OCIO Learning Session: Building a Great Place to Work - HUD - 12/4/12


Uploaded by HUDchannel on 05.12.2012

Transcript:
>>> GOOD MORNING, EVERY ONE. I'M MELANIE COHAN.
WELCOME TO THE HUD OCIO LEARNING SESSION, THIS WILL BE THE LAST ONE FOR 2012 AND WE
WILL PICK BACK UP AGAIN IN 2013. TODAY'S TOPIC IS ON EMPLOYEE ENGAGEMENT WHICH
HAS BECOME AN INTERESTING, POPULAR TOPICS, PARTICULARLY NOW WHEN WE ARE LOOKING AT HOW
ARE THE BEST WAYS TO ENGAGE OUR EMPLOYEES. AND MOST IMPORTANTLY REALLY WHAT IS THE DIFFERENCE
BETWEEN ENGAGEMENT AND SATISFACTION AND WHAT ARE SOME TECHNIQUES WE CAN USE TO ENGAGE EMPLOYEES
GOING FORWARD. I JUST HAVE ONE OR TWO ACTUALLY LOGISTICAL
ANNOUNCEMENTS. FOR THE PEOPLE IN THE ROOM, IF YOU HAVE A
QUESTION YOU NEED TO GO TO THE MICROPHONE, OTHERWISE THE PEOPLE ON THE INTERNET CAN'T
HEAR YOUR QUESTIONS. AND HUD EMPLOYEES, IF YOU ARE INTERESTED IN
GETTING CREDIT FOR THIS LEARNING SESSION SEND ME AN E MAIL.
LET ME INTRODUCE TO YOU OUR GUEST TODAY, DR. RHONDA JONES, SHE WORKS AT THE NATIONAL ARCHIVES
AND RECORDS ADMINISTRATION. RHONDA HAS HAD EXTENSIVE EXPERIENCE IN THE
PUBLIC SECTOR IN LOCAL, STATE AND FEDERAL GOVERNMENT AS WELL AS EXPERIENCE IN ACADEMICS.
AND SHE IS AN EXPERT AT EMPLOYEE ENGAGEMENT SO WE COULDN'T FIND ANYBODY WHO WOULD BE BETTER
TO TALK ABOUT THIS TOPIC WITH US TODAY. SO, PLEASE JOIN ME IN WELCOMING DR. RHONDA
JONES. [APPLAUSE]
>> THANK YOU. WELL, THANK YOU SO MUCH FOR THOSE OF YOU WHO
ARE HERE IN PERSON AND THOSE WHO ARE ONLINE. OUR AGENDA TODAY IS AS FOLLOWS.
MELANIE WAS KIND ENOUGH TO DO THE INTRODUCTION AND I WAS AFRAID WHEN SHE GOT TO WE COULDN'T
FIND ANYBODY ELSE BETTER SHE WOULD SAY WE COULDN'T FIND ANYBODY ELSE.
THANK YOU THAT YOU DIDN'T DO IT. WE WILL TALK WHAT EMPLOYEE ENGAGEMENT IS,
WHY IT IS IMPORTANT, HOW IT CAN BE MEASURED AND THE REAL REASON WHY YOU ARE HERE, WHAT
CAN YOU DO TO INCREASE IT. WE WILL TAKE Q AND A AND I HAVE JUST A FEW
RESOURCES, THERE ARE TONS OUT THERE BUT WE WILL TALK ABOUT A FEW OF THEM TODAY.
SO, TO START OFF, WHAT IS AN EMPLOYEE ENGAGEMENT? I WANT TO SET THE STAGE AND TO DO THAT I NEED
YOUR HELP, SO, I WANT YOU TO THINK ABOUT A TIME, A JOB, PLACE YOU WORKED, COULD BE FOR
PAY OR VOLUNTEER WHERE YOU WERE COMMITTED, YOU WERE EXCITED ABOUT GOING TO WORK.
YOU WERE THRILLED TO GET UP IN THE MORNING. IT WAS JUST A GREAT PLACE TO WORK.
REALLY, I WANT YOU TO PAUSE FOR A SECOND AND THINK ABOUT THAT.
WE CAN ALL THINK OF EXAMPLES WHERE WE WOKE UP IN THE MORNING AND SAID, OH, GOD, DO I
HAVE TO GO IN. BUT THINK ABOUT THE REVERSE, THINK WHEN YOU
WERE ENGAGED, EXCITED, COMMITTED, THRILLED TO BE WORKING FOR WHATEVER ORGANIZATION YOU
WERE WORKING. YOU HAVE THAT PICTURE?
I WANT YOU TO THINK ABOUT WHAT WAS TAKING PLACE AT THAT TIME AND WHAT MADE YOU FEEL
THAT WAY. OKAY?
HOPEFULLY YOU WILL KEEP THAT IN MIND AS WE MOVE FORWARD.
ONE, I WANT YOU TO DO THAT SO WE HAVE EVERYBODY IN A HAPPY PLACE IN THIS SESSION BUT ALSO
IF I WERE TO GO AROUND THE ROOM, STARTED WITH YOU, MELANIE AND SAY TELL ME ABOUT YOUR EXPERIENCE 
IT WON'T DO THAT TO YOU BUT IF I DID YOURS WOULD BE DIFFERENT THAN MY EXPERIENCE AND
WE WILL TALK WHY THAT IS IMPORTANT IN THE WORK PLACE.
KEEP THAT THOUGHT IN MIND. DEFINITIONS.
WHAT IS EMPLOYEE ENGAGEMENT? SO, WE ALL HAVE AN IDEA WHAT IT IS.
SOME OF YOU ONLINE MIGHT BE GOOGLING IT OR MAYBE YOU DID A GOOGLE SEARCH BEFORE YOU SIGNED
UP TO DO THIS SESSION, SO, YOU WILL FIND TONS AND TONS OF DEFINITIONS, TONS OF RESOURCES
OUT THERE. BASICALLY IF WE COULD BOIL THEM DOWN IT'S
THE WILLINGNESS FOR EMPLOYEES TO GO THE EXTRA MILE, TO PUT IN DISCRETIONARY EFFORT, TO DO
WHAT NEEDS TO BE DONE, TO GET THEIR JOB DONE, TO CONTRIBUTE TO YOUR AGENCY'S MISSION AND
GOALS. IT INCLUDES MAYBE TIME, ALTHOUGH IT DOESN'T
HAVE TO, IT'S NOT THAT WE ARE LOOKING FOR EMPLOYEES WHO WORK A WHOLE LOT OF OVERTIME.
THAT DOESN'T NECESSARILY MEAN THAT THEY ARE ENGAGED, BUT TIME COULD BE ONE OF THEM, BRAIN
POWER, AND ENERGY, THAT ENTHUSIASM. THERE ARE A BUNCH OF DIFFERENT DEFINITIONS
AS I INDICATED AND THE SOCIETY FOR HUMAN RESOURCE MANAGEMENT WAS KIND ENOUGH TO KIND OF BOIL
IT DOWN AND SAY ALL THE THEMES HAVE SOMETHING IN COMMON AND IT IS PRIDE IN YOUR EMPLOYER,
THE EXTENT TO WHICH PEOPLE ENJOY WHAT THEY DO, BELIEVE IN WHAT THEY DO AND FOR PUBLIC
SECTOR EMPLOYEES, MOST OF US CAME HERE MAYBE BECAUSE WE NEEDED A JOB BUT MOST OF US BELIEVE
IN THE MISSION OF OUR AGENCY. HOW DO WE TRANSLATE THAT INTO ENGAGEMENT FOR
OUR EMPLOYEES? AND THEN THE OTHER SIDE OF IT, THOUGH, IS
THE PERCEPTION THAT THE EMPLOYER VALUES WHAT THE EMPLOYEES BRING TO THE TABLE.
ALL OF THAT IS PART OF EMPLOYEE ENGAGEMENT AND HOPEFULLY THAT KIND OF MAKES SENSE.
IN MY PRESENTATION I ORIGINALLY HAD A VIDEO CLIP, A YOU TUBE VIDEO CLICK TO KIND OF CHANGE 
VIDEO CLIP TO KIND OF CHANGE THINGS UP. WET CAN'T SHOW IT FOR COPY RIGHT RESTRICTIONS,
THE URL WILL BE SENT TO YOU. IF YOU HAVE A CHANCE LOOK AT THIS ONE, IT'S
NOT THE ONLY ONE, BUT THIS ORGANIZATION IS ASKING ITS EMPLOYEES WHY DO YOU THINK OUR
COMPANY IS A GREAT PLACE TO WORK. AND SOME OF THE THEMES THAT I PULLED OUT AND
THE REASON I SELECTED IT IS BECAUSE YOU HEAR EMPLOYEES TALKING ABOUT THE FACT THAT THEY
HAVE AUTONOMY TO DO THEIR JOBS. IN THE FEDERAL GOVERNMENT WE ALWAYS HAVE RULES
AND REGULATIONS WE HAVE TO ADHERE TO, THAT'S OKAY BUT TO WHAT EXTENT TO YOU ALLOW YOUR
EMPLOYEES TO FINE THE BEST WAY TO DO THEIR JOBS?
IT MIGHT BE DIFFERENT FROM PERSON TO PERSON AND THAT COMES OUT IN THE VIDEO CLIP.
ALSO THE EMPLOYEES FEEL VERY STRONG, VERY EARNEST ABOUT THE FACT THEY CAN FOCUS ON HELPING
THEIR CLIENTS. NOW, THIS HAPPENS TO BE A PRIVATE INDUSTRY
GROUP WE ARE IN IN THE PUBLIC SECTOR BUT STILL WE HAVE CLIENTS TOO, WE ARE IN BUSINESS TO
SERVE THE PUBLIC. AND THEN THEY HAVE PRIDE IN THEIR WORK AND
ORGANIZATION AND THERE IS A STRONG SENSE OF EMPLOYEE DEVELOPMENT, SO EMPLOYEES ARE LOOKING
TO INCREASE THEIR SKILLS, THEY ARE NOT LOOKING TO BE STAG NAN, THEY WANT TO DO BETTER AND
HOW THE ORGANIZATION HELPED THEM DO THAT. IF YOU HAVE A CHANCE TO LOOK AT THE CLIP,
IT'S A GOOD ONE AND SHORT ONE. SO, I KNOW I'M ASKING YOU TO DO A WHOLE LOT
OF WORK THIS MORNING, WE HAVE THE EXERCISE WHERE YOU ENVISION THE LAST TIME YOU WERE
ENGAGED AND WHAT IT MEANT FOR YOU, SO NOW I WANT YOU TO THINK ABOUT HOW DOES YOUR AGENCY,
IF YOU WORK FOR FEDERAL GOVERNMENT OR PRIVATE ORGANIZATION, HOW DID YOUR COMPANY DEFINE
EMPLOYEE ENGAGEMENT? DO YOU EVEN?
