Copyright © 2011. The Randall Wade Group, LLC. All Rights Reserved. LeadersEdge360.com January 28,...

Copyright © 2011. The Randall Wade Group, LLC. All Rights Reserved . LeadersEdge360.com

January 28, 2015Columbia, SC

Tonya Chambers – People Investment, DHHSRandy Goruk - LeadersEdge360.com


Presentation Objective

Share DHHS Experiences and Successes with Leadership

Development and Employee Engagement


Background Challenges

Using EE As A Strategy

Results and Activities Discussion

Presentation Approach



Engaged Employee

Employees that are engaged feel passionate

about their jobs, are committed to the organization, and put discretionary effort

into their work.


More ProductivityMore CreativeLess TurnoverHigh MoralePreferred Employer


Purchase the most health for our citizens in need, at the least

possible cost to the taxpayer.

SCDHHS - Mission


Engagement With The

Organization

Engagement With My Manager

Strategic Alignment Compet

ency (360)

High Performance

Employee Engagement Tool

How Do Employees Feel About The Organization


Engagement With The

Organization



ency (360)

High Performance


Is Employee Effort Focused In The Right

Direction


Engagement With The

Organization



ency (360)

High Performance

Employee Engagement

How Do Employees Feel About Their Direct

Supervisor


Engagement With The

Organization



ency (360)

High Performance


Do Managers Have The Skills To Get The Job Done And Motivate

Employees


Engagement With The

Organization



ency (360)

High Performance



Accountability

Communication

Compensation

Purpose and Direction

Quality and Customer

Focus

Respect for Employees

Empowerment Autonomy Fairness

Feedback Respect for Management

Stress and Workload

Teamwork and Cooperation

Opportunities for Growth

Organizational Effectiveness

Personal Expression Trust

Values Workplace and Resources Execution Leadership and

Motivation

20 – Engagement Categories


Employee Engagement Survey



2014 - 1100 Participants

95%



We Have Data +++++

+400 – Pages Written Comments


Our Executives Will Take Action Based On The Results of Survey

“Sorry, we've done surveys before, and nothing seems to come of it. As stated before, management talks a

good game, just no follow-through”.


34%

13%9%

9%

6%

6%

5%5%

4%3%

3%1%1% 1%

What Causes You the Most Stress or Frustra-tion at Work? (698 Comments)

Heavy or Unequal Workload

Management Disconnect or Issue

Communication

Co-workers

Equipment Issues

Other

Salary

Change in Programs or Procedures

Favoritism or Underappreciation

Customers

Inadequate Training

No Stress

Policy

No Comment


Discouraged Cynical

Lack Motivation

High Performance

Unmotivated Basic Performance

Motivated, Need More Direction

Fully Disengaged

Lack Direction

Motivated, But Wasted

Effort

StrategicAlignment

Engagement ‘The Organization’

High

Low High


Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Accountability

Communication

Compensation



Focus




Stress and Workload






Motivation



Management Competency






Survey Results Into Action


Leadership Development Investment

Peer Exchang

e Continua

tion

Quarterly Leadershi

p Development Retreat

Focused Coachin

g

Leadership

Academy



Peer Exchang

e Continua

tion

Quarterly Leadershi


Focused Coachin

g

Leadership

Academy



Peer Exchang

e Continua

tion

Quarterly Leadershi


Focused Coachin

g

Leadership

Academy


Team and Individual Coaching / Training


Coaching and Training for leaders who want to bridge the gap

between average and exceptional




Peer Exchang

e Continua

tion

Quarterly Leadershi


Focused Coachin

g

Leadership

Academy



Peer Exchang

e Continua

tion

Quarterly Leadershi


Focused Coachin

g

Leadership

Academy


Curriculum Based onEmployee Engagement

Survey Results

Copyright © 2011. The Randall Wade Group, LLC. All Rights Reserved . LeadersEdge360.comMaking the Transition From Supervisor to Leader




Randy GorukLeadersEdge360.com

[email protected]

1.800.308.4002

Questions


EE Survey Administration and Reporting


360° Survey Administration and Reporting


Team and Individual Coaching / Training

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