How to maintain employee engagement in difficult economic times, based on proprietary research.

1. Beating the Bear Market with Engaged Employees Mark Hirschfeld & Leigh Branham February 2009

4. Trust Hope Worth Pride Four Basic Needs of People at Work

8. Engagement is Linked to Key Business Outcomes If we get more employees engaged…. They will take even better care of our customers… Who will come back more often and tell their friends! Higher engagement scores…. .creates more loyal customers……which improves our bottom line. ( Lower employee turnover, less absenteeism, higher productivity, higher revenues/backlog, more client retentions, etc.)

10. The Rise of Engagement Mean Scores 4.9 5 5.1 5.2 2005 1 st half of 2008

11. Twice As Many Employers Had Lower Engagement Scores in 2008 than in 2007 63% had lower scores (134) 37% had higher scores (76%)

13. Differentiator #1: Setting a clear, compelling direction that inspires trust and confidence +3.65 Gained Ground Lost Ground -6.16

16. Differentiator #2: Open, Honest, Two-Way Communication Lost Ground -7.29 Gained Ground +3.53

20. Differentiator # 3: Continued Focus on Career Growth, Learning, and Development +3.23 Gained Ground Lost Ground -6.09

21. The Job-Challenge Life Cycle Overwhelmed Happily Challenged Smooth Sailing Bored New Challenge Indifferent Source: Rob Bennett, Passion Saving: The Path to Plentiful Free Time and Soul-Satisfying Work

24. +4.08 Gained Ground Lost Ground -6.18 Differentiator #4: Recognizing Employee Contributions

27. Differentiator #5: Commitment to Employee Well-Being +6.67 Gained Ground Lost Ground -3.56

32. Employees Can Be Re-Engaged! Start with enthusiasm Quit-Stay Question decision Disillusioned Consider quitting Search for options Receive offer “ Quit or stay?” Engaged Employees