DO YOUR SUPERVISORS AND MANAGERS OWN THAT DEFINITION?
WE ARE GOING TO TALK ABOUT IN JUST A SECOND SOMETIMES EMPLOYEE ENGAGEMENT IS CONFUSED
WITH SATISFACTION, IT'S CONFUSED WITH PARTICIPATION AND LOTS OF OTHER THINGS, SO WE WILL TALK
ABOUT SOME OF THE DIFFERENCES. BUT WHAT DOES EMPLOYEE ENGAGEMENT MEAN FOR
YOUR EMPLOYER? DO SUPERVISORS AND MANAGERS OWN IT?
WHY IS THAT IMPORTANT? WE NORMALLY THINK ABOUT A LOT OF HUMAN CAPITAL
INITIATIVES NEED TO BE CHAMPIONED FROM THE TOP.
THAT IS TRUE, BUT ON A DAY TO DAY BASIS WHO IS IT THAT OUR EMPLOYEES SEE? IT'S THEIR IMMEDIATE
SUPERVISOR AND MAYBE THE PERSON ABOVE THEM AND IF THEY DON'T OWN THE DEFINITION OF EMPLOYEE
ENGAGEMENT YOU ARE NOT GOING TO MAKE ANY HEADWAY. IN ADDITION, IF YOUR SUPERVISORS AND MANAGERS
DON'T OWN THE DEFINITION, IF YOU DON'T EVEN HAVE A DEFINITION OF EMPLOYEE ENGAGEMENT WHAT
BARRIERS EXIST? LET'S SEE.
I JOTTED DOWN A FEW NOTES ON MY PAPER AND FOR FULL ENGAGEMENT I PULLED A TOURER'S PARENT'S
STUDY, 2011 AND THEY WERE LOOKING AT EMPLOYEE ENGAGEMENT, AND ONE OF THE THINGS THEY WANTED
TO  A MYTH THEY WANTED TO DISPEL IS COMPLIANCE IS NOT ENGAGEMENT.
IN FEDERAL GOVERNMENT WORKERS COME TO WORK, THEY ARE DOING WHAT YOU TELL THEM TO DO BUT
THAT DOESN'T NECESSARILY MEAN THEY ARE ENGAGED IN THEIR WORK, THEY ARE EXCITED, HAPPY, GOING
THE EXTRA MILE. SO, LET'S TALK FOR A SECOND ABOUT ENGAGEMENT
VERSUS SATISFACTION. SO, SOME OF US PROBABLY ALREADY HAVE SOME
IDEAS IN MIND ABOUT THE DIFFERENCE BETWEEN THE TWO, BUT I NOTICE THAT PEOPLE USE THEM
INTERCHANGEABLY SO LET'S TALK ABOUT THE DIFFERENCES BETWEEN THEM.
JOB SATISFACTION REFERS TO HOW EMPLOYEES FEEL ABOUT COMPENSATION, BENEFITS, CERTAIN ASPECTS
OF THE WORK PLACE. OF COURSE THE RELATIONSHIP WITH THEIR SUPERVISOR
AND THEIR MANAGER, AND THAT IS GOOD, WE WANT SATISFIED EMPLOYEES.
WHY DO WE WANT SATISFIED EMPLOYEES? BECAUSE THEY ARE MORE LIKELY TO STAY WITH
AN ORGANIZATION, WE ALL KNOW IT TAKES A WHOLE LOT OF MONEY AND EFFORT TO RECRUIT SOMEBODY,
BRING THEM IN AND TRAIN THEM. WE WANT THEM, WE WANT FEDERAL EMPLOYEES TO
BE SATISFIED. EMPLOYEE ENGAGEMENT IS DIFFERENT, IT'S ABOUT
EMPLOYEE'S LEVEL OF COMMITMENT AND CONNECTION AT WORK.
IT IS WHAT IS MOTIVATING EMPLOYEES TO WORK DILIGENTLY.
WHO IS MOTIVATING THEM TO MAKE THAT EXTRA EFFORT AND WHAT CONDITIONS ARE MOTIVATING
THEM TO BE EXCEPTIONAL EMPLOYEES? SO THAT'S A LITTLE DIFFERENT.
WHEN WE THINK OF SATISFACTION, SATISFACTION IS THE FULFILLMENT OF A NEED OR WANT.
SOME OF THE WORDS THAT ARE SYNONYMOUS WITH COMMITMENT, WE THINK CONTENTMENT.
IF YOU ARE GRATIFIED. ENGAGEMENT AND BEING ENGAGED IS DIFFERENT,
IT'S BEING GREATLY INTERESTED. GIVING ATTENTION TO SOMETHING, HOLDING THE
ATTENTION OF, SO HOW WHEN WE TALK ABOUT HOW FEDERAL AGENCIES ENGAGE EMPLOYEES, HOW DO
YOU KEEP THEM INTERESTED? HOW DO YOU KEEP THEM WANTING TO FIND NEW AND
CREATIVE WAYS OF DOING THEIR JOB WELL? THAT'S KIND OF WHAT WE ARE TALKING ABOUT,
HOPEFULLY THAT MAKES SENSE. FOR THOSE OF YOU ONLINE I CAN SCAN THE AUDIENCE
AND I'M MAKING SURE EYES AREN'T GLAZING OVER BUT I THINK EVERY ONE IS WITH ME SO FAR, SO,
GOOD. SO WHEN WE TALK ABOUT THE IMPORTANCE OF EMPLOYEE
ENGAGEMENT, SOME PEOPLE THINK IT'S JUST ANOTHER HUMAN CAPITAL FAD, TOMORROW IT WILL BE SOMETHING
ELSE. WHY DOES IT MAKE A DIFFERENCE?
THERE HAVE BEEN TONS OF STUDIES DONE AND THERE WILL BE A COUPLE INCLUDED IN YOUR SLIDES.
THEY LOOKED AT GALLUP AND SOME OF THE QUESTIONS THEY ASK.
THEY FOUND CERTAIN MEASURES OF EMPLOYEE HAVE THINGS YOU CAN MEASURE, PRODUCTIVITY, TURN
OVER AND SAFETY. WHEN WE THINK OF THESE, LOOK AT PROFITABILITY
YOU MIGHT SAY WE ARE IN THE FEDERAL GOVERNMENT, WHAT DO WE CARE ABOUT PROFITABILITY?
WE ARE UNDER EXTREME CONSTRAINTS TO DO WHAT WE DO AND DO IT EFFICIENTLY, NOT WASTE THE
TAXPAYER'S MONEY. THAT IS IMPORTANT.
PRODUCTIVITY, TURN OVER AND SAFETY. SO, IF EMPLOYEES ARE INTERESTED IN WHAT THEY
DO, EXCITED ABOUT GOING TO WORK THERE ARE GOING TO BE MORE LIKELY TO PAY ATTENTION TO
THE LITTLE THINGS THAT MIGHT MAKE A DIFFERENCE AND THERE IS SOME EVIDENCE THAT WORKER'S COMP
CLAIMS AND THINGS LIKE THAT DECLINE WHEN YOU HAVE EMPLOYEES WHO ARE ENGAGE.
IN ADDITION IN TALKING ABOUT THE IMPORTANCE, ONE OF THE OTHER, THE SECOND BULLET POINT
I HAVE ON THE SLIDE IS THAT THE GREATER EMPLOYEES ENGAGEMENT, THE MORE LIKELY THEY ARE TO GO
THE EXTRA MILE. DELIVER EXCELLENT ON THE JOB PERFORMANCE AND
THEY MIGHT BE MORE WILLING TO STAY WITH AN ORGANIZATION.
SO, THOSE ARE SOME OF THE REASONS WHY EMPLOYEE ENGAGEMENT IS IMPORTANT AND PROBABLY IF I
WENT AROUND THE ROOM SOME OF YOU ARE SUPERVISORS AND MANAGERS, DIVISION HEADS, YOU PROBABLY
HAVE YOUR OWN REASONS WHY YOU ARE INTERESTED IN EMPLOYEE ENGAGEMENT AT WELL.
WE COULD PROBABLY ADD 50 OR 60 MORE THINGS TO THE LIST.
SO, WELL, WE CAN OPEN IT UP FOR SOME QUESTIONS FOR THE AUDIENCE, I, OF COURSE, HAVE QUESTIONS,
THIS IS OF GREAT INTEREST TO ME BUT I SEE A QUESTIONER.
>> IT APPEARS MEASURING EMPLOYEE ENGAGEMENT CAN REALLY DRIVE ORGANIZATIONS FORWARD, AND,
SO, THE QUESTION I HAVE IS THERE IS SO MUCH EMPHASIS PUT ON THE EMPLOYEE VIEWPOINT SURVEY,
MEASURING SATISFACTION, IF YOU WILL, THEN WE TEND TO BACK FROM THOSE RESULTS TRYING
TO FIND ROOT CAUSES, AND I GUESS MY QUESTION IS HOW DO YOU RECONCILE THAT WITH REALLY WHAT
IS CLEARLY MORE OF A DRIVER WHICH SHOULD BE THE FOCUS ON EMPLOYEE ENGAGE HIM AND HOW TO
PROPEL THAT FORWARD VERSUS SO MUCH OF A FOCUS ON THE EMPLOYEE VIEWPOINT SURVEY.
>> I THINK YOU ARE A PERFECT SEGUE  DID YOU PAY HIM TO SAY THAT?
