CONNECTION CULTURE Boosting Employee Engagement Michael Lee Stallard E Pluribus Partners August 12, 2015 1
LEADERSHIP AND CULTURE MATTER 70 percent of employees are disengaged Managers 3/10 Employees Engaged Leaders 6+/10 Employees Engaged Source: Gallup THREE RELATIONAL CULTURES 1. Control 2. Indifference 3. Connection 2
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POLL: WHICH CULTURE ARE YOU IN? 1. Control 2. Indifference 3. Connection 4
CONNECTION IN ORGANIZATIONS DEFINITION OF CONNECTION A bond based on shared identity, empathy and understanding that moves self-centered individuals towards group-centered membership. Source: E Pluribus Partners 5
Connection Culture CONNECTION CULTURE Task Excellence Relatio n s hi p Ex cellence n (Connectio ) VISION VALUE Sustainable Superior Performance Leaders VOICE Employee Members CULTURE OF CONTROL / INDIFFERENCE 6
3Vs: VISION + VALUE + VOICE When everyone in the organization is motivated by the mission, united by the values, and proud of the reputation. Vision creates a Shared Identity Source: E Pluribus Partners HOW IS VISION IN YOUR ORGANIZATION? 5. Strong 4. Better than average 3. Average 2. Less than average 1. Weak 7
3Vs: VISION + VALUE + VOICE When everyone in the organization understands the needs of people, appreciates their positive, unique contributions, and helps others achieve their potential. Value creates Shared Empathy Source: E Pluribus Partners HOW IS VALUE IN YOUR ORGANIZATION? 5. Strong 4. Better than average 3. Average 2. Less than average 1. Weak 8
3Vs: VISION + VALUE + VOICE When everyone in the organization seeks the ideas of others, shares ideas and opinions honestly, and safeguards relational connections. Voice creates Shared Understanding Source: E Pluribus Partners HOW IS VOICE IN YOUR ORGANIZATION? 5. Strong 4. Better than average 3. Average 2. Less than average 1. Weak 9
RESEARCH ON CONNECTION PSYCHOLOGY RESEARCH Human Needs to Thrive at Work Respect Recognition Belonging Autonomy (Freedom) Personal Growth Meaning Source: E Pluribus Partners Research 10
NEUROSCIENCE RESEARCH Neuroscience has shown that connection: Reduces stress hormones (epinephrine, norepinephrine, cortisol) Increases dopamine which enhances attention and pleasure Increases serotonin which reduces fear and worry Increases oxytocin which makes us more trusting of others SOCIAL SCIENCE RESEARCH Social scientists have learned connection = positive impact Babies who are held = healthier Elementary school students who have eye contact = perform better academically Patients with social support = recover faster Adults with greater connection = more creative, better problem solvers Seniors with greater connection = live longer Sources: Carlson, 1998; Rosenthal and Jacobson, 1992; Resnick, 1997; Cohen, 1997; Berkman, 1979; Baumeister, 2003; MacArthur Foundation Study, 1998 11
WORKPLACE RESEARCH Work Based Predictors of Mortality 20-Year Study (1988-2008), 820 individuals 53 deaths over 20 years (240% higher for disconnected cultures) Results: only one main effect was found: the risk of mortality was significantly lower for those reporting peer social support. IS YOUR WORKPLACE LIFE GIVING OR KILLING YOU? Source: Work-based predictors of mortality: A 20-year follow-up of healthy employees.shirom, Arie; Toker, Sharon; Alkaly, Yasmin; Jacobson, Orit; Balicer, RanHealth Psychology, Vol 30(3), May 2011, 268-275. WORKPLACE RESEARCH Whitehall Studies-UK Civil Servants Two Phases: mid-1960s, mid- 1980s Conclusion: hierarchy inversely related to stress, mortality Psychosocial factors responsible To reduce stress and mortality: Greater Autonomy and Connection 12
COMPETITIVE ADVANTAGE Connection and engagement = results 20 percent more productive 87 percent less likely to leave Better results on every business outcome It is rational to be intentional about connection. Sources: Gallup, Corporate Executive Board THE BOTTOM LINE Connection = Thriving Disconnection = Dysfunction Applies to Individuals AND Organizations 13
WHAT TO LOOK FOR Look for Leaders Who Create Connection Culture 1. Communicate an inspiring Vision and live it, 2. Value people, and 3. Give them a Voice Source: E Pluribus Partners TO OPERATIONALIZE 1. Focus on each subculture 2. Provide training: vocab., framework, examples and practices (i.e. attitude, language, behavior) 3. Accountability - annual engagement survey 4. Coaching and mentoring 14
ACTIONS TO CONSIDER 1. Recognize varying connection needs 2. Know stories 3. Be present 4. Emphasize positives 5. Provide feedback using constructive language 6. Practice Hi and bye 7. Feel others emotions 8. Proactively help others 9. Expect the best in people 10.Negotiate to solve problems not to win FREE RESOURCES TODAY ONLY 1. 100 Ways to Connect e-book 2. Connection Culture e-newsletter 3. Email HRDQ OFFER in subject line to MStallard@EPluribusPartners.com Include name + email address 15
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