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My profesional development and recent studies, including business management and Senior Professional in Human Resources (SPHR), gave names to inclusive Leadership Philosophies I have long-since embraced, such as agility, empowerment, wellness clinics, and Employee Engagement.
"When you understand WHY you are doing something, it is easy to exert yourself at the task." ~ Moh Hardin
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Motivation versus Inspiration
Motivation versus Inspiration
"Motivation is short-lived and comes from fear. Inspiration is long lived and comes from curiosity." ~ Kathryn Fry, Marble Peak Consulting
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Reasons for Engaging Employees
Reasons for Engaging Employees
Benefits of Engaged Employees
Benefits of Engaged Employees
Increased Productivity, Retention
Higher Profitability and Stock price
Improved customer satisfaction and loyalty
Innovation and Creativity
Healthier work environment
Competitive Employer
Brian Snodgrass, Terryberry
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Trust-development feedback loop
Trust-development feedback loop
When employees trust their managers, they tend to reach further, contributing more to the company and expressing their needs.
Managers who understand the needs of their employees are able to provide consistent feedback and have 3x more productive teams than those who only experience yearly reviews
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Human Resources Certification Institute (HRCI) is the governing body for SPHR certification, and places emphasis on engagement because it adds so much to productivity.
See References below.
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Employee Engagement Frameworks
Employee Engagement Frameworks
Image: CASEL video
Proactive and Reactive
Proactive and Reactive
Please see Student Engagement for various tools that apply to managing staff, such as:
Team Norms and Agreements: Proactive
Conflict Resolution: Reactive
Terryberry's Engagement Model
Terryberry's Engagement Model
As an example, my principles align with Brian Snodgrass, VP Product & Technology at Terryberry, in his employee engagement framework. I include links in my portfolio in the following outline from his presentation with a Human Resources Certification Institute (HRCI) recertification webinar.
"It is our job in Human Resources to provide the tools for our employees to be the best selves they can be." Brian Snodgrass, VP Product & Technology, Terryberry
Learning is Fun!
Learning is Fun!
Appropriate humor is an excellent tool for engagement.
Sarcasm is subconsciously confusing and should be avoided
Appropriate play is a valuable human experience at any age
Having fun creates endorphins, which lend to learning, which also creates endorphins!
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Examples of Staff Engagement in my Portfolio
Examples of Staff Engagement in my Portfolio
Encouraging mental health support
Employee wellness programs
Individual programs
Webinars, curated content
Healthy and inclusive competitions and challenges
Appreciated incentives
Research by Deloitte: "Employees who feel supported are more likely to take on challenges, be motivated, remain focused, and sustain higher levels of engagement.”
“Credibility and honest communication drives loyalty and promotes high levels of innovation"
“Promotions based on merit translates to engagement because they know their work matters.”
“If employees feel that their values match those of the organization, they are more likely to go the extra mile and show initiative.”
"Recognition fosters inclusivity. Empowerment leads to proactive, self-driven approach to tasks, more in-depth at making their own decisions and being efficient. and allows leadership to focus on strategy and less on management."
Strategies for Employee Engagement
Strategies for Employee Engagement
- Listening
Assessments: Employee engagement surveys
Data-driven decisions
Avoid Survey Fatigue by presenting results and making positive changes obvious and in response to the feedback received.
"Good intention alone does not build successful programs" Rob Arndt, Founder & CEO, BufferSprings
- Rewards and Recognition
Symbolic awards
Build teams so that they can success, and then reward them
Content: Brian Snodgrass, Terryberry
Images: Motivosity
Leveraging Community Partnerships
Leveraging Community Partnerships
Community Partnerships
Community Partnerships
Share values, "show that you care"
Communicate plans for success
Map out the employee journey: hiring, retention, upward mobility, retirement
Adopted from Rob Arndt, Founder & CEO, BufferSprings
A veteran-led company committed to eradicating underemployment within the military-connected community.
Building veteran talent pipelines, designing effective hiring strategies, and driving impactful workforce solutions
Unlocking the full potential of veteran talent
Focusing on long-term retention, leadership development, and practical strategies for veteran engagement.
Image: Rob Arndt, Buffer Springs
Example: Benefits of leveraging Veteran hiring strategies and programs
Example: Benefits of leveraging Veteran hiring strategies and programs
References
References
Employee engagement is largely represented in literature, particularly starting in 2006. The most widely-cited works referring to employee engagement:
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308-323. (pay for access)
Little, B., & Little, P. (2006). Employee engagement: Conceptual issues. Journal of Organizational Culture, Communications and Conflict, 10(1), 111-120. (pdf)
Sundaray, B. K. (2011). Employee engagement: a driver of organizational effectiveness. European journal of business and management, 3(8), 53-59. (pdf)
Seijts, G. H., & Crim, D. (2006). What engages employees the most or, the ten C’s of employee engagement. Ivey Business Journal, 70(4), 1-5. (pdf)
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