>> NO, BUT THAT'S EXCELLENT. >> THAT'S AN EXCELLENT SEGUE BECAUSE I WAS
GOING TO TRANSITION TO THE EMPLOYEE SURVEY, I WILL ANSWER YOUR QUESTION AS WE MOVE FORWARD,
BUT YOUR WHOLE PREMISES, AND RIGHTFULLY SO, THE EVS, IT'S GIVEN EVERY YEAR, AGENCIES GO
CRAZY OVER IT, EVERYBODY HAS TO TAKE IT, THERE'S A BIG PUSH, NUMBERS COME OUT AND IT'S LIKE,
OH, MY GOSH. THEN IT'S A SCRAMBLE TO DO SOMETHING TO ADDRESS
THE NUMBERS. AND I THINK AT THE ROOT OF YOUR QUESTION IS
WHY AREN'T WE DOING WHAT WE NEED TO BE DOING ANYWAY SEPARATE FROM THE EMPLOYEE VIEWPOINT
SURVEY BECAUSE SOME OF THE STUFF THAT COMES OUT IN THE EMPLOYEE VIEWPOINT SURVEY ISN'T
NECESSARILY RELATED TO ENGAGEMENT AND SOMETIMES THERE'S NOT A DARN THING WE CAN DO WITH IT.
FOR INSTANCE SATISFACTION WITH PAY. ALL AGENCIES HAVE RECEIVED THE 2012 EVS RESULT
AND PRETTY SOON THE PARTNERSHIP FOR PUBLIC SERVICED WILL PUBLISH THE BEST PLACE TO WORK
RANKINGS, THEY WILL COME OUT ON THE 13TH. FEDERAL WORKERS LOVE THE MISSION, BUT PAY,
WE ARE JUST NOT HAPPY WITH THAT. WELL, IF YOU TRY TO FOCUS ON THAT AS AN AGENCY
AS A DRIVER JUST BECAUSE IT'S IN THE EMPLOYEE VIEWPOINT SURVEY, FIRST GIVEN OUR RULES AND
REGULATIONS, THERE MAY NOT BE MUCH YOU CAN DO ABOUT THE PAY.
BUT IF YOU GO CRAZY OVER THAT YOU MIGHT MISS SOME OF THE OTHER THINGS LIKE MAYBE LEADERSHIP,
EMPLOYEES AREN'T CONNECTED. MAYBE THEY DON'T HAVE A GOOD RELATIONSHIP
WITH THEIR FIRST LEVEL SUPERVISORS. I'M WITH YOU AND WE ARE GOING TO TALK ABOUT
THE EMPLOYEE VIEWPOINT SURVEY. THERE ARE SPECIFIC QUESTIONS IN IT THAT DO
ADDRESS ENGAGEMENT, OPM HAS AN EMPLOYEE ENGAGEMENT MODEL OR INDEX AND IT'S COMPOSED OF A FEW
THINGS, WE WILL TALK ABOUT THAT AND THEN WE WILL TALK ABOUT ACTION PLANNING AS WELL BECAUSE
I THINK WE'VE ALL SEEN IT, AGENCIES GO CRAZY RIGHT AFTER THE EVS RESULTS ARE RELEASED.
YOU TAKE IT NEXT YEAR AND GO CRAZY WITH SOMETHING ELSE.
WE WILL TALK ABOUT THINGS YOU CAN DO BECAUSE THEY ARE THE RIGHT THINGS TO DO FOR YOUR EMPLOYEES
AND THEN WAYS TO USE THE EVS DATA TO SUPPORT YOUR EFFORTS OR TAKE A DEEPER LOOK.
BUT IF I DON'T END UP ANSWERING YOUR QUESTION PLEASE RAISE IT AGAIN OR IF YOU NEED MORE
SPECIFICS. BUT AS I SAID, THAT IS A PERFECT TRANSITION.
>> WELL, YOU ARE WELCOME. >> OR MELANIE, DID YOU HAVE SOMETHING OR ARE
YOU GOOD TO GO. >> ONE OF THE THINGS I WAS THINKING ABOUT
THAT GOES ON THE HEELS OF THIS IS WHY SOME FEDERAL AGENCIES STRUGGLE WITH EMPLOYEE ENGAGEMENT
AND NOW I WONDER IF A LOT OF TIMES THEY DON'T UNDERSTAND THE DIFFERENCE BETWEEN SATISFACTION
AND ENGAGEMENT AND WHAT THE TWO THINGS MEAN, IS THAT WHAT YOU FOUND?
>> I THINK SO, I THINK THAT IS ONE OF THE REASONS THERE ISN'T A CLEAR UNDERSTANDING
OF THE DEFINITION, BUT ALSO I THINK THERE HAS BEEN A SHIFT IN THE FEDERAL GOVERNMENT.
YEARS AGO PEOPLE WERE SAYING FEDERAL WORKERS ARE IN, WHERE ARE THEY GOING TO GO?
THEY WILL STAY WITH US FOREVER. IF THEY ARE HAPPY, GREAT.
IF NOT, THEY ARE FEDERAL WORKERS. WELL, THAT'S NOT TRUE ANYMORE.
IT MAY BE TRUE RIGHT NOW BECAUSE OF THE ECONOMY THAT FEDERAL WORKERS AREN'T MOVING BUT AS
SOON AS THAT CHANGES THEY WILL BE OUT THE DOOR BECAUSE WE HAVE SO MANY CHOICES.
AND ESPECIALLY WITH YOUNGER GENERATIONS, I'M AT AN AGE I CAN SAY THAT YOUNGER GENERATIONS,
EXPECTATIONS ARE NOT THAT THEY WILL STAY WITH AN ORGANIZATION FOR 20, 50 YEARS AND THEN
RETIRE, THEY ARE LOOKING FOR OPPORTUNITIES TO GROW AND BRING THEIR TALENTS, THEIR ENTIRE
SELVES OR WHOLE SELVES TO THE JOB. IF YOUR AGENCY ISN'T DO IT THEY WON'T BE AROUND.
WHY WE DON'T DO IT WELL, I THINK IT'S A NEW THING FOR US, WE ARE TRYING TO GET A HANDLE
ON WHAT IT MEANS AND WHAT STEPS WE CAN TAKE WITHIN I DON'T WANT TO SAY BOUNDARIES BUT
WE HAVE CERTAIN GUIDELINES IN THE FEDERAL GOVERNMENT THAT PRIVATE COMPANIES DON'T HAVE,
THEY ARE FREER TO PLAY WITH SOME OF THE PERKS AND PAY.
I THINK THOSE ARE A COUPLE REASONS WHY. >> OKAY, GREAT.
IF THERE AREN'T ANY OTHER QUESTIONS NOW WE WILL JUST CONTINUE.
>> OKAY, GREAT. LET'S TALK ABOUT MEASURING
>> WELL, THERE'S ONE MORE QUESTION. >> THANKS, I HAVE A QUESTION ALONG SIMILAR
LINE TO STAN'S QUESTION AND THAT IS WHEN YOU ASK EMPLOYEES ARE YOU ENGAGE OR ARE YOU WILLING
TO GO THE EXTRA MILE, OBVIOUSLY THEY WILL SAY YES.
I THINK THE EVS RESULTS ARE 95% OF HUD FOR EMPLOYEES SAY WHEN ASKED I AM WILLING TO PUT
IN EXTRA EFFORT. I THINK WE ALL KNOW THERE ARE LOTS OF EMPLOYEES
WHO AREN'T WILLING TO GO THE FIRST MILE SO 95% IS PROBABLY NOT AN ACCURATE REPRESENTATION.
SO, ASIDE FROM THESE MEASURES, I'M CHECKING YOU HAVE ON YOUR SLIDES, WHICH ARE INDICATORS
OF ENGAGEMENT, DO YOU HAVE ANY MEASURES THAT ARE MORE ACCURATE THAN JUST SELF REPORTING
IN TERMS OF ACTUALLY ARE PEOPLE WILLING TO GO THE EXTRA MILE?
>> THAT'S A GREAT QUESTION. THAT'S A FOOTNOTE TO THIS.
I STARTED OFF WITH MEASURING EMPLOYEE ENGAGEMENT AND PUT THIS HERE BECAUSE THESE WERE TAKEN
FROM THE EVS WHICH, YOU KNOW, MOST  WHAT IS IT, 95% OF ALL FEDERAL AGENCIES PARTICIPATE
THE EVS SO I STARTED HERE BUT TO YOUR QUESTION THEY AREN'T THE END ALL BE ALL.
IF YOU READ THE RESEARCH, WE PROPOSE IT IS MORE OF A DASHBOARD SO TO SPEAK WHERE YOU
HAVE A BUNCH OF DIFFERENT THINGS YOU AS A SUPERVISOR OR MANAGER CAN LOOK AT.
ONE IS LEAD USAGE, I KNOW IT'S CONTROVERSIAL, EMPLOYEES SHOULD TAKE LEAVE BUT WHAT KIND
OF LEAVE ARE THEY TAKING. I USE THE EXAMPLE IF YOU HAVE A NEW POLICY
YOU PUT IN PLACE AND TELL YOUR STAFF AND YOU NOTICE RHONDA IS TAKING OFF EVERY MONDAY AND
FRIDAY, MELANIE IS TAKING OFF EVERY WEDNESDAY, HMMM, WHAT IS GOING ON THERE.
THE OTHER SIDE IS ARE EMPLOYEES NEVER TAKING LEAVE?
ARE THEY WORKING TOO HARD? WE WANT EMPLOYEES TO ENJOY THE LEAVE THEY
ACCRUE. YOU CAN GET A SENSE AS A MANAGER FOR LEAVE
USAGE AND HOW IT IS WORKING. ALSO COMPLAINTS, FORMAL COMPLAINTS, COULD
BE GRIEVANCES OR IF YOU HAVE AN OPEN DOOR POLICY, HOW MANY EMPLOYEES ARE WALKING INTO
YOUR OFFICE COMPLAINING ABOUT OTHER EMPLOYEES OR COMPLAINING ABOUT POLICIES.
THAT IS ONE THING THAT IS VERY EASY TO MONITOR, YOU CAN LOOK AT TURN OVER.
HOW MANY PEOPLE ARE COMING AND GOING, VOLUNTARY TURN OVER.
THOSE WHO ARE POOR PERFORMERS, MAYBE THEY NEED TO BE DEALT WITH BUT HOW IS THAT HAPPENING?
THERE ARE A BUMP OF DIFFERENT THINGS YOU CAN  THERE ARE A BUNCH OF DIFFERENT THINGS YOU
CAN THROW INTO THE MIX. YOU CAN LOOK AT HOW DIVERSE YOUR WORK FORCE
IS TO GET A LOOK AT HOW THEY ARE ENGAGED. YOU MAY HAVE A HUGE LATINO AND HISPANIC POPULATION
BUT IF THEY ARE IN THE LOWER GRADES HOW HAPPY WILL THEY BE OVER THE LONG RUN.
