Annette Butler's Discussions
Employee Enagement: The Missing Link to Federal Results
Started Mar 9
Welcome! Annette Butler's (MSPB) Page
Latest Activity
Check out MSPB's February 2009 Issues of Merit Newsletter, see the first article for the subject article. Here is a link:
http://www.mspb.gov/netsearch/viewdocs.aspx?docnumber=396435&version=397287&application=ACROBAT
or visit: www.mspb.gov and ...
Profile Information
- Who are you?
- Public Affairs Rep at MSPB
- What is your interest or involvement in employee engagement?
- US Merit Systems Protection Board Research Project
- Where are you located?
- Washington DC
About
Latest Activity
I'm in a firm that does engagement surveys. We have wrestled with the distinction between engagement and satisfaction and now have an approach that we believe isolates engagement and provides specific insights into actionable activities. My name i...
Leigh - I was very closely involved in a reshaping of an EE survey for over 100,000 staff. I hesitate to reply as my experiences stem from a large organisation and most of what I can offer is regrettably on the don'ts and tending towards the usele...
When employees come to talk to you, do not carry the "I am very busy" look.
Two ears, one mouth - listen more than you speak!
Thanks Ben, that is really useful. I have to admit to not having had chance to read this myself yet. I was just forwarded the link by a journalist friend who thought it might be of interest. It's good to get the opportunity to hear somebody else v...
I have not personally read the UK Government review of employee engagement titled "Engaging for Success".
But a very dear friend of mine, one of the very few people I know who fully understands engagement having done it himself, did review it and...
A group to help people working in the UK find each other and to offer assistance to visitors coming over for work or just passing through
Hi - this may be of interest...if you haven't seen it already.
Press release: http://www.responsesource.com/releases/rel_display.php?relid=mQXEQ
Govnt report: http://www.berr.gov.uk/files/file52215.pdf
BTW - I'm still looking for participants f...
Write a positive feedback on a post-it note and secretly stick it in eye-sight for a suprise positive start in the morning.
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Manager Tools for Empl...
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Comment Wall (4 comments)
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I was so glad you posted to the Engage-5 for my own website. I think some of the fine contributions you made got lost at this site. I will see if I can rekindle the focus.
David
Welcome to the employee engagement network. I am conducting a session 14 management provocations in Washington in 2 weeks and look forward to spending time seeing DC with my wife. Any must see recommendations?
David
In this era of dwindling resources, Federal agencies continue to experience pressure to improve results while an increasing number of their employees reach retirement age and the struggle to find talented new employees intensifies. Federal agencies can continue to thrive in this atmosphere by employing management strategies that will fully engage their employees. In the U.S. Merit Systems Protection Board’s (MSPB) recent report, The Power of Federal Employee Engagement, MSPB notes that employees who are fully engaged tend to work in agencies that have better programmatic results, use less sick leave, and are less inclined to leave their agency.
Employee engagement is a heightened connection between employees and their work, their organization, or the people they work for or with. Federal employees are more engaged when they have pride in what they do and where they do it, are satisfied with their agency leadership, have an opportunity to perform well at work, are satisfied with the recognition they receive, have some prospect for future personal and professional growth, and work in a positive environment where there is a focus on teamwork. “Federal supervisors and managers have an important role to play in engaging employees—those who are successful in engendering these attitudes will lead a more engaged work force that will produce better outcomes for their agencies,” observes Chairman Neil A. G. McPhie.
MSPB’s report is based on results from the 2005 Merit Principles Survey of over 35,000 Federal employees. It reports that about one-third of Federal employees were fully engaged, almost one-half were somewhat engaged, and the remaining 17 percent were not engaged. There were differences in the level of employee engagement among different groups of Federal employees. For example, more members of the Senior Executive Service (SES) were fully engaged than supervisory employees, who were, in turn, more engaged than nonsupervisory employees. In addition, there were wide differences in the engagement level of employees of different agencies—in some agencies almost half of the employees were fully engaged while in others, only about one-quarter were engaged.
Among the actions that agencies can take to improve the engagement level of their employees are ensuring a good fit between employees and their jobs, managing employee performance with the attention it deserves, stimulating employee commitment, and recruiting and selecting supervisors based on their supervisory proficiency instead of solely on their technical expertise. “By establishing a link between employee engagement and agency outcomes,” says McPhie, “we hope to refocus attention and energy on management practices that can increase the level of employee engagement in Federal agencies.”
The MSPB is an independent, quasi-judicial agency that protects Federal merit systems and the rights of individuals within those systems. To request a free printed copy of the report, e-mail STUDIES@mspb.gov; call (202) 653-6772, extension 1350, or write: Merit Systems Protection Board, Office of Policy and Evaluation, 1615 M Street NW, Washington, DC 20419. The report may be downloaded from the "MSPB STUDIES" page of the Board’s website at www.mspb.gov.
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