Transcript Employee Engagement 2013 - John Jay College of Criminal

Meet the HR Management Team
New Faculty & Staff Event
First Faculty & Staff Night
BRAVO! Employee Recognition
EMPLOYEE ENGAGEMENT
Survey:
Internal versus External
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Topics
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Comparison
What is Employee Engagement
What Employee Engagement
Means to Us
Engaged Organizations
U.S. v. The Globe
Supervisors and Employee
Engagement
SURVEY COMPARISON
2011: Our Own Survey 280 out of over 2,000
2013: The Chronicle, Modern Think, Inc. 126 of 600
Agree/Strongly Agree
2011: Communication 56%
2011: Respect for Employees 58%
2013: Communication 45%
2013: Respect & Appreciation 56%
2011: Perception of Management 60%
2013: Supervisors 58%
2011: Compensation & Benefits 41%, Work/Life 51%
2013: Compensation, Benefits, Work Life Balance 56%
John Jay
Honor Roll
Job Satisfaction/Support
56%
83%
Teaching Environment
39%
79%
Professional Develop.
62%
79%
Compensation, Benefits
56%
78%
Facilities
63%
83%
Policies, Resources, Eff.
47%
74%
Shared Governance
41%
74%
Pride
63%
86%
Supervisors/Dept. Chairs
58%
78%
Senior Leadership
58%
77%
Faculty, Admin., Staff Rel.
42%
Communication
Collaboration
Agree & Strongly Agree
75%
45%
48%
69%
72%
Fairness
50%
72%
Respect & Appreciation
56%
74%
Survey Average
51%
77%
Great Colleges to Work For 2013 Survey Results
EMPLOYEE ENGAGEMENT
What is it?
Employee engagement is a workplace approach
designed to ensure that employees are committed to
their organization’s goals and values, motivated to
contribute to organizational success, and are able at the
same time to enhance their own sense of well-being.
“ENHANCE OUR OWN SENSE OF WELL BEING”
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Enjoy Coming to Work
•
Feel “Safe” at Work
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Contributes
•
Gives More, Does More
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Champions Tasks and Others
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Is There for Others
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Takes Pride in Work
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Has Pride in the Organization (the College)
Engaged organizations have strong and authentic values,
with clear evidence of trust and fairness based on
mutual respect, where two way promises and
commitments between employers and staff are
understood, and are fulfilled.
THE U.S. VERSUS THE GLOBE
Fully Engaged
U.S.
Global
29%
35%
Stay with an organization longer
Contribute to the bottom line
Connect to Productivity and Quality
Put in the time
Role Model
Take less sick time off
THE U.S. VERSUS THE GLOBE
Partially Engaged
U.S.
45%
Concentrates on tasks and not outcomes
Want to be told what to do
Do it, get paid, go home
Global
40%
THE U.S. VERSUS THE GLOBE
Disengaged
U.S.
Global
26%
25%
Sow the seeds of negativity
Complain
Sabotage progress
Express mistrust
Brings others down
Make more work
Sick days
The Immediate Supervisor’s Role in Employee Engagement
If the Supervisor is NOT Engaged then that supervisor’s staff will NOT be Engaged
The Supervisor is the connection to Senior Management for his or her staff (a conduit
for the flow of information within an organization)
What Managers do…what managers say….how they behave affects employee’s
attitudes about their jobs and the organization/college as a whole.
Employees who are unhappy with and dissatisfied with their immediate
managers/supervisors are less likely to identify with the organization’s
vision…and on a more micro-level they are more likely to be absent or resign.
Employees who are engaged take pride in their work, support organizational goals
and are less willing to change jobs for a minor increase in salary.
HR Customer Service Training
Attitude
Employees Delivering
High Performance
Engagement
Skills &
Knowledge
Satisfaction
with
Immediate
Supervisor
Belief in
Senior
Management
Pride in
Organization
Three Drivers of Engagement
Employee
Engagement