HDI vChapter presentation for December 18, 2013 webinar. Studies show employee engagement results in higher profits, increased performance, higher customer satisfaction and lower employee turnover.  Recognizing, engaging, and rewarding your team members creates a highly energized, focused and motivated unit; a team driven by performance, delivery and accomplishment. IT leaders need to invest and make reward & recognition (R & R) a core value and find ways to improve services and performance by assuring the development and success of their most important asset; people.  Eddie will provide you examples and ideas to lead you down the road to success.

1. 5 Roads Leading to Impactful
Employee Engagement and Success
Eddie Vidal
University of Miami
12/18/2013
©2013 HDI. All rights reserved.

2. 5 Roads to Success
1.
2.
3.
4.
5.
Motivation
Teamwork
Recognition
Engagement
Appreciation
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3. 1. Motivation
• Definition
– is the driving force by which humans achieve their
goals.
– Intrinsic motivation refers to motivation that is driven
by an interest or enjoyment in the task itself, and
exists within the individual rather than relying on any
external pressure
– Extrinsic motivation comes from outside of the
individual. Common extrinsic motivations are rewards
like money and grades, coercion and threat of
punishment
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4. Motivation
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5. Whiteboard
What motivates you?
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6. What Motivates You?
• Career
Development/Success
• Comfort/Relaxation
• Health/Balance/Energy
• Influence/Leadership
• Learning/Knowledge/
Discovery
• Materials/Possessions
• Recognition/Praise
• Security/Money/Home
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• Social/Affiliation/Popular
ity/Acceptance
• Status/Prestige/Stand
Out/Reputation
• Task
Accomplishment/Proble
m Solving/Achievement
• Teaching/Guiding Others
• Vitality/Energy
• Others?

7. Motivations
Poll Question:
"Money is a good motivator“
Answer:
A. Myth
B. Reality
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8. 2. Teamwork
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8

9. Lencioni Model for Team Effectiveness
Inattention
to Results
Avoidance of
Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
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9

10. 3. Recognition
• How well do you know your employees?
– Family, kids, names
– Hobbies
– Values
– Birthdays
– Recognition Publicly or Privately
– Career Goals, cover for you when out?
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11. Recognition
Poll Question:
Has your manager ever asked
you how he/she can show his
appreciation towards you?
Yes or No
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12. Do you know your team?
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13. YOUR NAME HERE
Nickname:
Job Title:
Hometown:
Where I went to School:
Birth Day:
Kids:
Pets:
My First Job:
Favorite Movie:
Favorite Song or Band:
Favorite thing to do on the
Weekends:
Favorite place to visit:
Something People May Not Know
About Me:
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14. Whiteboard
What are you doing to
recognize your
employees?
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15. Recognition
Thank You cards
Tools/Toys for their job
Time Off
Rewards and
Recognition Program?
• No Budget , now what?
• Free car wash
•
•
•
•
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16. Motivational Posters
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17. Recognizing Top Performers
•Certificates
•Movie Tickets
•Employee chooses award
•Nominated for HDI award
•Wall of Fame
•Monthly $20 award / up to 5 people
•Recognition at meetings
•Analyst/Technician of the period
•Coffee cards or other gift cards
•Service super stars share cake/dinner
•Hand written “thank-you” note from manager
•Name in agency newsletter
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17

18. 4. Engagement
Poll Question
Are you engaged in your
current role and
organization?
Yes or No
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19. 4. Engagement
5 Tips for Keeping Great IT Staffers
1.
2.
3.
4.
5.
Pay competitively
Offer new responsibilities
Create a Learning Culture
Provide attractive benefits
Address burnout proactively
Source: Robert Half Technology
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20. Engagement
Year is 1996
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21. Engagement
High Engagement – Low Satisfaction
• Low morale and pessimistic about
future of the company
• Employees that are giving their all, but
are not happy with their work
environment
• High risk of turnover
14%
•
•
•
•
•
•
•
•
High Engagement – High Satisfaction
Employees who are ambassadors for
your organization
Believe in goals and vision of
organization
Committed to personal and
organizational success
40%
Low risk of turnover
Low Engagement – High Satisfaction
Low Engagement – Low Satisfaction
Employees who are vocal in the
• Employees who are satisfied with their
critiques of the organization
pay and position, but do no believe in
A distinct threat to your brand
goals ad vision of organization
High risk of turnover
• Low risk of turnover
Requires an exhaustive review of
• Happy to “get by” and drain
management and procedures 26%
organization resources
20%
Source: The Carrot Principle by Adrian Gostick and Chester Elton
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22. 5. Appreciation
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23. Appreciation
Poll Question:
Do you feel you are
appreciated for your work?
Yes or No
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24. Appreciation
Definition
• ability to understand the worth, quality, or
importance of something : an ability to
appreciate something
• A Watson-Wyatt Reward Plan Survey of 614
employers with 3.5 million employees showed
that the average turnover rate of employers with
a clear reward strategy is 13% lower than that of
organizations without one.
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25. Key selection criteria:
•
•
•
•
•
Customer Service
Team commitment and value
Knowledge sharing
Leadership
Technical aptitude and knowledge
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26. Quotes
•
•
•
•
•
Leadership through her actions
Compassionate but stern
I want to know
Weekend work
Humility – she never portrays she is better
than anyone else
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27. Wow stuff
• Self-improvement
– 80 hours of professional development
– 30 hours of personal development
– 40 hours of community service
• Top 10 List
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28. 5 Roads – Sports Analogy
• Who is your Closer?
• Bases loaded – who do you go to?
• Up to bat – who are your risk takers? Who
takes the initiative?
• Extra innings – who stays late, works
weekends?
• All Star, clutch performer
• MVP
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29. Appreciation
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30. Resources
• www.thanks.com
• www.iappreciate.com
• RSA Animate – Drive: The surprising truth
about what motivates us
• www.carrots.com
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31. Eddie Vidal
•
•
•
•
•
•
•
•
HDI & Fusion Track Chair
HDI & Fusion Conference Speaker
HDI Strategic Advisory Board
President Emeritus of South Florida
HDI Local Chapter
Published in Support World
Magazine & HDI Connect
HDI Support Center Manager
Certified
ITIL V3 Foundation & OSA Certified
itSMF monthly podcast producer
Manager, Medical IT Service Desk
evidal@miami.edu
eddie_vidal@yahoo.com
305-439-9240
@eddievidal
http://www.linkedin.com/in/eddievidal
@eddievidal

32. @eddievidal
Eddie Vidal | 305-439-9240 | eddie_vidal@yahoo.com | @eddievidal