{"id":1186,"date":"2018-09-26T04:33:34","date_gmt":"2018-09-26T04:33:34","guid":{"rendered":"http:\/\/grosum.com\/topTalk\/?p=1186"},"modified":"2018-09-26T04:33:34","modified_gmt":"2018-09-26T04:33:34","slug":"robin-employee-engagement","status":"publish","type":"post","link":"https:\/\/grosum.com\/topTalk\/robin-employee-engagement\/","title":{"rendered":"Robin Elledge, President, Janus Coaching + Consulting"},"content":{"rendered":"

\"\"<\/a>Robin Elledge<\/a>\u00a0has spent the past 30 years honing her skills as a respected business leader and results-oriented change agent. She is currently an Executive\/Leadership coach and HR\/OD consultant through her company, Janus Coaching + Consulting. She is also currently an Adjunct Professor at the University of Southern California (USC) in their Masters, Human Resources program.<\/span><\/p>\n

Robin\u2019s previous business experience includes roles as Chief Administrative Officer at an entrepreneurial firm that grew 400% during her tenure, SVP, HR at a publicly traded retailer which was a Fortune Best Places to Work organization, and Chief People Officer at a large publicly traded hospitality company during a period of complete financial restructuring, reorganization, and acquisition. During her many roles, she\u2019s developed specific expertise in Organization and Leadership Development, employee engagement, and ensuring alignment between a company\u2019s people and business strategies.<\/p>\n

Robin has an MBA from USC and earned an SPHR and a coaching certification (ICF). She has spoken at numerous meetings and conferences and published several blogs\/articles and two books on team building.<\/p>\n

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What does employee engagement mean to you?<\/h1>\n

Employee engagement<\/a> can be expressed as a continuum. Employees at one end of the continuum can be described as actively disengaged. They\u2019re often unhappy and may work against the best interests of the company.<\/p>\n

Moving up the continuum are those employees who do what\u2019s required to keep their jobs, but not much more. These employees are not engaged and are extrinsically motivated by their paycheck, benefits or other reasons external to their own feelings of satisfaction.<\/p>\n

At the other end of the continuum, the end we\u2019re targeting is where the engaged employees live. They work with passion, commitment, and drive. They go the extra mile. They work towards achieving results on behalf of the company because they want to, not because they\u2019re told to or are paid to. Engaged employees are intrinsically motivated. They work hard because achieving goals, completing tasks, and seeing their team and company succeed is satisfying.<\/p>\n

How to measure employee engagement?<\/h1>\n

Employee engagement can roughly be measured with metrics like turnover, absenteeism, safety incidents, and shrinkage (in retail), etc. The lower these numbers, the better the employee engagement and the higher their productivity. Additionally, you can\u2019t have strong sales, EBITDA, or customer satisfaction without engaged employees, although there are factors beyond just engagement that impact business results.<\/p>\n

Surveys (homegrown or purchased) can be helpful. The results of questions like \u2018I would recommend (company<\/em>) as a great place to work\u2019, \u2018I am proud to work for (company<\/em>)\u2019, \u2018I rarely think about looking for another job\u2019, or \u2018I see myself still working at (company<\/em>) in two years\u2019 can be very telling when viewed over time. Gallup\u2019s Q12<\/sup> is a good, simple, though pricy survey that can be purchased.<\/p>\n

What are the common causes of employee disengagement?<\/h1>\n