CONSULT WITH YOUR HUMAN CAPITAL SPECIALIST, THEY CAN HELP YOU WITH THAT AND REPORTING
OF THAT. IT NOT WAITING EVERY YEAR UNTIL THE EVS RESULTS
COME OUT TO SEE HOW YOU ARE DOING. IT'S LOOKING TO SEE HOW YOU AS A SUPERVISOR
OR MANAGER OR CO EMPLOYEE TO SEE HOW THINGS ARE GOING.
TALKING TO YOUR EMPLOYEES, TALKING IN THE HALLS.
IT'S EASY TO GET CAUGHT UP IN OUR WORK AND NEVER GET OUT OF OUR OFFICE.
IT'S AMAZING THE THINGS YOU HEAR WHEN YOU WALK AROUND THE OFFICE AND TALK TO YOUR EMPLOYEES.
YOU CAN GET A GOOD FEEL, ARE THEY HAPPY COMING TO WORK OR COMPLETELY STRESSED OUT.
THOSE ARE OTHER THINGS YOU CAN USE OTHER THAN JUST THE EMPLOYEE VIEWPOINT SURVEY.
LET'S TALK ABOUT THE MEASURES THAT ARE IN THE EMPLOYEE VIEWPOINT SURVEY SINCE IT IS
WIDELY USED IN THE FEDERAL GOVERNMENT. SO, THE EMPLOYEE ENGAGEMENT INDEX IS SOMETHING
THAT OM HAS BUILT INTO EVS AND IT IS COMPRISED OF THREE FACTORS.
WE HAVE LEADERS LEAD AND THIS IS EMPLOYEES PERCEPTION OF THE LEADER'S INTEGRITY AS WELL
AS COMMITMENT AND WORK FORCE MOTIVATION. I DIDN'T WANT TO LIST ALL THE QUESTIONS BUT
IF YOU WANT TO GO BACK AND LOOK AT THE EMPLOYEE VIEWPOINT SURVEY AND SEE WHAT QUESTIONS ARE
MAPPED TO LEADER'S LEAD, I HAVE THEM MAPPED OUT.
THE OTHER COMPONENTS IS SOMETHING CALLED SUPERVISORS BUT THAT IS THE RELATIONSHIP EMPLOYEES HAVE
WITH THEIR FIRST LEVEL SUPERVISORS. TRUST, RESPECT AND SUPPORT ALL FACTOR INTO
THAT SUPERVISOR FACTOR AND THAT IS COMPRISED OF FIVE QUESTIONS AND I HAVE THOSE LISTED
FOR YOU. AND THEN THERE IS SOMETHING CALLED INTRINSIC
WORK EXPERIENCES, YOU CAN SHORTEN IT TO WORK EXPERIENCES OR WHATEVER YOU WANT, WHATEVER
TERM BUT THAT IS THE TERM OPM USES AND THAT IS EMPLOYEES FEELINGS OF MOTIVATION AND COMPETENCY
RELATING TO THEIR ROLE IN THE WORK PLACE. I HAVE THOSE EVS ITEMS AS WELL.
IF YOU WANT TO KNOW HOW YOUR AGENCY IS DOING ON THE EMPLOYEE ENGAGEMENT YOU CAN LOOK AT
THOSE QUESTIONS. AND THEY ARE QUITE REVEALING, ESPECIALLY IF
YOU LOOK AT TREND. YOU CAN GO BACK, OPM HAS AN ONLINE TOOL, YOUR
HUMAN CAPITALIST, WHOEVER IS RESPONSIBLE FOR THE HUMAN VIEWPOINT SURVEY HAS ACCESS TO THIS,
THEY CAN PULL INFORMATION BACK TO 2004 THAT OPM HAS LOADED AND YOU CAN LOOK AT SPECIFIC
QUESTIONS, YOU CAN BREAK IT DOWN TO SUB COMPONENTS WITHIN YOUR AGENCY SO IT MAY NOT BE YOUR ENTIRE
AGENCY THAT IS LACKING IN SOME OF THESE AREAS, MAY BE JUST A FEW DEPARTMENTS, YOU CAN TAKE
A LOOK AT THAT AND WE WILL TALK ABOUT THAT WHEN WE GET TO THE ACTION PLANNING STAGE.
ALL RIGHT. SO, MEASURING ENGAGEMENT, WE TALKED ABOUT
THE TOOLS THAT ARE AVAILABLE FOR OPM. WE TALKED ABOUT SOME OF THE OTHER THINGS THAT
YOU CAN LOOK AT AND NOT JUST THE EMPLOYEE VIEW POINT SURVEY.
ANY QUESTIONS ON THAT? I THINK WE ARE OKAY SINCE WE TOOK QUESTIONS
RECENTLY. LET'S TALK ABOUT INCREASING EMPLOYEE ENGAGEMENT
WHICH IS PROBABLY WHY MOST OF YOU ARE HERE. I HAD ANOTHER VIDEO CLIP WE CAN'T SHOW BUT
YOU WILL HAVE THE URL. THE REASON I WANTED TO BRING THIS VIDEO CLIP
IN IS IT MAKES IT VERY CLEAR THAT LEADERSHIP HAS TO SET THE TONE.
THERE HAS TO BE AN ORGANIZATIONAL CLIMATE THAT IS CONDUSIVE TO THINGS NECESSARY FOR
EMPLOYEE ENGAGEMENT. WITHOUT THAT IT WON'T WORK.
SOMETIMES, MOST OF THE TIME IT IS GREAT IF IT COMES TOP DOWN.
SOMETIMES, AND WE WILL TALK ABOUT THIS, IT MIGHT NEED TO BE BOTTOM UP.
EMPLOYEES MIGHT NEED TO TAKE A LITTLE CONTROL IF MANAGEMENT ISN'T DOING IT AND SAY, LOOK,
THINGS ARE NOT THE WAY THEY SHOULD BE, THIS IS WHAT WE WANT TO DO ABOUT IT, GET OUT OF
OUR WAY AND LET US DO IT. AND THERE ARE SOME AGENCIES WHO HAVE DONE
THAT AND BEEN SUCCESSFUL. SO, IF YOU HAVE A CHANCE TO WATCH THIS CLIP,
AGAIN IT REITERATES THE NEED FOR LEADERSHIP TO TAKE AN ACTIVE ROLE FOR THE ORGANIZATIONAL
CLIMATE TO BE CONDUSIVE TO EMPLOYEE ENGAGEMENT. ALSO I WAS PULLING A COUPLE THINGS, IT'S IMPORTANT,
WE CAN GET SO CAUGHT UP IN THE LATEST BOOK THAT IS OUT THERE.
IF YOU GO ON AMAZON OR GOOGLE AND SEARCH FOR EMPLOYEE ENGAGEMENT, JUST LIKE SEARCHING FOR
LEADERSHIP THERE WILL BE THOUSAND AND THOUSANDS OF BOOKS OUT THERE.
ONE OF THE THINGS IN MY JOB I DO, LOOK AT IS WHAT DOES THE RESEARCH SAY?
IT'S GREAT TO HAVE ALL THESE GURUS IN EMPLOYEE ENGAGEMENT BUT THERE ARE PEOPLE THAT HAVE
DONE STUDIES, THERE IS IMPERICAL WORK BEHIND THIS.
FOR INSTANCE IF YOU LOOK AT THIS IS JUST ONE JOURNAL I USE A LOT, LEADERSHIP AND ORGANIZATIONAL
DEVELOPMENT JOURNAL, 2011, THEY TOOK A LOOK AT SOME OF THE THINGS  THERE ARE ARTICLES
ALL THE TIME ON EMPLOYEE ENGAGEMENT AND ONE OF THE THINGS THEY SAID IN TERMS OF LEADERSHIP
IS THAT LEADERSHIP NEEDS TO DISPLAY INTEGRITY AND HONESTY AND ETHICS.
AND THAT IS A QUESTION ON THE EMPLOYEE VIEWPOINT SURVEY.
YOU DON'T HAVE TO USE THE EMPLOYEE VIEWPOINT SURVEY BUT IF YOU DO THAT IS ONE OF THE COMPONENTS,
ONE OF THE ONES THAT OPM HAS BUILT IN TO EMPLOYEE ENGAGE HIM.
JOURNAL OF EUROPEAN AND INDUSTRIAL TRAINING, I PULLED THAT ONE BECAUSE SOMETIMES WE GET
STUCK IN THIS WESTERN MODE OF THINKING THAT WE ARE THE ONLY ONES IN NORTH AMERICA THAT
ARE LOOKING AT THESE THINGS, THIS IS AN ISSUE AROUND THE WORLD, SO ONE OF THE THINGS, THERE
IS A RECENT ARTICLE IN THAT JOURNAL AND THEY BROUGHT UP THE ISSUE OF OPPORTUNITIES FOR
LEARNING AND ADVANCEMENT AS BEING A DRIVER OF EMPLOYEE ENGAGEMENT.
TO WHAT EXTENT ARE WE LOOKING AT CAREER DEVELOPMENT? IT MAY NOT NECESSARILY BE A PROMOTION FOR
OUR EMPLOYEES, WE MAY HAVE TO TAKE A LATERAL MOVE BUT ARE THEY ABLE TO NOT ONLY BRING THEIR
SKILLS TO THE TABLE BUT ENHANCE THEIR SKILLS. AND WHAT ELSE?
AGAIN JUST REITERATING CLIMATE OF TRUST, EMPOWERMENT TO DRIVE ENGAGEMENT.
ONE OF THE THINGS I WANTED TO POINT OUT AND I JUST JOTTED IT DOWN THIS MORNING, THERE
WAS A FORBES ARTICLE JUST LAST MONTH, IT WAS THE IDIOT'S GUIDE TO EMPLOYEE ENGAGEMENT,
IT IS COOL. IF IT SAYS IDIOT'S GUIDE, I AM ALL IN, THAT
I CAN UNDERSTAND. ONE OF THE THINGS THEY HAD IS NUMBER 1 IS
A MYTH IS MONEY DOES NOT MOTIVATE EMPLOYEE ENGAGEMENT OR DOES NOT SPUR EMPLOYEE ENGAGEMENT.
THEY HAD IT AS A MYTH. THAT, IN FACT, MONEY DOES.
IF YOU READ THE BLURB ON FORBES AND DELVE INTO IT FURTHER, IT SAYS FOR SOME PEOPLE.
THEY USE SUBSTANTIAL SUMS OF MONEY DRIVE EMPLOYEE ENGAGEMENT.
