Event Details

Guest Speaker:  Kyle Young-Moncure

In 2005, Harris Interactive conducted a study of American workers to determine job satisfaction, employee morale, etc.  One of the things it revealed is that approximately 8 out of 10 American workers don’t like the work that they do.  Fast forward 8 years to 2013, and Gallup informs that of the 100 million full time US employees only 30 million are engaged and inspired at work, while 50 million are disengaged, i.e. just going through the motions at work, and the other 20 million  have even less productivity which is largely attributed to more absenteeism, poor attitudes, and diminished performance.  This leads to a few interesting questions, why are only 30% fully committed and inspired at work, and what impact does it have?  Another question why is 70% of the US workforce disengaged and uninspired at work and what is its possible impact?

To answer these questions, I looked to the more recent 2009, 2010, 2013 studies conducted by Gallup and Towers Watson on the subject of Employee Engagement.  Gallup defines an Engaged Employee as one that works with passion, has a profound connection to the organization, and drives innovation.  Additional findings show that these employees are more productive, miss fewer days, make fewer errors, positively impact customer engagement, and generate an additional $32,000 per year through increased productivity.  Conversely we see the disengaged and actively disengaged losing $16,000 each through decreased productivity for their respective organizations, resulting in a nearly $500Billion hit to the US economy!  So what is the greatest contributing factor that determines whether employees are part of the engaged and inspired 30% or the disengaged and disheartened 70%? 
Their M-a-n-a-g-e-r!

The purpose of this presentation is to:

Objective 1: To provide the fundamentals of Employee Engagement, its impact on the individual contributor, the organization, and the economy.

Objective 2: Explain why the managers’ role is the most critical of the three and has a larger impact (whether positive or negative), though individual contributors, managers and senior leaders all play a significant role in the level of employee engagement.

Objective 3: Provide 7 key elements to implement to ensure you don’t’ become a manager from hell that employees want to run from, but the type of manager employees flock to.

......at who's already registered for this meeting.

Sponsor: 

HRCI Credit Approval

This program has been approved for 1.5 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. You will receive a certificate at the event.  For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."

"The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit."