Measuring Employee Engagement to Drive Results!

As we approach the first quarter of 2014 a key metric that will determine how successful any organization will be can be measured in how highly engaged it’s employees are.  Your strategy may be 110% on target but how well it gets executed will be decided by how engaged employees are in their day to day activities, commitment and your leadership’s ability to motivate them.

Holding your leaders accountable for their departments engagement is a powerful method to drive your results.  Here is a tried and true method to focus on this important fundamental element of your success. It has been well researched that employees level of engagement fall into one of four categories.  Nationwide studies have been conducted that allow you to measure how engaged your individuals and departments are.  Here is a key national metric to compare you team to. 
National research shows the average firm has this level of engagement:

7% of Employees are Highly Engaged

49% of Employees are Engaged

43% of Employees are Disengaged

1% of Employees are Highly Disengaged

How would your company compare to national norms?  How would your departments and or regions do?  There is normally a correlation to engagement and performance.  Savvy clients use this measure as a way to show leaders how they can improve their teams performance.  Raise the engagement and you will raise performance.  Savvy companies use a combination of Engagement Surveys and 360 Leadership Feedback to hold managers accountable for performance and engagement.  They openly share how each department ranks in terms of engagement and performance. 

The Engagement Survey is repeated to show improvement and raise the bar on a regular basis.  No manager wants to be the low marker and all want to improve in an easy way to measure.

Hope I believe in…..Remembering Bob Hope who passed 10 years ago this year….

I grew up watching him with my parents.  Great humor and good people never get old!

ON TURNING 70
‘I still
chase women, but only
Downhill.

ON
TURNING 80
‘That’s the
time of your life when even your birthday suit needs
pressing.’

ON
TURNING 90
‘You know
you’re getting old when the candles cost more than the
cake.’

ON
TURNING 100
‘I don’t
feel old. In fact,

I don’t
feel

Anything
until noon. Then it’s time for my nap.’

ON
GIVING UP HIS EARLY CAREER, BOXING
‘I ruined my
hands in the ring. The referee kept stepping on them.’

ON NEVER
WINNING AN OSCAR
‘Welcome to
the Academy Awards or, as it’s called at my home, ‘Passover’.


ON
GOLF
‘Golf is my
profession. Show business is just to pay the green fees.’

ON
PRESIDENTS
‘I have
performed for 12 presidents and entertained only six.’

ON WHY
HE CHOSE SHOWBIZ FOR HIS
CAREER
‘When I was
born, the doctor said to my mother,

Congratulations,
you have an eight pound ham.

ON
RECEIVING THE CONGRESSIONAL GOLD MEDAL
‘I feel very
humble, but I think I have the strength of character to fight
it.’

ON HIS
FAMILY’S EARLY POVERTY
‘Four of us
slept in the one bed. When it got cold, mother threw on another
brother.’

ON HIS
SIX BROTHERS
‘That’s how I
learned to dance. Waiting for the bathroom.’

ON HIS
EARLY FAILURES
‘I would not
have had anything to eat if it wasn’t for the
Stuff the audience
threw at me.’

On being thankful

This past week I used the common phrase you only live once. A friend caught me and suggested I consider this……

You live every day! You only die once. Make it a great life and be thankful!!!

Seeing the good in dark hours…..

From a friend in Boston… said to his team…
When trying to help children understand disaster, someone once said “Look for the helpers….there are always people helping.  That’s God reaching down and guiding us to recovery”  I remember 9-11 and watching the heroic police/fire and EMT run into the buildings as everyone was running for safety…..those were the helpers.  I remember hearing about the teachers of Newtown barricading their classrooms and hiding the children.  When the shooter came to one teachers door, she said the children were @ gym class and not there…fully knowing she would lose her life in order to protect the kids hiding in the cabinets behind her….Those were the helpers.  And I watched yesterday’s news many times, not to see the explosion, but to see the immediate reaction of civilians of Boston running to help.  Not running away, but running to help……Those were the helpers.  First it was emergency personnel running to help, then it was teachers stepping into action and yesterday we had civilians as first responders.  What I have learned from these tragic events is that Evil is not winning.  We are not paralyzed in fear.  In fact the opposite is happening, we are getting stronger and more united.  The good in people will always trump the evil in the world.  It always has, and it always will.  We are asking ourselves what we can do to help today?  And the answer is live your life.  Go to work…play with your kids…love your family…keep moving forward and enjoy life.  Be positive, be resilient, be your best….at the end of the day that is all you can ever do

Fostering a Culture of Engagement!

Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.

According to the bestselling book

First, Break All the Rules, authors Marcus Buckingham and Curt Coffman assert that one out of every five employees is actively engaged in his work. This means that 80% of employees are disengaged with their work. How much productivity is your organization losing from these employees?

One out of every five employees is actively engaged in his work.

Are your employees engaged in their work? Are they loyal to your business? How do you know these things? And if you don’t, how do you find out?

Any attempt to change the culture and processes of an organization can be difficult and challenging. In this report, we also discuss how to implement new processes that can significantly improve employee engagement. As you go through this report, consider the current state of your organization and how your organizational culture can be modified to create a lasting model of engagement. As the title suggests, the entire DNA of your organization may need to be altered to lead to more engaged, active employees.

There are many benefits and advantages to understanding engagement levels. Companies with this knowledge have higher retention rates, superior customer service, and realize enhanced bottom‐line results. Leaders at all levels of the organization strive to create a work environment that results in highly engaged employees.

Engaged employees provide immeasurable benefits to your organization

The importance of hiring and managing engaged employees is significant to the success of your business. If you have tried to improve engagement for years and still aren’t seeing the results you expected, you need to look at creating a culture of engagement within your organization.

Organizational—In order to foster engagement at this level, you need to encourage and implement strategies that lead toward employee engagement. Take a good look at the core values and mission of the organization and see if you are fostering engagement.

Managerial—Leaders and managers are the key drivers of employee engagement. If they are not motivating employees to be engaged, then there is a great chance that your organization will always struggle with employee engagement. Knowing your managers and assessing the characteristics of the leaders in your organization will help you promote engaged employees who can motivate others to be engaged as well.

Employee—Find target employees who are engaged in their work and make sure that they stay engaged and motivate others to be more involved in their work as well. Consistently challenge and train your employees so that they take on new tasks that provide opportunities for growth and creativity.

It is impossible to create a culture of engagement without knowing the personality and characteristics of your employees and managers. Leaders must be aware of the engagement levels of their employees. Assessments provide an opportunity to learn more about each employee and how they fit into their job and the organization.

To Learn more about engagement visit: http://www.assessmentspecialists.com/workplace_engagement_survey.html

call or email us at 877-855-1179 or JohnCaspole@AssessmentSpecialists.com

And the Award Goes Too…

CARLSBAD, CA (March 2013) — John and Michelle Caspole of Assessment Specialists, Inc.  received Profiles International’s Top Five in the Nation Award for 2012 among over 400 representatives.  Assessment Specialists provide pre-employment systems which include talent management, selection, applicant tracking and leadership development. They are active members of SHRM, Carlsbad Chamber of Commerce and  ASTD. To learn  how to avoid costly hiring mistakes and promote the right leaders call (877) 855 – 1179 visit http://www.assessmentspecialists.com/profile.html to request a sample or learn more about how job fit makes the difference!

Imagine Great People!

Executive’s globally are faced with the challenge of hiring the right people for the critical positions they need to fill. They are also faced with the task of increasing the bottom line, engaging management setting expectations and meeting with the owners. Through the process of delegation an interesting factor is exhibited.

Executives will delegate there most important tasks to their busiest people. Executives have a clear vision of who can handle what task and who can they depend on to deliver results. In reflecting on this trend; two very simple concepts arise. You have already begun succession planning through your delegation hierarchy and it would be more productive if you could replicate more top performing employees.

By testing top performers in your organization and discovering what common characteristics make them successful we are able to establish a benchmark to measure future candidates against.

Studies show that using job match increases the chances of hiring the most qualified candidate.

Executives and Managers spend most of there time dealing with people problems. Image alleviating that pain and hiring candidates who will outperform the rest. Imagine Great People!

To Learn more give us a call today! 877-855-1179

To Learn more about Job Fit Visit: http://www.assessmentspecialists.com/profile.html

All the best to you and your team!