2016 MDG Employee Engagement Recap

MDGEmployee Engagement2016 Recap 2016



MDG EMPLOYEE ENGAGEMENT CONTENTS Employee Engagement - what’s it about?.............................................................. 4 MDG’s Employee Engagement process................................................................. 5 MDG Employee Engagement initiatives. .................................................................6 Employee Engagement in action. ........................................................................... 9 And now. ............................................................................................................... 103

Employee Engagement - what’s it about? Satisfaction = casual dating Drives retention – until something better comes along. Engagement = long-term commitment Drives brand promise delivery, customer satisfaction, and positive business results.What makes a company Satisfaction vs. Engagement but you’re going to invest in it. Soexcel? employee engagement not only You’ve probably heard of employee drives retention, but, because ofIs it what they do? How they do it? satisfaction. Think of employee that investment, it also drivesWho does it? It’s all of these. satisfaction as casual dating. The delivery of your brand promise, relationship is decent, fun, and customer satisfaction, andThe union of what your customers comfortable. You’ll stay in that business results.see, hear, touch, and how they relationship…at least untilinteract with you determines their something better comes along. You can’t be invested without alsocustomer experience. Likewise, employee satisfaction being emotionally engaged. drives retention, but doesn’t spur Employee engagement isDelivering a superb customer real investment in the relationship. emotional. The higher theexperience is one of the reasons emotional engagement, the higheremployee engagement is so Employee engagement, on the the connection, loyalty, andimportant. other hand, is a long-term advocacy. commitment. The relationship isBut that’s only the beginning... good...it may have its ups and That’s it – that’s what it’s all about: downs, but it’s solid. You’re not only going to stay in that relationship, Employee engagement.4

MDG’s Employee Annual& Employee&Engagement process Engagement&surveyMDG’s formal focus on Employee Engagement started Subgroup& Initial&survey&in December 2013 when the first MDG employee work resultsengagement survey was distributed. We used that Analyze&results;&feedback to establish the first Employee Engagement determine& subgroups Digging& deeper&working group. The idea of the working group was to sessionshelp MDG soar with its strengths related to employeeengagement and also address areas where therewere opportunities for improvement.We use a consistent survey each year so we can look year. The subgroups work throughout the year,at employee engagement year over year. We launching various initiatives and making them part ofdistribute the survey in November/December and the MDG culture so they continue long term.analyze the results by January. Then the EmployeeEngagement working group determines how we’re The following November/December, we distribute thegoing to move forward. We hold digging deeper next survey so we get more feedback from employeessessions if we need to get more context around the on how MDG has improved by implementing theresults and ideas on what to do next. We then initiatives, and the cycle repeats itself with the goal ofestablish subgroups and determine our actions for the continual improvement and increased engagement. 2016 MDG Employee Engagementworking group, broken into subgroups Steve Radomski, sponsor Project Training & Career RecognitionCommunication Advancement Sergio (LA) Sheena (DEN) Matthew (DEN) Tom (HOU) Ken (DEN) Ken (DEN) Amit (LA) Tom (HOU) Kokou (DEN) Judy Katherine (BAL) Jared (LA) Elba (LA) Amit (LA) Ed ((DEN) JudyClient Interaction Maniacs Ed (DEN) Megs (DEN) Megs (DEN) Noreen (DEN) Sergio (LA) Justin (HOU) Jared (LA) Ross (DEN) Kathleen (DEN) Tahlya (DEN) Natasha (HOU) Katherine (BAL) Mike (BAL) Cat (LA) Judy 5