WELL, YEAH, OKAY, IF YOU WANTED TO PAY ME A QUARTER IN ILL YOUNG DOLLARS TO DO MY 
A QUARTER MILLION DOLLARS TO DO MY JOB I MIGHT BE WILLING TO GO THE EXTRA MILE BUT THAT IS
NOT REALISTIC IN THE FEDERAL GOVERNMENT SO WHAT CAN WE DO OTHER THAN JUST THROWING MONEY
AT OUR EMPLOYEES SINCE THAT IS NOT AN OPTION. AND IN THE FORBES ARTICLE THEY SAY FOR SOME
PEOPLE, NOT ALL PEOPLE. ONE OF THE THINGS WE WILL TALK ABOUT IS TAILORING
IT FOR THE EMPLOYEE. THE SECOND THING ON THE FORBES LIST, HAPPY
WORKERS ARE NOT ALWAYS PRODUCTIVE WORKERS AND THAT THEY HAVE AS A TRUTH.
WE THINK IF WE CAN MAKE OUR EMPLOYEES MORE SATISFIED, THAT THEY WILL BE MORE ENGAGED.
THERE IS NOT NECESSARILY A CORRELATION THERE. YOU COULD BE VERY HAPPY WITH YOUR BENEFITS,
VERY HAPPY THAT YOU GET TO TELE WORK, THAT IS ALL FINE AND DANDY BUT TO WHAT DEGREE ARE
YOU BRINGING THAT DISCRETIONARY EFFORT NOT JUST WHEN YOU ARE ASKED LATE TO WORK HARD
BUT ON YOUR OWN. THEY ARE NOT NECESSARILY RELATED.
THE OTHER THING THE FORBES ARTICLE POINTED OUT WHICH I LOVE IS PEOPLE DIFFER IN WHAT
THEY VALUE. MANY TIMES WE DON'T KNOW BECAUSE WE DON'T
BOTHER TO ASK PEOPLE. WE GROUP THEM INTO CERTAIN CATEGORIES.
WE THINK IF THEY ARE YOUNG THEY ARE JUST TWEETING THEIR FRIEND AND NOT IN IT FOR THE LONG HALL.
DO WE KNOW THAT? AND WE HAVE A QUESTION IN PERSON.
>> AS A YOUNG PERSON WHO JUST SAT DOWN TO TWITTER TO ASK A QUESTION, YOU TALKED ABOUT
BOTTOM UP ACTIVITIES, THERE ARE A LARGE GROUP OF EMPLOYEES AT HUD WORKING ON THOSE THINGS
AND THE THINGS YOU RATTLED OFF ARE TOP THINGS DOWN.
WHAT ARE SOME OF THE BOTTOM UP THINGS IN THE RESEARCH EFFECTIVE FOR EMPLOYEES TO DO FOR
THEMSELVES? >> ONE OF THE THINGS IS FOR EMPLOYEES TO HOLD
MANAGERS ACCOUNTABLE AND WHEN I SAY THAT, FOR INSTANCE, WHEN WE LOOK AT THE OPPORTUNITIES
TO LEARN AND GROW, OPPORTUNITIES TO GIVE FEEDBACK. IF YOU AREN'T GETTING IT A LOT OF TIMES AS
EMPLOYEES WE SAY THIS PLACE STINKS. IN MY JOB WET WENT TO THE BUREAU OF ENGRAVING
AND PRINTING, THEY WERE ABLE TO MAKE MOVEMENTS, IN 2011 GREAT MOVEMENT IN THEIR EVS SCORES
AND THAT WAS NOT INITIALLY THE RESULT OF TOP DOWN, IT WAS EMPLOYEES GETTING TOGETHER AND
SAYING, OKAY, WE NEED TO TAKE CONTROL, WE NEED TO COMMUNICATE WITH ONE ANOTHER BETTER,
WE NEED TO LET OUR SUPERVISORS KNOW WHAT WE NEED.
WE DON'T HAVE, I DON'T KNOW THIS IS NECESSARILY THE CASE AT THE BUREAU OF ENGRAVING AND PRINTING
BUT IF YOU DON'T FEEL YOU HAVE OPPORTUNITIES FOR CAREER ADVANCEMENT, FOR INSTANCE, THAT
NEEDS TO FUNNEL ITS WAY TO THE TOP AND SOMETIMES IT'S HARD IF YOU ARE CONSTANTLY BEING TOLD
NO, BUT EVEN IN YOUR OWN WORK SPACE TO WHAT EXTENT DO YOU RECOGNIZE YOUR PEERS.
WHEN IS THE LAST TIME YOU WENT TO A CO WORKER AND SAID YOU HELPED A CLIENT FIND A DOCUMENT,
WORKING AT THE NATIONAL ARCHIVES, THAT PERSON HAD BEEN TRANSFERRED MANY TIMES AND YOU TOOK
OWNERSHIP OF IT. THE RECOGNITION PIECE.
COMING UP WITH DIFFERENT WAYS, THERE ARE MANY WAYS FOR EMPLOYEES TO COMPLAIN PROCESSES AREN'T
CORRECT. WHAT IF YOU GOT TOGETHER WITH FELLOW EMPLOYEES
TO FIND A BETTER WAY TO DO IT AND IT MAY NOT HAPPEN BUT YOU TAKE OWNERSHIP.
YOU SHOULD ENJOY GOING TO WORK AND BE ENGAGED, WHAT ARE SOMETHINGS YOU CAN DO REGARDLESS
WHAT THE TOP IS DOING BUT LET THEM KNOW THIS ISN'T RIGHT AND WE WANT THEM TO BE DIFFERENT.
I'M SURE I HAVE MORE EXAMPLES LATER ON BUT THOSE ARE THE ONES THAT IMMEDIATELY COME TO
MIND. AND THAT IS A SEGUE INTO ACTIONS.
SO, WHEN WE START THINKING ABOUT EMPLOYEE ENGAGEMENT WE TALKED ABOUT WHAT IT IS AND
WHAT IT ISN'T. WE TALKED ABOUT DIFFERENT WAYS TO MEASURE
IT AND NOW I WANT TO TALK ABOUT STEPS YOU CAN TAKE TO INCREASE IT.
I'VE SEPARATED THEM INTO LONG TERM ACTIONS AND SHORT TERM ACTIONS.
TOO OFTEN WHEN I TALK TO PEOPLE ABOUT EMPLOYEE ENGAGEMENT THEY WANT TO KNOW JUST GIVE ME
THAT ONE TIDBIT I CAN DO, THERE'S A MAGIC WANTED AND YOU CAN TAP PEOPLE ON THE HEAD,
BOOM, YOU ARE ENGAGE, BOOM, YOU ARE ENGAGED. IT DOESN'T WORK THAT WAIT.
THERE ARE LONG TERM THINGS YOU NEED TO LOOK AT.
RECENTLY I HAD AN OPPORTUNITY TO TALK TO PEOPLE, PARTNERSHIP AT PUBLIC SERVICE.
ONE OF THE THINGS THEY SAID IF YOU ARE AN AGENCY STRUGGLING WITH EMPLOYEE ENGAGEMENT,
IT WILL TAKE FOUR OR FIVE YEARS TO TURN AROUND. FOUR TO FIVE YEARS TO TURN AROUND.
THAT IS A LONG TIME. AND USUALLY PEOPLE DON'T WANT TO HEAR THAT,
THEY WANT A QUICK FIX. LET'S TALK ABOUT SOME OF THE LONG TERM THINGS
FIRST. >> OKAY, PERFECT.
>> OOPS, AND MAYBE I SHOULD MOVE THE SLIDE THERE.
ALL RIGHT. IDENTIFY AND COMMUNICATE OVER ALL AGENCIES
PRIORITIES. IN SPEAKING WITH EMPLOYEES, NOT JUST WHERE
I WORK BUT OTHER COMPANIES WHERE I WORK, A LOT OF TIMES EMPLOYEES JUST DON'T KNOW WHAT
THE AGENCY IS FOCUSED ON, IT SEEMS LIKE THIS HAPHAZARD STUFF ESPECIALLY IN REGARD TO WHAT
PEOPLE MENTIONED, THE EVS COMES OUT, YOU ARE SCRAMBLING TO DO SOMETHING, THE EVS COMES
OUT THE NEXT YEAR, YOU ARE SCRAMBLING TO DO SOMETHING ELSE.
EMPLOYEES DON'T UNDERSTAND WHAT IS THE AGENCY VIEW AND HOW DO I FIT INTO THAT.
TAKE TIME TO COMMUNICATE TO SPECIFIC OFFICES, PRIORITIES.
REPORT ON ACTIVITIES THAT DIRECTLY CORRELATE TO MISSION ATTAINMENT AND ACKNOWLEDGE YOUR
EMPLOYEES FOR THINGS THEY DO TO HELP WITH THAT MISSION ATTAINMENT.
YOU HAVE TO BE CAREFUL THOUGH BECAUSE WHEN YOU TALK ABOUT EMPLOYEE ENGAGEMENT, TRUE,
NOT EVERYBODY IS DIFFERENT, YOU ARE TALKING ABOUT YOUR WHOLE WORK FORCE, YOU HAVE TO MAKE
SURE YOUR METHOD OF COMMUNICATION ALLOW FOR ALL EMPLOYEES TO RECEIVE THE MESSAGE.
FOR INSTANCE A LOT OF TIMES WE ARE SO EAGER TO DO EVERYTHING ELECTRONICALLY BUT DO YOU
HAVE EMPLOYEES WHO DO NOT HAVE ROUTINE ACCESS TO A COMPUTER OR E MAIL?
YOU CAN'T EXPECT THEM TO SPEND THEIR PERSONAL TIME DOING THIS, SO YOU MAY, IN FACT, NEED
TO USE HARD COPY MESSAGE TO COMMUNICATE WITH EMPLOYEES.
SOMETIMES VIDEOS ARE GREAT, JUST SHORT CLIPS, MAYBE A BLOG, MAYBE A TWEET.
IF YOUR INDUSTRY HAS A FACEBOOK PAGE, THAT'S ANOTHER WEAR.
WE NEED TO THINK OF ALL WAYS OF COMMUNICATING TO STAFF.
THE OTHER SIDE IS RECOGNIZING AND ENCOURAGING NEW IDEAS.
