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October 2009



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December 8, Greater Nashua Human Resources Association,
Increasing HR's Capacity: Learning How Harvard is Developing its HR Staff
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Factor In Talent
Six Sugarbush
Andover, MA 01810
978.475.8424

www.factorintalent.com

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We are all recession weary.  We've seen our budgets cut and our growth slow or stagnate.  Employees in many organizations have been reorganized, many of them more than once.  We are working with new teams, in new ways, with limited resources and unchanged expectations for results.

As I've spoken with many of you, re-engaging your workforce is a high priority.  You realize that the fear that is motivating many people right now is not a long term motivator and will be detrimental over time.

Engagement happens at the individual level. Large engagement surveys provide a great snapshot of our overall engagement levels. To get the most out of every one of our people, it's important to know how engaged each one is individually; to know what they find rewarding in their work.  (HINT:  It's not all about money).

I'd like to introduce a great new, cost-effective tool that can help you and your people understand what is contributing to or reducing individual engagement -- the Work Engagement Profile by CPP. This 24-item self-scorable assessment helps people understand the level of four important intrinsic or psychological rewards they are receiving from their work.  It includes a 20-page booklet with interpretive information about the scores, offers actionable steps and a development planning worksheet. 

This tool provides a platform for critical engagement conversations between managers and their teams.  I'm pleased to make it available to leaders who are faced with re-engaging their team.  I've created four pre-packaged options and am also happy to speak with you about a more customized approach.
  • Option 1
    • The Work Engagement Profile 
    • One-hour individual coaching session for a team member to debrief results, explore the implications, and prepare for an effective engagement conversation with his or her manager.
    • One-hour individual coaching session for the manager to understand  the tool, how to effectively debrief results and explore implications with the team member, and facilitating an effective engagement conversation with the team member based on his or her individual results. 
  • Option 2
    • The Work Engagement Profile  
    • The Manager's Tip Sheet on debriefing the results, exploring implications, and preparing for the engagement conversation.
    • One-hour individual coaching session for the team member  to debrief the results, explore the implications, create an action plan and prepare for an effective engagement conversation with his or her manager.
  • Option 3
    • The Work Engagement Profile for each team member
    • Two-hour TEAM coaching session with up to 10 team members to debrief the results, explore implications, create an action plan and prepare for an effective engagement conversation with their manager.
    • One-hour coaching session for the manager to understand the tool, how to effectively debrief results and explore implications with each team member, and how to conduct an effective engagement conversation withe each team member based on his or her individual results.
  • Option 4
    • The Work Engagement Profile
    • The Manager's Tip Sheet on debriefing the results, exploring implications, and preparing for the engagement conversation.
For more information on any of these options or a customized approach, call me at 978.475.8424 or email eoharvey@factorintalent.com.
Communication Tips for Leadership Success

Employees often rate their relationship with their manager as a key factor in engagement.  Effective communication is critical to a leader's success and their career.  Click here to read more communication tips for leadership success.
 
About Edith Onderick-Harvey

Edith Onderick-Harvey is a sought after consultant,  leadership expert, and speaker. Edith is frequently quoted by the media including: The New York Times, CNN.com, HR Executive, and American Executive. A case study of her work with Harvard University is featured in The Conference Board publication "Evidence-based HR in Action." As the President of Factor In Talent,  Edith is known for her strategic thinking and pragmatic advice which leads to dramatic results. She is committed to working with companies to create sustainable, competitive advantage through their most expensive and, often, least well-managed asset -- people.