Employee Engagement: Fluffy Nonsense
or Mission Critical?
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Presenters
Kim Carlson
Ambassador
Heidi Farris
VP, Marketing
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Why focus on engaging employees?
Employee engagement is often attributed to an
employee’s emotional attachment to their job. This
attachment, whether positive or negative, affects the
quality of effort put forth at work. Thus, impacting the
employee’s contribution to the company.
Every employee’s part in the organization ultimately
drives performance outcomes and affects the bottom
line.
Empowering employee engagement is crucial in an
organization in order to maximize overall performance.
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Employee Engagement
Full Engagement
Disengaged or Less
Engaged
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What happens when you have low engagement?
 Lower productivity
The disengaged employee loses an average of 14.1 days a year
to lost productivity
 High turnover
40% of disengaged employees said they are likely to leave their
employer within the next two years
 Negative financial impact on the company (lower
returns, lower revenue)
Based on a 500 person company, fully disengaged employees
cost a company $960,000 annually
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What happens when you have low engagement?
Employee turnover causes U.S. businesses to lose
$11 billion annually
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Poll Question
How much do you think disengaged employees
costs US businesses in total on an annual basis?
A. $350 Billion
B. $100 Billion
C. $50 Billion
D. $30 Billion
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Why you should keep engagement aligned with business goals
 Aligning with business goals helps to justify pushing
your initiative.
 Securing executive sponsorship will motivate other
business units to come online and support your goal.
 Without a greater aligned purpose, your efforts will
usually fall flat and fail due to poor adoption.
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Why you should keep engagement aligned with business goals
U.S. Businesses invest $125 billion per year in
employee learning and training.
Why not align your employee engagement initiatives
with and in support of this type of budget?
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How does gamification fit in?
 Gamification taps into humans natural needs for
achievement, reward, recognition, competition, etc.
 Psychological triggers that cause people to take
action, stay motivated and actively engaged
 Encourages employees to maximize their full
potential
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How do proven gamification strategies create healthy
competition and increase engagement?
 Gamification strategies are aimed at achieving an
organizational goal
 Competition motivates people to become active –
keep people on their toes
 Inspire innovation
 Causes an increase in morale, engagement and
productivity
 Easy to acknowledge contributions
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Traditional versus Technology Gamification
Traditional
In-Person Competition
In-Person Games
Employee of the Month
Physical Feats
Online Interaction
Benchmarks
Technology-Based
Achievement Contests
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Poll Question
What kinds of engagement are you using today?
A. Traditional
B. Technology-based
C. Both
D. Neither
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Understanding the spectrum of engagement
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How do you identify an engaged worker?
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Which proven strategies help supercharge
engagement practices?
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Poll Question
Do you think you have an engagement issue in
your organization?
A. Yes
B. No
C. Maybe
D. I don’t know
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Leveraging data to justify engagement programs
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Leveraging data to justify engagement programs
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Prove your results impact your bottom line
 Only 1:5 employees engaged on the job
 That engaged employee recommends their products
and services 78% of the time while disengaged
employees only recommend 13%.
 Improving this 1:5 ratio to 4:5…
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Resources
http://visual.ly/importance-employee-engagement
http://www.forbes.com/sites/kevinkruse/2012/06/22/employeeengagement-what-and-why/
http://www.slideshare.net/tonaval/enterprise-gamification-15803781
http://business journal.gallup.com/content/159851/three-strategiesmaking-employee-engagement-stick.aspx?
http://www.bunchball.com/products/gamification
http://employeeengagement.com/2011/09/towers-perrin-employeeengagement/
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