YOU WANT EMPLOYEES TO BE ENGAGED, YOU WANT THEM TO COME UP WITH OTHER WAYS OF DOING THEIR
JOB WELL, YOU HAVE TO BE RECEPTIVE TO THAT. YOU CAN'T SAY, WELL, HMMM THAT DOESN'T MAKE
SENSE TO ME, MAYBE ESPECIALLY FOR NEW EMPLOYEES COMING IN FROM THE OUTSIDE THEY HAVE GREAT
IDEAS BECAUSE THEY BRING FRESH PERSPECTIVES WITH THEM AND HOW DO YOU NURSE YOUR  NURTURE
THAT AND ENCOURAGE THAT. LET'S TALK ABOUT TRANSPARENCY, I KNOW FEDERAL
AGENCIES ARE SUPPOSED TO BE TRANSPARENT BUT ARE WE?
ARE WE REALLY? WHEN SIGNIFICANT AGENCY WIDE OR OFFICE CHANGES
ARE MADE INCREASE COMMUNICATION WITH STAFF. EXPLAIN THE CHALLENGES THAT WILL BE FACED
AND REASONS WHY THE DECISIONS WERE MADE. IT'S VERY HARD, THERE'S ALWAYS RESISTANCE
WHEN THERE IS CHANGE, ALWAYS, AND IF YOU DON'T MANAGE THAT WELL IT COULD FESTER AND LEAD
TO LOW MORALE AND BE VERY DIFFICULT TO OVERCOME. WHAT I'M SAYING HERE IS BE PROACTIVE IN THAT.
YOU HAVE TO TELL PEOPLE, YEAH, WE ARE CHANGING BUT HERE IS WHY, HERE IS WHY IT WILL MAKE
YOUR JOHN BETTER. AGAIN, MAKE SURE ALL MODES OF COMMUNICATION
ALLOW FOR ALL EMPLOYEES TO RECEIVE THE MESSAGE, BE RECEPTIVE TO NEW AND EMERGING TECHNOLOGY.
TECHNOLOGY IS WONDERFUL WHEN IT WORKS CORRECTLY. HOW MANY TIMES HAVE YOU BEEN  YOU WERE SUPPOSED
TO ATTEND A WEBINAR AND YOU WERE SUPPOSED TO DIAL IN AND YOU COULDN'T DIAL IN OR YOU
DIALED IN AND THE VIDEO WAS CHOPPY OR YOU WERE SUPPOSED TO BE ABLE TO SEND QUESTIONS
AND COULDN'T OR GOT KICKED OFF THE PHONE. THINK THROUGH THOSE.
EMPLOYEES WILL NOT GO THE EXTRA MILE IF THEY DON'T THINK THEY HAVE A STAKE IN WHAT IS BEING
DONE. AND LET'S TALK ABOUT ALSO GETTING EMPLOYEES
TO PARTICIPATE IN THE DECISION MAKING PROCESS. AS I SAID EARLIER, IT'S EASIER TO GET EMPLOYEE
BUY IN, TO GET THEM FEEL GOOD AND COMMITTED TO WHAT IS GOING ON IF YOU HAVE THEM INVOLVED
EARLY ON, BUT YOU CAN'T MAKE EVERYBODY HAPPY ALL THE TIME.
OKAY? IF YOU LOOK AT YOUR EMPLOYEE VIEWPOINT SURVEY,
WHATEVER MEASURE YOU USE FOR EMPLOYEE SATISFACTION YOU PROBABLY CAN RATTLE OFF THE NAME OF EMPLOYEES
YOU TRIED EVERYTHING FOR THEM AND THEY ARE JUST NOT HAPPY CAMPERS.
YOU HAVE TO DEVELOP AS AN AGENCY, SUPERVISOR OR MANAGER WHAT CRITERIA ARE YOU GOING TO
USE TO DETERMINE WHAT RISES TO THE LEVEL OF THINGS THAT YOU SHARE WITH YOUR STAFF AND
THINGS YOU DON'T. SO, YOUR AGENCY, AND YOU MAY BE AN EXECUTIVE,
SENIOR LEVEL EXECUTIVE, DOES THAT MEAN THAT WE NEED TO HAVE EMPLOYEES IN ON EVERY SENIOR
LEVEL MEETING? NO, THAT'S WHY WE HAVE SENIOR LEADERS.
SO SOMETIMES EMPLOYEES DON'T NEED TO KNOW EVERYTHING BUT YOU HAVE TO DECIDE WHAT IS
IMPORTANT FOR THEM TO KNOW AND WHAT ISN'T. THIS MAKES ME THINK OF A VISIT I RECENTLY
WENT TO CARFAX, THE COMPANY RECENTLY, AND WE WERE LOOKING, WE TOOK A BUNCH OF PEOPLE
TO LOOK AT A FEW THINGS, PROCESSES FOR A BUNCH OF DIFFERENT THINGS BUT WE HAD THE HR DIRECTOR
THERE AND WE ASKED HOW IS CARFAX ABLE TO BE ONE OF THE TOP 50 BEST PLACES TO WORK IF YOU
READ WASHATONIA MAGAZINE. WHAT ARE SOMETHINGS YOU DO TO ENGAGE YOUR
EMPLOYEES? SHE SAID YOU HAVE TO SAY NO SOMETIMES.
BACK TO THE EMPLOYEES YOU WILL NEVER MAKE HAPPY.
IT'S OKAY TO SAY MAYBE CAREER PROGRESSION IS AN ISSUE, YOU KNOW WHAT?
NOT EVERYBODY WILL BE ABLE TO BE PROMOTED. OTHERWISE WE WOULD BE TOP HEAVY.
SO, WE CAN'T DO THIS. BUT THE OTHER PART OF IT IS EXPLAIN WHY.
SO, THIS JUST CAME HOME VERY CLEARLY BECAUSE WE ARE TOO IN THE MODE LET'S DO EVERYTHING.
THE FACT IS YOU CAN'T DO EVERYTHING AND SOMETIMES YOU HAVE TO TELL YOUR EMPLOYEES NO.
COMMUNICATING THE REASONS WHY WILL MAKE A DIFFERENCE.
THIS ONE LONG TERM IS VERY IMPORTANT FOR EMPLOYEE ENGAGEMENT REGARDLESS OF WHAT ARTICLE YOU
READ AND THAT IS SOLICITING AND REWARDING GREAT IDEAS.
WHAT MECHANISMS DO YOU HAVE IN PLACE OTHER THAN JUST EMPLOYEE VIEWPOINT WHICH IS FEEDBACK.
THAT ISN'T GETTING GREAT IDEAS. I KNOW THE TSA HAD SOMETHING CALLED IDEA FACTORY
WHICH MANY OTHER AGENCIES STARTED TO USE. WE USE SOMETHING IDEA SCALE, BUT USUALLY WE
ONLY HAVE IT OPEN AT CERTAIN TIMES, WHEN WE WANT FEEDBACK ON A SPECIFIC ISSUE.
WHY DON'T YOU HAVE THOSE MECHANISMS IN PLACE ALL THE TIME?
SO THAT EMPLOYEES CAN CONTRIBUTE AND THINK ABOUT SUGGESTIONS FOR DOING THEIR JOBS BETTER.
TO THE GREATEST EXTENT POSSIBLE OBVIOUSLY YOU NEED TO WORK WITH THE UNION.
ALSO EMPLOYEE INCENTIVE GROUPS TO IDENTIFY PEOPLE WHO ARE ALREADY DOING GREAT AND CREATIVE
THINGS IN YOUR ORGANIZATION, PEOPLE WHO ARE ALREADY GOING THE EXTRA MILE WITHOUT BEING
ASKED TO DO SO. SO, WHAT MECHANISMS DO YOU HAVE IN PLACE FOR
THAT? AND TAKE ACTION ON THE BEST IDEAS AND COMMUNICATE
THAT ACTION TO YOUR EMPLOYEES BECAUSE SOMETIMES THE RESULTS THAT WE GET, WHEN EMPLOYEES ARE
COMPLAINING ABOUT SOMETHING, THEY SAY WHY DON'T WE HAVE XYZ AND YOU SAY WE DO HAVE XYZ.
WHY DON'T THEY KNOW IT? IT WASN'T COMMUNICATED TO THEM OR IN A WAY
THEY CAN HAVE ACCESS TO. SOMETHING ELSE TO THINK ABOUT.
AND ACTION PLANNING. ACTION PLANNING SOMETIMES HAS A BAD NAME,
GETS A BAD RAP, ESPECIALLY IF YOU ARE IN SENIOR MANAGEMENT YOU PROBABLY HAVE MORE ACTION PLANS
OUT THE WAZOO, OH, ANOTHER ACTION FOR EMPLOYEE ENGAGEMENT.
YOU SHOULDN'T HAVE ASEPARATE ACTION PLAN FOR EMPLOYEE ENGAGEMENT, IT SHOULD BE BUILT IN
ALREADY BECAUSE THEY ARE THE RIGHT THINGS TO DO.
IF YOU DON'T HAVE AN ACTION PLAN, TRYING TO IMPLEMENT ONE, YOU HAVE TO DETERMINE WHERE
YOU STAND, WHERE ARE YOU NOW ON THESE KEY MEASURES OF EMPLOYEE ENGAGEMENT?
WHETHER IT'S THE EMPLOYEE VIEWPOINT SURVEY, LOOKING AT DO EMPLOYEES COME UP WITH DIFFERENT
WAYS TO DO PROCESSES, WHATEVER IT IS, WHERE DO YOU STAND NOW?
YOU NEED THAT MEASUREMENT. YOU HAVE TO CHOOSE GOALS IN AN AREA TO FOCUS.
THE AGENCY WHERE I WORK FOR NOW, GOD BLESS THEM, I HAD ONE MANAGER CALL ME BECAUSE I
HANDLE THE EBS IN ADDITION TO EMPLOYEE ENGAGEMENT, HE SAID OUR GROUP WANTS TO SEAT 5% INCREASE
ON EVERY POINT ON THE EVS. I THOUGHT OH, MY GOSH, THAT'S A FABULOUS GOAL
BUT THAT IS NOT GOING TO BE ATTAINABLE. HOW ABOUT IF WE TAKE A MORE FOCUSED APPROACH,
HOW ABOUT WE LOOK AT THE ONES THAT ARE MAYBE FOR THE EVS NOT AT LEAST 65% HAPPY OR MAYBE
WE TAKE A LOOK AT SOME OF THE QUICK WINS. CAN WE NARROW THAT DOWN A LITTLE BIT AND THAT'S
WHAT YOU NEED TO DO IN YOUR ACTION PLAN, YOU CAN'T DO EVERYTHING AT ONCE.