2016MDG Employee Engagement initiativesThe 2016 subgroups’ mission statements and initiatives follow.Project Communication Training & Employee enhancing opportunities that Development not only help MDGers, but alsoElevating internal communication make employees greaterthat improves our customer At MDG, we empower our contributors to the company.experience. employees to achieve personal They also absorbed the former and career advancement by Mind & Body subgroup in honorThe Project Communication promoting continual of developing the whole person.subgroup drove grassroots improvement.initiatives that boost Initiatives included:communication across project Recognizing that training and • Weekly emindersteams to reduce emergencies development are instrumental to a • A list of society, organization,and surprise deadlines. successful career, this subgroup looked at initiatives across all and training opportunitiesInitiatives included: roles at MDG to identify career- across all MDG roles• Project meeting agenda • A “first 90 day” skills list for new FDs and MEPs, integrated template into the new hire packet• Task log template • A list of milestones for reaching• Meeting topics, tips, and the next level of these roles • Project manager training, checklists scoped for 2017 to boost the• Improved file structure so skills and talents of our project managers, which ultimately will information is easy to find boost the energy and performance of project teamsThese tools are located on theR: drive. Please use these toolsand add your own to the folderto improve ongoing projectcommunication. 6

Employee Recognition Client Interaction It’s been a pleasure to be the lead for an EE Working Group andProvide MDG with an Increase opportunities for client have a higher exposure to MDG’senvironment in which interaction and engagement to policies and philosophy. Therecognition and appreciation for enhance the employee (and collaboration with other MDGersall MDGers, and their inherently the client) experience. in creating a better workoutstanding contributions and environment has been enrichingachievements, is encouraged Many MDGers don’t have the for me, and the response fromand reinforced. opportunity to interact with our management to our initiatives a clients regularly, so it’s more rewarding feeling to our efforts.Recognition has consistently difficult for them to understand Definitely something all of usbeen a low scoring category on clients’ challenges and how MDG should participate in!the employee survey, so this solves them. This subgroupsubgroup attacked the issue identified opportunities for every – Sergio Colominaswith energy. MDGer to have client interaction. 7The team ensured all MDGers Initiatives included:are recognized as important • Facility tours – to date, nearlymembers of the company and,as well, that those going above every MDGer hasand beyond are recognized for had the opportunitytheir exceptional contributions to tour ato colleagues, clients, and the maintenance facilitybusiness. which MDG has helped designInitiatives included: • A virtual facility tour• “Get to know your team” which will enable MDGers to website page experience a facility• MDG’s first formal employee if a physical tour is not readily available recognition program • An ongoing list of• Solid Rock annual client interaction events, from design recognition complement charrettes to facility• Recognition motivators open houses to a vendor-sponsored beer tasting event“The employee engagement working group createsopportunities for everyone to become closer and eachsubgroup brings forth positive initiatives, constantly striving tomake MDG a great place.” – Katherine Kang

Maniacs MDG idea boxTo facilitate fun-filled opportunities The MDG Idea Box exists so youdesigned to build community, can submit ideas to improvecamaraderie, and better working employee engagement at anyrelationships in the MDG family. time. Over the past year, ideas that have be submitted andThe Maniacs have been implemented include:championing community as partof Employee Engagement for • Friday afternoons offthree years now. This subgroup during the summeris regularly instigating fun andinstilling energy and unity into • FD monthly inter-officethe MDG workplace, across all lunch meeting to preparelocations. for the FD meetingsEvents this year included: • Chart that serves up the• Healthy, rainbow, and holiday various working groups at MDG and their purpose, potlucks used during the• First day of summer onboarding process celebration• Pirate day celebration• Pumpkin decorating/chili cook-off contest• MDG happy hoursThe Maniacs Facebook pagecontinues to be a place to sharefun and work photos in our officesand on project sites. Join us onFacebook! 8

Employee Engagement in action Outstanding progress and improvements thanks to the passion of the employee engagement working groups. – Steve Radomski ......................................... – 9

And now...Next steps Join us in celebrating the initiatives of the Employee EngagementA big “Thank you!” goes out to every working group...member of the Employee Engagement and get ready to ride into 2017 withworking group, each of whom invested the most recent Employeetheir time and talents to make MDG an Engagement survey results!even better place to work. Thanks to the Employee Engagement working group, we canAnd now it’s your turn. The 2016 onboard new employees better, streamline projectEmployee Engagement survey will communication, help MDGers grow in their knowledge andcome out soon. Let us know how careers, and have more fun. Empowered employees empoweringwe’re doing. Let us know where we employees!excel and in what areas we can dobetter. Then join us on the Employee – Don LeidyEngagement working group. We needgreat people who want to make a 10difference. We need you!