HRO Today March 2016 - 38

Employee Engagement
Dr. Beverly Kaye, founder of Career Systems International
and best-selling author of " Love 'Em or Lose 'Em: Getting
Good People to Stay, " and more recently, " Hello, Stay
Interviews, Goodbye, Talent Loss, " says when people don't
see a career path, they are likely to check out.
" One of the biggest drivers of engagement is career
opportunity, " Kaye says. " When employees see career
opportunities in their organizations, and see how it
fits them, I think they will stay. When they don't see
opportunities, they'll look to leave. "
One problem: People define career path as promotion.
That's a mistake for the employee and for the organization
sending that message, Kaye says.
" Sometimes, the opportunities are right in front of
people's eyes, " Kaye says. " I think measuring engagement
by your title and how long you've had the same title is
not the way to measure engagement. It's really, 'are you
learning'? 'Are you having new experiences'? 'Are you
working with great colleagues'? "
Keys: Organizations need to stress learning opportunities
and opportunities to apply that learning, that is, skillbuilding.
Someone who is learning new skills and has
successful applications of those skills is growing on the
job-growth opportunities boost engagement. Managers
need to communicate those and work with employees
during them. The individual employee needs to seize the
opportunity.
" I think attempts to raise engagement levels will fail if
there isn't a development focus in place, " Kaye says. " That
development needs to focus on 'me growing,' but not
necessarily 'me going somewhere else.' "
2. During the survey process
It's easy to mistake the survey process for an engagement
program, and it's easy to want to survey everything
to get a complete picture. Result: The surveys create a
" disconnect " among the employee, the manager, and the
organization.
Dr. Jim Harter, chief scientist for workplace management
and well-being for Gallup, says, " Organizations will include
way too much on the measurement part of the employeeengagement
process. Managers have trouble figuring
out how to act on the results. They're not given good
instruction on how. "
[38]
HRO TODAY MAGAZINE | MARCH 2016
Companies may measure attitudes toward benefits and
perks, communication, leadership, collaboration, as well as
more company-specific emphases such as safety.
" More times than not, the instrument itself is just too
long, " Harter says. " It isn't focused on the most basic
issues expected of me at work. Only half the people we
study worldwide know what's expected of them at work.
So people come to work kind of confused. Organizations
will ignore those basics [such as] do people have the
materials and equipment they need to do their work on a
daily basis? "
Keys: As much as possible, remember that surveys about
engagement affect engagement. Short, timely, and
focused is better than comprehensive, evergreen, and
generic.
" Many organizations are focused on higher-level
constructs, " Harter says. " They'll never get those
higher-level things done, things like leadership and
communication, if they overlook the basics: Do people get
recognition when they do good work? What is the right
kind of recognition for them individually? Are they in a
job where they have the opportunity to do what they do
best, where they have the opportunity to use their natural
talents on a daily basis? Those are the kinds of things that
get overlooked. "
3. When following up a survey
When management action follows the employee concerns
uncovered in the survey, employees will likely feel
validated and believe the survey was worth their effort
and that the company cares about their career concerns.
They're more likely to engage. So there's a danger
moment after a survey while employees wait for the other
shoe to drop.
Phil Stewart, CEO of Engage2Excel, which is a recentlyrenamed
employee-recognition firm formerly known as
TharpeRobbins, offers a 3-2-1 rule of thumb: Pick three
priorities, take two actions for each one, and talk about
it once. " If you have consultants come in and give you 50
things to do, you won't do them. "
As a new CEO as of March 2015, Stewart offers his own
experience as an example. One priority is financials. One
action step is quarterly discussions with the company
about financial results, where the targets are, and how
the company is trying to achieve them. " That allows
individuals to do behavioral change, to understand

HRO Today March 2016

Table of Contents for the Digital Edition of HRO Today March 2016

HRO Today March 2016 - 1
HRO Today March 2016 - 2
HRO Today March 2016 - 3
HRO Today March 2016 - 4
HRO Today March 2016 - 5
HRO Today March 2016 - 6
HRO Today March 2016 - 7
HRO Today March 2016 - 8
HRO Today March 2016 - 9
HRO Today March 2016 - 10
HRO Today March 2016 - 11
HRO Today March 2016 - 12
HRO Today March 2016 - 13
HRO Today March 2016 - 14
HRO Today March 2016 - 15
HRO Today March 2016 - 16
HRO Today March 2016 - 17
HRO Today March 2016 - 18
HRO Today March 2016 - 19
HRO Today March 2016 - 20
HRO Today March 2016 - 21
HRO Today March 2016 - 22
HRO Today March 2016 - 23
HRO Today March 2016 - 24
HRO Today March 2016 - 25
HRO Today March 2016 - 26
HRO Today March 2016 - 27
HRO Today March 2016 - 28
HRO Today March 2016 - 29
HRO Today March 2016 - 30
HRO Today March 2016 - 31
HRO Today March 2016 - 32
HRO Today March 2016 - 33
HRO Today March 2016 - 34
HRO Today March 2016 - 35
HRO Today March 2016 - 36
HRO Today March 2016 - 37
HRO Today March 2016 - 38
HRO Today March 2016 - 39
HRO Today March 2016 - 40
HRO Today March 2016 - 41
HRO Today March 2016 - 42
HRO Today March 2016 - 43
HRO Today March 2016 - 44
HRO Today March 2016 - 45
HRO Today March 2016 - 46
HRO Today March 2016 - 47
HRO Today March 2016 - 48
HRO Today March 2016 - 49
HRO Today March 2016 - 50
HRO Today March 2016 - 51
HRO Today March 2016 - 52
HRO Today March 2016 - 53
HRO Today March 2016 - 54
HRO Today March 2016 - 55
HRO Today March 2016 - 56
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-chro-today-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/chro-today-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-march-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-september-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-july-august-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-november-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-october-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-december-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-january-february-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-june-1014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-may-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-april-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hrot-january-february-2014
https://www.nxtbookmedia.com