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G- B-: THE GB LEADER

Associate Engagement

OVERVIEW: SECTION 9—ASSOCIATE ENGAGEMENT
PURPOSE

The purpose of this section is to:
 Review national engagement survey data and understand as how managers can
improve
TIME

11:00 am –11:45 am
45 minutes
SLIDES

From 9-1 to 9-7

PARTICIPANT PAGES:31-32

From 31 to 32

PREPARATION

N/A

ADDITIONAL MATERIAL NEEDED

National Engagement Survey Slides

2015 (Sample copy, B. Kinnaman)

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POWERPOINT SLIDES

FACILITATOR INSTRUCTIONS

PARTICIPANT
PAGES

ASSOCIATE ENGAGEMENT
SLIDE 9-1

SAY:

SLIDE 9-2

We have covered a lot of ground throughout
this session. Now it’s time to take a look at
associate engagement.
As part of our learning, we will explore the
associate engagement survey. The survey
provides important feedback from our
associates and helps us as leaders improve our
behaviors, while helping to build an
extraordinary place to work.

DO:

Click to advance slide.

SAY:


SLIDE 9-3

Associates are fully engaged when they are
eager to give their discretionary effort to
[Company].
What does discretionary effort mean? (Allow
one minute for responses)
Discretionary effort is when an associate goes
above and beyond his/her job responsibilities
– just because they want to.

DO:

Click to advance slide.

SAY:

Gallup says there are 3 types of associates:
engaged, not engaged and actively
disengaged.

DO:

Click to advance build.

SAY:

Engaged: associates work with passion and
feel a connection to their company

DO:

Click to advance build.

SAY:

Not engaged: Associates are essentially
“checked out”

DO:

2015 (Sample copy, B. Kinnaman)

Click to advance build.

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SAY:



Actively disengaged: Associates are
undermining what leaders are trying to
accomplish
How many associates do you think fall into
each category?
First, we’ll talk about engaged associates. Can
someone share their guess? (wait for guess)
According to various surveys, only 26% of the
workforce is engaged.

DO:

Click to advance build.

SAY:

How about not engaged associates? Does
someone want to share their guess? (wait for
guess)
According to surveys, 55% of associates are
not engaged.

DO:

Click to advance build.

SAY:

Finally, actively disengaged associates. What
did you guess? (wait for guess)
According to surveys, 19% of associates are
actively disengaged.

DO:

Click to advance build.

SAY:

As you can see, three-quarters of associates
working in the U.S. today are not engaged or
are actively disengaged. That’s a problem.

SAY:

Page 31

2015 (Sample copy, B. Kinnaman)

On page 31 in your Participant
Workbook, you’ll see three questions about
the types of associates - Engaged, Not
Engaged, and Actively Disengaged.
In your workbook, answer each question
based on your own experience.

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DO:

After two minutes ask the participants
to share their answers with others at their
tables.

SLIDE 9-4
SAY:

In a minute, we will look at our organization’s
engagement and how we measure up. But
first, let’s check out our personal engagement.

DO:

Click to advance slide.

Join me on page 32 of the Participant
Workbook and take three minutes to complete
this self-assessment. Your answers will be
personal, but we’ll discuss some points to
reflect upon.

Page 32

DO:

Wait a few minutes for participants to
complete.

SAY:

The themes in this assessment are about your
personal level of engagement as leaders.

Look at your scores; how many fives do you
have? Where are your scores low?

A leader’s actions play a significant role in
associates’ engagement. The exercise we just
did measures the actions that you could be
taking to drive engagement.
Engagement is an outcome – it is the result of
our behaviors as leaders. If we are not fully
engaged and engaging - we can’t expect that
associates will go above and beyond.
As we continue on this journey, keep in mind
your own level of engagement and how it
impacts others. From this exercise and the
survey results we are about to review, you will
take away some learnings to help you build
engagement on your team.
Is everyone is the room familiar with the
Associate Engagement Survey? Each year,
associates are asked to complete a survey
rating the company on a variety of different

2015 (Sample copy, B. Kinnaman)

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SLIDE 9-5

categories: safety, communication, benefits,
overall working environment, etc.
Leaders, like you, are responsible for taking
the results and implementing action plans in
their Business Units and teams to address the
associate feedback.
By a show of hands, who has seen the results?
This next slide shows us the dimensions of the
GB engagement survey worldwide. In a
minute I will assign each table a dimension to
discuss.

DO:

SLIDE 9-6

Click to advance slide.

Assign each table one of the following
dimensions on the associate engagement
survey and ask each table to discuss that
dimension.
o Promotions/Progress Opportunities
o Recognition
o Collaboration/Teamwork
o Training/Development

They should discuss it for 10 minutes and
then select the member of the table who has
lived in the most states to report out the
group’s ideas.

SAY:

As we create an extraordinary place to work,
our measures of success is associate
engagement. We need to regularly understand
how engaged our teams are and develop and
implement specific action plans to address
issues and increase engagement.

DO:

Click to advance slide.

SAY:
SLIDE 9-7

2015 (Sample copy, B. Kinnaman)

This brings us to our next What to Do on
Monday. We’ve reviewed our engagement
scores and your own assessment of your
individual level of engagement. Now I’d like
you to think about what you can do on
Monday to raise your individual assessment
scores, thereby increasing the engagement on
your team.
Turn to page 42 in the Participant Workbook
to complete this activity.

Page 42

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Following the activity, we’ll break for lunch!

DO (AT END OF WTDM):

2015 (Sample copy, B. Kinnaman)

Click to advance slide.

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