The webinar "Employee Engagement: Practical Tips for a more productive culture in the workplace" I ran for the Chartered Institute of Logistics & Transport Australia (CILT Australia) was well received and the feedback and questions I got afterwards were thought provoking. For those that missed it this is the presentation. The sound recording can be accessed here: https://www.cilta.com.au/documentdetails-law-and-hr-i29 The brief for it as published by CILT Australia was the following: Event Description: What is the difference between motivation and employee engagement? In this presentation the view that employee engagement should be the preferred target will be analysed. Why is employee engagement important? Practical ways to assess the Productive Culture in the workplace will be discussed. What is the link between employee engagement and job satisfaction? What are the elements that constitute job satisfaction? Practical examples on how these elements can be further stimulated will also be in the offing as well as the opportunity to download free material that will assist you to assess the existent culture of your team and make your team more effective. Guest Speaker: George Vrakas (MBA, CMILT) Procurement Manager ANL Container Line (the CMA CGM Group)

1. George Vrakas
WEBINAR
Employee Engagement:
Practical tips for a more Productive
Culture in the Workplace.
www.george-vrakas.com

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George Vrakas MBA / CMILT
Procurement Manager
ANL CL (part of the CMA CGM Group) /
CILTA VIC Executive Committee Member /
blogger
http://george-vrakas.com/about/
About

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Purpose
To provide a framework and
practical tools to assess and
increase employee engagement
in the workplace.
www.george-vrakas.com

4. Agenda
A. Employee engagement (overview)
B. Models for job satisfaction
C. 10 Practical ways to assess and
increase employee engagement.

5. “Researchers such as Harvard Business
School’s Teresa Amabile have found that
external rewards and punishments
both carrots and sticks can work nicely
for algorithmic [routine] tasks. But they
can be devastating for heuristic [non-
routine, creative] ones“.
Daniel Pink - DRIVE
A. Employee Engagement
Research from McKinsey detail that routine
(labour intensive) work accounts for
30% job growth versus non-routine work
(knowledge intensive) job growth of 70%.

6. MODEL 1
“Those three things – autonomy, complexity,
and a connection between effort and reward
– are, most people will agree, the three
qualities that work has to have if it is to be
satisfying.” —
Outliers, Malcolm Gladwell
MODEL 2
SCARF – Status / Certainty / Autonomy /
Relatedness / Fairness
A brain based model for collaborating with
and influencing others, NeuroLeadershipJournal
B. Job Satisfaction

7. 1. Trust / Accountability
2. SMART and Well Aligned Goals
3. Productive Culture Survey
4. NPS Survey models
5. Feedback and One on One meetings
6. Ideas Charter
7. Product Development
8. SWOT analysis
9. Guest Speakers Forum
10. Other
C. Practical Tips for Employee
Engagement

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1. Trust / Accountability
• Basis of every positive relationship
TRUST
• 13 Behaviours that built Trust (Stephen M.R Covey)
• Character Behaviors
• Competence Behaviors
ACCOUNTABILITY
• “A personal choice to rise above one’s circumstances and demonstrate the ownership
necessary for achieving desired results.
See It, Own It, Solve It, and Do It.”
The Oz Principle, R. Connors et al
“Don’t just report a problem, recommend a solution”.
USEFUL RESOURCES:
• The Speed of Trust – Stephen M.R. Covey (Book)
• 13 Behaviors of a High Trust Leader – Stephen M.R. Covey (e-resource)
• The Oz Principle - Roger Connors et al (Book)
www.george-vrakas.com

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2. SMART and Well Aligned Goals
CLEAR:
• Use SMART approach or a least MT
• Specific / Measurable / Attainable / Relevant / Timely
• Get commitment or buy in
WELL ALIGNED:
‘Without the alignment of the corporate and supply strategies the firm will not be able
to deliver on its chosen approach”
Strategic Supply Management: Principles, theories and practice, Paul Cousins et al
“Alignment of External Environment, Strategy, Capabilities, Culture, Systems, People,
Leadership, Structure, Communications, Perceptions” is a key element of a winning
organization.
The First XI – Winning organizations in Australia , Hubbard et al
USEFUL RESOURCES:
• Employee Engagement Ideas by Elizabeth Lupfer (e-resource)
• Top Reasons Why Employees Don’t Do What They Are Supposed to Do—as reported
by 25,000 managers by David Witt at Blanchard Leaderchat (e-resource)
• The First XI – Winning organizations in Australia , Hubbard et al (Book)
www.george-vrakas.com

