Presentation of QuestionPro's September 30 Employee Engagement Webinar. Find youtube link here: https://www.youtube.com/watch?v=psXi8sHT3S8&feature=youtu.be

2. • First coined in 1990 by William A. Kahn
• Gallup refined it in the mid-90’s and
established the famed Gallup-12
Employee Engagement

3. • Key Measures
– The extent to which employees are likely to put forth
discretionary effort,
– The degree to which employees intend to stay with the
organization, and
– More recently, the likeliness employees are to be a “brand
advocate” for the company.
• The measure has been used extensively for decades, has
become the standard-bearer to workplace effectiveness, and
has quite nearly become a commoditized business
Gallup - 12

4. • I know what is expected of me at work.
• The mission or purpose of my company makes
me feel my job is important.
• I have a best friend at work.
Example

5. Firm
XYZ
Law
Firms

6. • Individual fulfillment
• More work accomplished
• Improved organizational results
• “You know it when you see it”
Upsides of Engagement

7. • Not moving the needle
• Treating employees like
cogs
• Focusing on the wrong
thing
• Lacking a system-wide
approach
Downsides of Engagement

8. • Culture is the collection of words, actions, thoughts, and “stuff”
that clarify and reinforce what is truly valued inside an
organization
• Culture should connect what is valued to what drives success
Culture fuels Engagement
Employee engagement is the
result of a STRONG culture, not
an ends to itself.

9. Culture Strength Assessment
▪ DIGITAL
▪ CLEAR
▪ FLUID
▪ FAST

11. • Understanding how your employees perceive and experience
your organization’s values, behaviors, and actions is a crucial
first step to driving alignment in your workforce.
•There is no such thing as “best place to work” or “one recipe
for success.”
• Assessing fit is a two-way street; both sides need meaningful
data to make informed decisions; and most organizations
aren’t good at sharing their true story
Employer Profiling - TruWork

12. • Once you know “who you are,” you’re in a much better
position to:
– Identify which aspects best represent your essence
– Share your story in a much more open, authentic, and
meaningful way with those who want to hear it
– Authenticity leads to credibility which leads to trust
– Attract those people who are drawn to your essence and
driven by the “way you work”
– Identify opportunities to tweak “who you are” toward
“who you want to be”
Understand and Share

13. What it measures
•Builds trust; demonstrates integrity; shares information openly; communicates clearly and
truthfully; is comfortable with emotionTransparency
•Orchestrates diversity and promotes authenticity; fosters respect and support; facilitates open
participation and inclusion; creates a sense of ownershipInclusion
•Invests-in, leverages, and exploits current technology, next generation tools & business
practices; is digitally savvy; willing to be early adoptersTechnologies
•Removes obstacles, distributes control, & responsibility; employs clean processes and systems;
change is fluid; actions are timely and speedyAgility
•Facilitates exchange, interaction, and collaboration; believes that they are better together than
alone; shares knowledge and credit; relationship-centricCollaboration
•Pays attention to unique (internal & external) user needs; anticipates shifting
landscape/market and then adapts; creates customized solutions for clients and for employeesSolutions
•Encourages and rewards innovation; provides challenging work; takes risks; fuels creativity;
comfortable with mistakes; compelled by what is or what might be nextInnovation
•Teaches, develops, rewards; champions for health and welfare; facilitates pursuit of passion;
gives back; stewards to a shared prosperityGrowth
The degree to which these values, behaviors, and actions are
experienced

14. How your key dynamics
play out on the
evolutionary continuum
of “traditional” to
“future”; each place on
that continuum implies
something about how
you work and how your
employees experience it.

15. Your profile & storylines,
example
8 Dynamics, 3 Narratives, 6,500+ Permutations to Individual
Employer Profiles

17. Pulse Polling
Sentiment
Analysis
Surveys360 Reviews
Feedback Platform

18. Organization Chart

21. Analytics

22. Analytics - Filter

23. Thank you for your time!
Questions?