Employee Engagement: It's Actually All About Your Leaders

•

85 likes•20,903 views

Cornerstone OnDemand

It's simple. Lasting employee engagement comes from quality leadership. Here's why - and how to get it.

Employee
Engagement
It’s actually all about your leaders

Consider a
real case study
conducted by the Ken Blanchard companies.

Two organizations implement nearly identical employee training
initiatives. Company A quickly sees improved metrics & long-term
financial results. Company B sees little change – and is back to
square one a year later. Why?

Training isn’t the whole story
While development is critical to engagement,
performance, and succession, its overall
effectiveness is determined by the quality
of an organization’s leaders.

Company A saw profound changes because they invested
first in leadership. Company B? They ignored the powerful
relationship between leadership capacity and long-term
organization success. You can’t expect to achieve superior
results if you refuse to invest in developing your leaders.

3

things to
keep in mind

to build a leadership
development strategy

1

Leaders have a direct effect
on employees’ wellbeing
and performance

Only 29% of North American employees are emotionally
engaged: they’re prepared, produce greater revenue, and
deliver better customer service. That leaves 71% of employees
who are not engaged or actively disengaged. What does this
have to do with leadership?
Gallup State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide Report, 2013

The number one factor driving
engagement is the kind of
relationship employees have
with their manager
Employees continually evaluate their jobs,
companies, and their connectedness to
leaders and colleagues. Through these
evaluations they reach conclusions about
their state of wellbeing in the company.

High-performing
employees need
quality leadership
This wellbeing – a feeling of being safe and valued – drives
how hard an employee intends to work. Leaders play a
pivotal role in creating – or destroying – an employee’s
sense of wellbeing through their interactions, expectations,
and behavior. So, if you want high-performing employees,
you need quality leadership.

2

Strategic leadership sets the
stage, operational leadership
determines success

Strategic leadership comprises an
organization’s vision, culture and values,
and strategic imperatives. Operational
leadership shows up during day-to-day
activities – it’s all about the doing and
plays a bigger part in success.

Actions speak
louder than words
Smart companies know that while there’ll always be a lot
of buzz around crafting visions and values, it’s how tasks
are accomplished that drives success. Strategic leadership
provides direction for an organization’s imperatives, but
how leaders accomplish the day-to-day tasks has a more
profound and lasting impact. When it comes to mission
statements, the old adage holds true: actions speak
louder than words.

3

Investing in leadership
means cultivating leaders
who are “other” directed

Management quality also determines employees’ work
passion and their opinion of the organization. Self-absorbed
managers damage an employee’s intent to stay and make it
far less likely they’d recommend their employer to their peers.

Servant leadership is
the only way to create
lasting employee
engagement
If you want employees who consider the needs of the
company and customers before their own, you must first
hire leaders who put employees first. Servant leadership is
key to creating an environment where wellbeing flourishes
and is the only way to true, lasting employee engagement.

More than 1,600 companies around the globe rely
on Cornerstone OnDemand’s specialized, unified
talent management suite to develop leaders, recruit
top talent, manage performance, and engage their
employees. Find out more by visiting csod.com.

©2014 Cornerstone OnDemand, Inc. All Rights Reserved.

csod-cp-leadership-022014

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Business Performance & Strategic HR

Cornerstone OnDemand

Presented by: Mike Erlin, Managing Director, Australia & New Zealand Some questions we answer: Compliance •Where do the highest risk levels reside & why? •What are my risks if employees do not finish a course on time? Succession Planning •Which employees are ready for a new role? Career Mobility •What are possible career paths based on current role and career interests? Employee Growth •What is my employee’s potential for new roles & how can I best develop them? Learning & Development •What courses drive the most impactful development? •How can I effectively assign courses & optimise our catalog?

Embracing Disruption: How One Multinational is Changing its Approach

Cornerstone OnDemand

Emerging Trends in Learning & Performance: Shift Your Performance Discussions...

Cornerstone OnDemand

In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions. In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.

Learning and Business Impact: Making the Case through Metrics and Analytics

Cornerstone OnDemand

Revising your Enterprise Learning Strategy: It Starts with Commitment

Cornerstone OnDemand

As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee. During this spotlight webinar, viewers will learn: •How AthenaHealth took a contemporary approach in developing their learning strategy. •Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture. •The risks and rewards in overhauling your organization’s learning strategy.

Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1

Cornerstone OnDemand

In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.

Preventing Staff Burnout: Strategies for Happier Staff and Healthier Patients

Cornerstone OnDemand

There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position. According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons. In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.

Shifting Away From Annual Performance Reviews to Increase Productivity and En...

Cornerstone OnDemand

Driving Engagement: The Link Between Staff Buy-in and Quality Care

Cornerstone OnDemand

Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement? The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue. In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions: Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.

Onboarding in Healthcare that Sticks: It's More Than Just the Paperwork

Cornerstone OnDemand

Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing. That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem. The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day. Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include: -The importance of strong onboarding on day 1 -How to set clear goals and expectations from the beginning -The importance of opening up job-roll-specific training early in the onboarding process

Recruiting & Onboarding First Looks - Oct. 16

Cornerstone OnDemand

This presentation discusses upcoming enhancements to Cornerstone's onboarding and recruiting features. Key updates include allowing offer letter approvals directly from the universal profile and hiring dashboard, adding an interviews widget to the hiring dashboard, enabling multiple locations on requisitions, allowing applicants to apply without an account, customizing requisition field access, enhancing internal job search, and creating custom applicant sources. The presentation provides overviews and use cases for each new feature.

Performance, Comp, Succession First Looks - Oct. 16

Cornerstone OnDemand

This presentation discusses upcoming enhancements to Cornerstone's performance, compensation, and succession modules. The enhancements include: 1) Allowing feedback to be included in goal rating sections of performance reviews. 2) Enabling electronic signatures for validating observation checklists. 3) Providing the ability to define custom wage types for compensating employees. 4) Expanding succession rating scales to 15 points and allowing decimals in formula metrics. 5) Adding a task review step to succession workflows for senior manager or HR review of succession planning tasks.

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