
– 12% more profitability
Source: 12: The Elements of Great Managing,
Rodd Wagner & James K. Harter, Ph.D.
Tips and Tools To Improve

4. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Know Thyself
Is Our Direction Compelling?
S.M.A.R.T. goals …
… may not be smart enough
Management Competencies

5. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Critical Distinctions
• #1 CHARACTERISTICS vs. BEHAVIORS
Can a leopard change his spots?
Newton’s First Law of Motion
• An object at rest stays at rest …
• An object in motion stays in motion …
• … UNLESS acted upon.

6. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Newton’s First Law of Management
• Employees at rest will stay at rest…
• Employees doing something will keep
doing it the same way…
• … UNLESS, you do something about it.
Source: Hundred Percenters, Mark Murphy
Changing the Leopard’s Spots
Source: Bringing Out the Best in People, Aubrey Daniels
Remember Your ABC’s
ANTECEDENT
(What Comes
Before)
BEHAVIOR CONSEQUENCE
(Positive/
Negative
Reinforcement)
B CA
Need for Positive Reinforcement
•Positive reinforcement; the only tool that
generates more discretionary behaviors
•Our response is hard-wired (physical)
•You can’t punish people into discretionary
effort

7. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Positive Feedback Made Easy
Remember – “SSIP”
•Sincere
•Specific
•Immediate
•Personal
Negative Feedback Made Easy
• Pinpoint specific undesired behavior
(not characteristics)
• Explain the impact
• Identify the specific replacement behavior
• State consequences clearly
• Plan follow-up and reinforce new behaviors
Coaching for Performance
• “Leadership is a contact sport.”
• Set expectations.
• Offer support and remove obstacles.
• Observe performance.
• Provide feedback.
• Reinforce discretionary behaviors and
correct dysfunctional.
Quote by Marshall Goldsmith

8. AGH Employer Solutions: Destroying Employee Engagement Myths
Wichita Metro Chamber of Commerce Sunrise Scrambler
February 18, 2015
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Commitment
• Prepare front-line managers
• Retool front line managers
• Reinforce
Thank you!
Carrie Wiegand
AGH Employer Solutions
Phone (316) 291-4022
Email Carrie.Wiegand@aghlc.com
www.linkedin.com/in/carriewiegand
@CarrieWiegand
Questions?