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3. Productive Culture Survey
• SURVEY
1. Do I know what is expected of me at work?
2. Do I have the materials to do my work properly?
3. At work, do I have the opportunity to do what I do best every day?
4. In the last seven days, have I received recognition or praise for good work?
5. Does my supervisor or someone at work seem to care for me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission of my company/department make me feel like my work is
important?
9. Are my co-workers committed to doing quality work?
10.Do I have a best friend at work?
11.In the last six months have I talked with someone about my progress?
12.This last year, have I had opportunities at work to learn and grow?
Marcus Buckingham, First Break all the Rules
USEFUL RESOURCES:
1) DOWNLOAD the Survey Calculator by pressing here
2) Marcus Buckingham, First Break all the Rules
www.george-vrakas.com

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Productive Culture Survey cont. www.george-vrakas.com

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4. NPS Survey
Key Question:
How likely is it that you would recommend our company to a friend or
colleague?
ALTERNATIVES:
TEAM:
Considering your complete experience with the [insert name of team], how satisfied are
you with the products and services that the [insert name of team] provides?
INDIVIDUALS:
Considering your experience working for [insert team or company name], would you
recommend to others to join [insert team or company name] when a position becomes
available?
USEFUL RESOURCES:
How can you measure Employee Satisfaction using an NPS® survey?
www.george-vrakas.com

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5. Feedback / One on One meetings
Feedback Model – 4 steps
1) “May I give you some feedback? May I share something with you?” ·
2) “When you…” Talk about their behavior.
3) “Here’s what happens…” Describe the impact.
4) “How can you do this differently?” or “Thanks – keep this up.” For negative
feedback, ask them to suggest the change.
Mark Horstman, Manager Tools
One on One meetings
•30 minute structured weekly or bi-weekly meetings with each team member to
discuss i) what’s on their mind ii) what’s on your mind iii) future development.
USEFUL RESOURCES:
Employee Engagement isn’t Rocket Science by Jenny Hayes Rhoten
Feedback Model -Mark Horstman, Manager Tools
One on One Model – Manager-Tools.com
www.george-vrakas.com

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6. Ideas Charter
Where do you store your best ideas?
USEFUL RESOURCES:
1) Ideas Charter Template
www.george-vrakas.com

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7. Product Development
1) THE 70/20/10 model
The 70/20/10 Model is a business resource management model pioneered by Eric
Schmidt and articulated about Google in 2005.
This model dictates that, to cultivate innovation, employees should utilize their time in
the following ratio:
• 70% of time should be dedicated to core business tasks.
• 20% of time should be dedicated to projects related to the core business.
• 10% of time should be dedicated to projects unrelated to the core business.
Wikipedia
2) Steps for Product Development
• Every 2 months ask team members to select a change initiative (or Product) from the
Ideas charter or something else that is of importance to them.
• They can then proceed to develop it as a pet project when time allows.
• This is to be presented to the team in two months time.
• After 3 products are produced (6 months) the team can vote for the most successful /
valuable / useful product over the period.
• Recognition and Reward should be given to the winner.
www.george-vrakas.com

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8. SWOT analysis
Focus on Strengths / Contribution and review once a year (at least)
USEFUL RESOURCES:
Using SWOT Analysis to Build Team, Align Focus, & Achieve Goals by Karyn Gavzer
www.george-vrakas.com

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9. Guest Speakers Forum
1. During weekly or monthly meetings invite a guest speaker to discuss items of
interest to the team.
2. The team sets the agenda / questions and who would be of interest to invite.
3. Same concept can work for suppliers and customers where an account manager
can be invited to give a short presentation on their business, challenges,
opportunities and suggestions towards working better together.
www.george-vrakas.com

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10. CTP (Cross Training Pairs) / Mentors etc
CTP
Project outcome, methodology and calculation is reviewed by a colleague
before final submission to management.
Mentors
Assign a mentor to members that take on new projects (or members that
need more guidance).
Email Curators
Everyone can benefit from this. After important emails are drafted these
are reviewed by a colleague (the email curator) to ensure coherence,
easiness to understand the content and appropriateness.
Sharing Successful Stories
On a monthly/periodic basis ask each team member to share something
that they are proud of from the previous month or period.
www.george-vrakas.com

19. Thank you
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George Vrakas MBA / CMILT
Procurement Manager ANL (CMA CGM)
/ CILTA VIC Executive Committee Member
/ blogger
LinkedIn:
http://au.linkedin.com/in/georgevrakas
Contact Details:
http://george-vrakas.com/contact/