1.
Jennifer L. Jackson, JD
Human Resources Professional
www.linkedin.com/in/jenniferleejackson/

2.
About Me
•Born and raised in Albuquerque, New
Mexico
• Licensed Washington Attorney and
Graduate of Gonzaga University School
of Law
•5+ years of experience advising
businesses in corporate governance and
employment matters
•Currently completing a Certification in
Human Resources at North Idaho College

3.
What is Employee Engagement?
The connection and commitment employees exhibit
toward an organization, leading to higher levels of
productive work behaviors.
Source: Wendy Bliss, J.D., SPHR, Developing and Sustaining Employee Engagement, SHRM, March 21, 2013,
http://www.shrm.org/templatestools/toolkits/pages/sustainingemployeeengagement.aspx.

4.
Benefits of Engaged Workforce
Greater Shareholder Return
Increased Employee Productivity
Reduced Absenteeism
Greater Support of Organizational
Change

5.
How is Employee Engagement
Measured?
The Gallup Q12 Employee Engagement Questionnaire:
1. Do you know what is expected of you at work?
2. Do you have the materials and equipment you need to do your work right?
3. At work, do you have the opportunity to do what you do best everyday?
4. In the last seven days, have you received recognition and praise for doing good
work?
5. Does your supervisor, or someone at work, seem to care about you as a person?
6. Is there someone at work who encourages your development?
7. At work, do your opinions seem to count?
8. Does the mission/purpose of your company make you feel your job is important?
9. Are your associates (fellow employees) committed to doing quality work?
10. Do you have a best friend at work?
11. In the last six months, has someone at work talked to you about your progress?
12. In the past year, have you had opportunities at work to learn and grow?
Source: © Copyright 1993- 1998, The Gallup Organization, Washington D.C.

6.
Engaged vs. Disengaged Workers
Opinion Research Corporation’s Six Categories of
Workers:
• Elizabeth the Engaged
• Lucy the Laggard
• Colin the Comfy
• Alison the Ambivalent
• Simon the Saboteur
• Peter the Promiscuous

7.
A Manager’s Role in Employee
Engagement
 Develop Good Relationships with
Employees
 Ensure Employees Have Necessary
Equipment
 Give Employees Authority to
Accomplish their Jobs
 Give Employees the Freedom to
Make Work Decisions
 Provide Adequate Training
 Recognize Employee
Contributions
 Address Problem Performance

8.
Creative Employee Engagement
Examples
 Welcome Basket for New
Hire
 Valentine Exchange and
Potluck
 Pumpkin Carving
Contest with Gift Card
Prizes
 Lunchtime
Walking/Fitness Group

9.
Legal Implications of Disengaged
Employees
• Business Risk is Increased When Employees are
Disengaged
• A pattern of “subtle slights” from managers or co-workers
can potentially give rise to discrimination claims:
• Negative facial expressions when talking to a minority
employee.
• Leaving certain people off group emails.
• Making fun of accents.
• Interrupting continuously when a female employee is
speaking.
Source: Rebecca Hastings, SPHR, Little Slights Can Erode Employee Engagement, SHRM, December 23,
2007, http://www.shrm.org/hrdisciplines/diversity/articles/pages/slightscanerodeengagement.aspx.

10.
Food for Thought
 How do you and your management team define
employee engagement?
 How do you know that employees in your company are
engaged?
 If teams in your company have a large number of
engaged employees, what positive outcomes do you
observe?
 How do disengaged employees behave in your
company and what are the costs of employee
disengagement?