GET ONE TO THREE THINGS YOU COULD REALLY SEE MOVE.
ON OVER THE NEXT YEAR OR SO. OR EVEN LONGER TERM, YEAH, YOU MAY HAVE MORE
OF THOSE BUT FOCUS ON JUST A FEW. DEVELOP CONCRETE MEASURABLE ACTIONABLE GOALS
AND THIS IS WHERE WE GET OURSELVES INTO SO MUCH TROUBLE BECAUSE IT'S EASY TO JUST THROW
THINGS OUT THERE AND SAY, OKAY, WE'LL INCREASE MANAGER TRAINING.
WHAT DOES THAT MEAN? WHAT EXACTLY ARE YOU GOING TO DO?
YOU NEED TO HAVE MEASURABLE AND ACTIONABLE GOALS AND YOU NEED TO INVOLVE EVERY ONE.
YOU KNOW, NOT EVERY AGENCY HAS A GREAT RELATIONSHIP WITH THE UNION BUT YOU KNOW WHAT, YOU NEED
TO WORK WITH THEM TO GET THINGS DONE ESPECIALLY WHEN TALKING ABOUT WORKING CONDITIONS AND
TALKING ABOUT EMPLOYEE ENGAGEMENT THERE NEED TO BE CHANGES IN THAT, YOU NEED TO GET THEM
INVOLVED AS SOON AS POSSIBLE. UPPER LEVEL MANAGERS, SUPERVISORS, EVERY ONE
NEEDS TO BE AT THE TABLE. IMPLEMENT THE STEPS AND HOLD MANAGERS ACCOUNTABLE,
IT CAN'T JUST BE TALK. EMPLOYEES KNOW IF YOU ARE SINCERE AND THEY
KNOW WHETHER OR NOT THERE HAS BEEN MOVEMENT ON WHAT YOU SAID YOU WERE GOING TO DO, YOU
NEED TO HOLD SUPERVISORS ACCOUNTABLE. MAYBE AT TOWN HALL MEETINGS YOU MAKE MANAGERS
STAND UP AND TELL EVERYBODY WHAT THEY HAVE BEEN DOING TO MEET THE GOALS.
IF THEY DON'T HAVE ANYTHING TO REPORT THE EMPLOYEES WILL KNOW THAT AND SEE THAT.
MEASURE PROGRESS AND SET BACKS TO STAFF, DON'T BE AFRAID TO SAY WE DIDN'T REACH OUR GOAL,
THIS IS WHAT WE WILL DO TO CHANGE IT AND CELEBRATE SUCCESS.
I WAS AT A GROUP AND I ASK THEM, THEY WERE HAVING ISSUES AROUND EMPLOYEE ENGAGEMENT,
I SAID WHAT DO YOU DO TO CELEBRATE YOUR ACCOMPLISHMENT. THEY LOOKED AT ME.
AND WHEN I DIDN'T GET AN ANSWER I KNEW IT WAS A PROBLEM.
SOMETIMES WE ARE SO FOCUSED ON WHAT WE ARE DOING WE DON'T SAY, GROUP, THIS IS AWESOME,
WE HAVE COME CLOSE TO OUR GOALS, SURPASSED OUR GOALS, CELEBRATE SUCCESS.
KEYS ON THIS AS WE WRAP UP, THESE ARE BULLET POINTS, WE CAN'T GO THROUGH EVERYTHING IN
A HOUR. INVOLVE YOUR HUMAN CAPITAL SPECIALISTS IN
THIS, THEY HAVE THE KNOWLEDGE AS FAR AS THE RESEARCH BEHIND EMPLOYEE ENGAGEMENT, WHAT
THINGS YOU CAN BE LOOKING AT. THEY CAN HELP YOU WITH SOME OF THOSE MEASURES,
GET THEM INVOLVED SOONER RATHER THAN LATER AND, YES, THAT WAS A SELFISH PLUG BECAUSE
I'M A HUMAN CAPITALIST. LET'S SEE, AND, NOW, LET'S SEE, ACTUALLY LET
ME STOP FOR A SECOND AND TAKE A QUESTION BEFORE WE TALK ABOUT QUICK WINS.
DID ANYONE HAVE A QUESTION ABOUT ACTION PLANNING OR LONG TERM GOALS?
THESE ARE JUST BULLET POINTS. GREAT, WE HAVE A QUESTION FROM THE AUDIENCE.
>> I HAVE A COMMENT BECAUSE OVER THE YEARS I'VE WORKED WITH SUPERVISORS AND ONE OF THE
THINGS I'VE ENCOURAGED THEM TO DO IS AT LEAST ONCE A YEAR AT A STAFF MEETING, JUST POSE
A COUPLE QUESTIONS TO REALLY ENGAGE THE EMPLOYEES, ONE IS WHAT COULD WE DO TO WORK BETTER AS
A TEAM. NOW, AGAIN, THE PREMISES YOU ARE ASKING THESE
QUESTIONS BECAUSE YOU ARE GOING TO LISTEN AND IMPLEMENT SOME OF THE CHANGES THAT YOU
CAN. THE OTHER IS WHAT CAN WE DO TO PERFORM BETTER?
OPERATIONALLY. AND WHAT IS INTERESTING IS THAT NORMALLY SOMEONE
WHO IS A TECHNICAL GURU WHO HAS IDEAS BEEN DOING THE WORK AND SAY WE COULD DO THIS EASIER.
THE PROBLEM IS NO ONE EVER ASKED THEM OR FOR A VARIETY OF REASONS THEY DON'T COME FORTH
AND VOLUNTEER IT. ONE OF THE PRINCIPLES I HAVE LEARNED IS PEOPLE
BEST SUPPORT WHAT THEY HELP CREATE BUT IT'S UP TO MANAGEMENT TO ASK THE QUESTIONS AND
LIKE YOU MENTIONED BEFORE PROVIDE THE CLIMATE WHERE IT IS OKAY, ACCEPTABLE.
IT'S ENCOURAGED TO COME FORTH WITH IDEAS. IT'S AMAZING ALSO WHEN YOU ARE WORKING WITH
GROUPS AND POSE THOSE TYPE QUESTIONS THAT IT IS NOT ALWAYS THE INITIAL RESPONSE BUT
IT IS THE GROUP THING, THEY START BUILDING ON THEIR IDEAS AND THEY WILL TAKE OWNERSHIP
OF IT AND WILL DO THE LEG WORK, THE RESEARCH, ET CETERA, SO IT'S GETTING IN THE HABIT OF
ASKING PROFOUND QUESTIONS. >> THAT'S PERFECT, I THINK YOU TOUCHED ON
SO MANY THINGS, YOU TALKED ABOUT ASKING WHAT YOU COULD DO BUT ALSO BEING WILLING TO ACT
ON IT. IF YOU ASK THEM YOU GET RESPONSES AND DON'T
DO ANYTHING WITH THEM, GUESS WHAT, YOU WILL ASK THEM AND THEY WON'T ANSWER.
>> TRUST AND CREDIBILITY. >> TRUST AND CREDIBILITY WILL GO DOWN.
THE OTHER THING IS THE SYNERGY. PEOPLE SAY I HAVE NEVER BEEN ASKED THAT BEFORE.
FEDERAL WORKERS WILL STEP UP TO THE PLATE AND JOIN TOGETHER, THERE IS SO MUCH TALENT
WE HAVE THAT IS UNDER UTILIZED AND HOW DO YOU BRING THAT TO THE FOREFRONT.
YOU HAVE TO CREATE AN ENVIRONMENT WHERE IT IS OKAY TO TAKE RISKS SOMETIMES WITHIN THE
GUIDELINES, BOUNDARIES WITHIN THE RULES AND REGULATIONS, IT IS OKAY TO TRY SOMETHING NEW.
MAYBE IT WON'T WORK, MAYBE IT WILL AND IF IT DOESN'T WE WILL LEARN FROM IT.
>> ONE OTHER THING I WANTED TO COMMENT ON, YOU EXPLAINED THE IMPORTANCE OF COMMUNICATING
AND EXPLAINING DECISIONS. ONE THING I FOUND IS WHEN THAT COMMUNICATION
DOES NOT TAKE PLACE EMPLOYEES WILL FILL IN THE BLANKS AND WE OFTEN DON'T LIKE HOW THEY
FILL IT IN BUT THE REASON THEY FILLED IT IN IS THERE WAS THAT COMMUNICATION GAP.
>> EXACTLY. WE HAVE A COMMUNICATIONS DIRECTOR, TALKS ABOUT
BREAD CRUMBS. BREAD CRUMBS?
IT'S LAYING THE TRAIL ALL ALONG SO BEFORE YOU TAKE AN ACTION, ALL RIGHT, GUYS, THERE
WILL BE CHANGES COMING DOWN THE PIKE, RESTRUCTURE, HERE IS WHAT WE ARE LOOKING AT AND WHY.
IDEALLY THAT IS WHEN IT WOULD BE BEST TO GET THEM ENGAGE.
AFTER THE CHANGES YOU COMMUNICATE THEM, HERE ARE THE CHANGES, THIS IS WHY WE MADE THEM.
IT IS IMPORTANT TO HOW THINGS RELATE BACK TO WHAT YOU SAID WAS GOING TO BE DONE AND
WHY. THANK YOU.
>> ONE MORE? >> I THINK WE HAVE ANOTHER QUESTION OR COMMENT.
>> I WANTED TO PROVIDE A LITTLE BIT OF CONTACT INFORMATION TO FOLKS IN THE ROOM AND IN THE
FIELD AND THAT IS THAT YOU KEEP MENTIONING OUR HR SPECIALISTS, OUR EMPLOYEE VIEWPOINT
SURVEY ANALYSIS IS DONE BY OUR OFFICE OF TAKE TEAGUEIC PLANNING AND MANAGEMENT.
IF ANYONE HAS ANY QUESTIONS FEEL FREE TO ASK ME AFTERWARDS, CHRIS WALSH IF YOU WANT TO
SEND ME AN E MAIL. YOU ALL HAVE THE OPPORTUNITY TO PARTICIPATE
IN OUR DISCUSSION AND OUR ANALYSIS IF YOU GO ON HUD CONNECT, WE HAVE AN OPEN PAGE, ANYBODY
AT ANY POINT IN TIME CAN COMMENT ON SPECIFIC DATA POINTS, OFFER SUGGESTIONS FOR WAYS WE
CAN ENGAGE OUR EMPLOYEES BETTER. I'D ALSO COMMENT THAT HUD DOES HAVE A PLATFORM,
WHO'D IDEAS IN ACTION  HUD IDEAS IN ACTION, WE USE THAT TO SOLICIT IDEAS FROM EMPLOYEES,
ANYBODY CAN GO ON AND SUGGEST IDEAS. WE ARE LOOKING FOR WAYS TO MAKE IT MORE USER
FRIENDLY, PLEASE FEEL FREE TO TALK TO ME AFTERWARDS IF YOU HAVE IDEAS B THAT FRONT AS WELL.
