Employee energy measurement and energy vs. engagement

Copyright © 2015, Theresa M. Welbourne, PhD1
Assessing the Level of
Energy in a Company
Theresa M. Welbourne, PhD
FirsTier Banks Distinguished Professor of Business
University of Nebraska-Lincoln
Founder, President and CEO, eePulse, Inc.
Affiliated Research Scientist,
Center for Effective Organizations
University of Southern California

Copyright © 2015, Theresa M. Welbourne, PhD2
The Story of Growth

Copyright © 2015, Theresa M. Welbourne, PhD
Grow and Innovate
3

Why Energy?
Energy defined = The ability to do work
4
Growth and Innovation Require Employees Who Work

Research Story
5

Initial Public Offerings
• Selected cohorts of firms by year that went IPO
• 1988, 1993, 1996 (biggest year), 2011, 2012, 2013, 2014
• Case studies with firms that went public (deep dives)
“Fruit flies of management”
Data Sources =
Prospectus (archival data),
Surveys to executive teams,
Archival data for financial and
survival status
6

Diverse Samples
7

The Classes of 1996 and 1993
• What happened to them?
• 1996 - 38% of the firms survived as of 2006
and 22% were thriving
• 1993 – 20% alive 20 years out
8

Learning
• FIRST – Formula for winners: Sense of urgency
high but balanced with valuing employees
• SECOND –Balance = optimal energy for me
9

Small Side Track
Energy and Engagement
10
Engagement gets you retention
Proud, willing to stay
Helping out, positive and friendly
Employees getting what they need at work
Not always doing what is needed to succeed
Engagement is necessary but
insufficient for high performance
Energy sustains high performance
Passion, sense of urgency
Moving forward fast and faster
Innovating, moving in the right direction
Uncomfortable perhaps but
successful and focused on winning
Engaged

Today’s news tells us over 70% of US
workforce is disengaged
11

Companies have been running
annual engagement surveys
for at least 20 years and
spending billions on action
plans.
What’s NOT
working?
12

Maybe the numbers
are wrong.
What if the tools we
are using do not fit
the job?
13

Today’s tool of choice:
Annual or every other year
engagement survey
14

Do you use your
annual report
to run your
business?
15

The annual report is a historical
accounting of the company’s financial
performance from last year.
16

Engagement
surveys are the
human capital
annual report.
17

Measure Energy
Optimize Employee Ability to do Work
18

Energy must be
measured frequently.
Trending is key for
usability and
predictability.
19

Measurement of Energy at Work
20
In Physics:
What does it
take to increase
temperature by
one point?
At work:
What does it take
for employees to
be at their best,
or most
productive,
energy levels?
NEED TWO NUMBERS
Working Energy
Optimal Energy

First Number
Working Energy
21
Energy measurement, metrics and reporting are all copyright
protected by eePulse, Inc. Do not use or copy without
permission.

Second Number
Optimal Energy
22
permission.

1. Working Energy
2. Optimal Energy
3. (Energy 1)
– (Energy 2)
ENERGY GAP
Energy
Diagnostics
23
6.94
7.79
-.85
What’s your Energy?
permission.

Take a Test Drive
www.asktolead.com
24
Energy measurement, metrics and reporting are all copyright protected by eePulse, Inc. Do not use or copy without permission.

Leader Energy and Performance
25
Firm Performance
Level
Average
Gap Score
Very High -0.57
High -0.54
Average -0.83
Low -1.32
Very Low -1.58

Leaders are FINALLY Doing Better
26

Gap is About Being in THE ZONE
27
MORE GROWTH – MORE INNOVATION
Being in and staying in the zone leads
to POSITIVE OUTCOMES

Why Ask to Lead?
28
Ask the right kind of
question to manage the
company conversation. In
most cases, we ask non-
strategic questions that do
not lead to inspirational,
energizing dialogue. Ask
the right questions to lead
and achieve business
goals.

Intervention #1
29
Direction and
redirection are
critical for high
performance

Intervention #2
30
Bring the Outside In

Intervention #3
31
Routinizing Randomization
October, 2012, Inc. Magazine (on line story) by Dr. Welbourne

Intervention #4
Recognition
32

Outcomes from Energy Pulsing
• Sales improves because sales team members track energy and
learn how to prepare themselves for a successful day, week.
Sales leaders share best practices.
• Leaders find hot spots in organization that need help and
intervene in real time
• Predictive metrics help leaders
proactively lead the business
• ROI as high as 2,000% when
managers act on employee ideas
that come through
• Call center turnover reduced
by over 30% in 6 months
33

The Magic?
34
We know what to do.
We don’t magically know WHEN to do it.

Questions and Discussion
35

Employee energy measurement and energy vs. engagement

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