>> THANK YOU. >> LIKE AN UNSOLICITED PROMO FOR OUR HUD EFFORTS.
IT'S GREAT, YOU CAN GET A BETTER SENSE WHAT WE ARE DOING, WE ARE DOING A NUMBER OF THINGS.
>> THAT'S THE THING, WE ARE DOING GOOD THINGS THROUGHOUT THE FEDERAL GOVERNMENT BUT IT A
PLATTER OF HAVING THOSE TARGETED AND DOING THE RIGHT THINGS.
PERFECT. WELL, MELANIE EARLIER GAVE ME THE LITTLE FIVE
MINUTES, FIVE MINUTES, SO WE ARE PERFECT. LET'S TALK ABOUT QUICK WINS, THESE MAY SEEM
SILLY BUT IF YOU LOOK AT SOME OF THE RESEARCH HOW TO MAKE YOUR ORGANIZATION A GREAT PLACE
TO WORK AND SOME OF THOSE, LOW COST WASTE, UNDER BUDGET CONSTRAINT, IT'S NICE IF YOU
WANT TO THROW A PARTY BUT WET DON'T HAVE THE MONEY IN THE BUDGET AND WE DON'T WANT TO BE
ONE OF THE AGENCIES IN THE NEWS FOR SPENDING TOO MUCH MONEY.
WHAT LOW COST WAYS CAN YOU USE. HANDWRITTEN NOTES.
WHEN IS THE LAST TIME YOU HAND WROTE A NOTE. WE ARE SO QUICK TO SEND OFF AN E MAIL.
I REMEMBER THE HEAD OF THE AGENCY WOULD NOT ONLY SIGN BIRTHDAY NOTES, HE WOULD WRITE A
NOTE. HE KNEW WHAT TO WRITE BECAUSE HE WALKED AROUND,
HE HAD BEEN TO DIFFERENT LOCATIONS. HE WOULDN'T KNOW EVERYTHING ABOUND RHONDA
JONES BUT HE MIGHT KNOW YOUR 16TH ANNIVERSARY RECENTLY CAME UP, HE WOULD MAYBE WRITE A HANDWRITTEN
NOTE, CONGRATULATIONS ON THAT. THAT MAKES A WORLD OF DIFFERENCE IF PEOPLE
KNOW YOU CARE. WALK AROUND YOUR OFFICE AND CONVERSE WITH
STAFF, WE TALKED ABOUT IT EARLIER. HOW ABOUT LITTLE SPOT AWARDS AND CERTIFICATES.
IT MAKES ALL THE DIFFERENCE FOR SOMETHING THEY DID AND YOU COULD USE THIS WHETHER YOU
ARE A SUPERVISOR OR MANAGER, WHAT ABOUT FOR YOUR COWORKERS KNOWING YOU WORK WITH SOMEBODY
THAT APPRECIATES WHAT YOU BRING TO THE TABLE MAKES A DIFFERENCE.
PICK UP THE PHONE, GO TO AN EMPLOYEE'S CUBICLE. I HAD A BOSS, AT 4:30 HE SENT ME AN E MAIL
COME SEE ME. YOU ARE RIGHT UP STAIRS, CAN'T YOU PICK UP
THE PHONE. PICK UP THE PHONE AND TALK TO ME THIS LONG
COMPLICATED THING, WHATEVER. LITTLE THINGS YOU CAN DO.
ASK YOUR STAFF WHAT MOTIVATES THEM. DEPENDING ON WHO THEY ARE AND THEIR CULTURE,
THEY MAY NOT TELL YOU. YOU MIGHT ACTUALLY HAVE TO FIGURE IT OUT.
THEY MAY SAY I AM NOT ONE FOR PUBLIC RECOGNITION, I'M NOT INTO THAT, THAT'S NOT WHAT I WANT.
SOMEBODY ELSE MIGHT SAY JUST GETTING TO KNOW ONE ANOTHER, TALKING ABOUT OUR FAMILY, WHATEVER,
THAT MAKES A DIFFERENCE TO ME. SOMEBODY ELSE MIGHT SAY I HAVE BEEN STUCK
IN THIS JOB FOR 10 YEARS, HAVEN'T GOTTEN A PAY RAISE, I DON'T THINK MY SKILLS ARE BEING
UTILIZED, WHAT ARE YOU GOING TO DO FOR ME? YOU HAVE TO ASK THEM.
LOOK AT WAYS TO DEVELOP OUR EMPLOYEES, A LOT OF TIMES WE TEND TO MICRO MANAGE.
IF YOU ARE A SUPERVISOR, YOU TEND TO DO THAT. YOU CAN ASK FOR VOLUNTEERS, YOU WANT TO UTILIZE
PEOPLE. MAYBE TAKE YOUR CHILD TO WORK DAY, MAYBE SOMEBODY
WOULD LOVE TO DO IT. TELE WORKING IS SOMETIMES DIFFICULT BUT SOMETIMES
YOU CAN DO IT. THE DREADED IDT INDIVIDUAL DEVELOPMENT PLAN,
DONE PROPERLY THEY ARE USEFUL TOOLS AND EMPLOYEES WILL TELL US WHAT THEY NEED TO GROW AND WE
HAVE TO GIVE TO THEM. THE LAST THING AND I'M PROBABLY LIKE AT ONE
MINUTE BUT HAVE FUN. SMILE.
REMEMBER BACK TO THAT TIME. I SHOULD GO BACK TO THAT FIRST SLIDE, A TIME
WHEN YOU WERE ENGAGED, EXCITED, COMMITTED, GOT UP IN THE MORNING AND SAID I'M LOOKING
FORWARD TO GOING TO WORK. THAT IS WHAT YOU WANT AND PROBABLY IF YOU
THINK BACK TO IT YOU HAD FUN AT YOUR JOB, HAD FUN WITH YOUR COWORKERS.
WAS EVERYTHING PERFECT? NO, NOTHING WILL EVER BE PERFECT ALL THE TIME
BUT YOU WANT TO CREATE AN ENVIRONMENT THAT IS CONDUSIVE, THAT ENCOURAGES EMPLOYEE ENGAGEMENT
AND HAVE FUN WITH IT. SO, WE ARE GOING TO SEND OUT THE RESOURCES
AND CONTACT INFORMATION, THERE IS TONS ON EMPLOYEE ENGAGEMENT, THAT IS A FEW, I'M NOT
ENDORSING, NOT PAID BY ANY OF THOSE COMPANIES OR RECEIVE COMPENSATION BUT YOU MIGHT WANT
TO TAKE A PEEK BECAUSE THERE ARE GOOD RESOURCES. >> IF WE DON'T HAVE ANY OTHER QUESTIONS FROM
THE AUDIENCE I HAVE ONE QUESTION I'VE BEEN DYING TO ASK.
GOOD, I SEE NO QUESTION SO LET ME ASK MY QUESTION. NOW I THINK WE HAVE A BETTER UNDERSTANDING
OF SATISFACTION AND ENGAGEMENT, I WONDER IF WE COULD TRY AND CRYSTAL BALL IT A LITTLE
BIT. WHAT DO YOU SEE AS THE FUTURE OF EMPLOYEE
ENGAGEMENT IN THE PUBLIC SECTOR GIVING WHAT WE ARE GOING TOWARD IN THE NEXT COMING YEARS?
>> WELL, WHAT IT'S GOING TO BE, WHAT I WOULD LIKE IT TO BE ARE TWO DIFFERENT THINGS, BUT
I THINK AGENCIES WILL NEED TO HAVE REALISTIC CONVERSATIONS WITH SENIOR MANAGEMENT STAFF
ABOUT THEIR EXPECTATION FOR SUPERVISORS AND MANAGERS.
WHEN WE TALK ABOUT THE CLIMATE CONDUSIVE TO ENGAGEMENT WHEN WE ASK EMPLOYEES TO BRING
THEIR WHOLE SELVES, TO TAKE CHANCES AND MAYBE FAIL.
DO WE HAVE SUPERVISORS AND MANAGERS SUPPORTING THAT.
OFTEN TIMES WE PICK PEOPLE BECAUSE OF TECHNICAL SKILLS WHICH ARE IMPORTANT, BUT WE ALSO NEED
THE PEOPLE SIDE AND TO WHAT DEGREE HAVE WE INSTILLED EMPLOYEE ENGAGEMENT AS PART OF THE
SUPERVISORY HIRING PROCESS. I THINK THAT WILL CHANGE DEFINITELY, ESPECIALLY
AS THE ECONOMY GETS BETTER AND PEOPLE HAVE MORE CHOICES ABOUT WHERE THEY ARE GOING TO
GO. WE MAY NOT HAVE FEDERAL WORKERS LEAVE YOUR
AGENCY TO GO WORK IN THE PRIVATE SECTOR BUT THEY MIGHT LEAVE YOUR AGENCY TO GO TO ANOTHER
AGENCY THAT IS HIGHER ON THE BEST PLACE TO WORK OR HIGHER IN EMPLOYEE ENGAGEMENT.
I THINK WE WILL SEE EMPLOYEE ENGAGEMENT MORE TAILORED, THAT'S A SHIFT FOR HUMAN CAPITAL
BECAUSE IN THE PAST IT'S BE HAVE EVERYTHING THE SAME FOR ALL EMPLOYEES SO WE DON'T GET
EEO LAWSUITS BUT NOW WET ARE SEEING A SHIFT AND WHAT IS IMPORTANT THAT P ENGAGE RHONDA
MAY NOT ENGAGE MELANIE, MAY NOT ENGAGE YOU. I THINK WE WILL SEE MORE TAILORING.
>> THANK YOU, RHONDA FOR COMING AND TALKING TO US.
LOOK FOR US IN JANUARY WHEN WE COME BACK WITH OUR NEXT HUD OCI LEARNING SESSION.
EVERYONE HAVE A GREAT DAY. >> THANK YOU.