Key Strategies to Increase Engagement, Productivity, and Employee Satisfaction

In agencies where employee work passion is high, people willingly exert discretionary effort. They talk positively about the organization to friends and family. They support their colleagues without it being a required part of their job. They are loyal. They intend to stay, perform well, and inspire others.

Employees who have work passion generally have:

  • A sense of meaning beyond simply making a salary
  • The autonomy and flexibility to give their all at work
  • Opportunities for growth, collaboration, and feedback
  • A sense of connectedness to their managers and colleague

Join The Ken Blanchard Companies for a complimentary webinar and online chat beginning today at 12:00 noon Eastern (9:00 a.m. Pacific Time).

In this webinar, Drea Zigarmi, PhD, Researcher, and Founding Associate at The Ken Blanchard Companies will show you how Employee Work Passion creates a positive emotional state of mind, which results in desired attitudes and behavior including a willingness to apply discretionary effort, long-term commitment to the agency, peak performance, and employee satisfaction.

This webinar is free and seats are still available if you would like to join over 800 people expected to participate. Immediately after the webinar, Drea will be answering follow-up questions here at How Gov Leads for about 30 minutes. To participate in the follow-up discussion, use these simple instructions.

Instructions for Participating in the Online Chat

  • Click on the LEAVE A COMMENT link below
  • Type in your question

It’s as easy as that! Drea will answer as many questions as possible in the order they are received. Be sure to press F5 to refresh your screen occasionally to see the latest responses. We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies.

  1. #1 by Janet on June 6, 2012 - 10:07 am

    How much of your research was focused on the antecedents, specifically Job Characteristics? What area of your reserach would you expand on if you could?

  2. #2 by David Witt on June 6, 2012 - 10:11 am

    Hi Everyone–I’m here with Drea now–do you have a question?–just type it into the comments box.

  3. #3 by David Witt on June 6, 2012 - 10:12 am

    Drea–here’s a question from the webinar–of the 12 factors, which is the one that most often needs to be addressed in organizations?

  4. #4 by Drea Zigarmi on June 6, 2012 - 10:13 am

    25% of our research was focused on the antecedents. The other 75% focused on intention and appraisal. We have shifted our research for this year and will be publishing 2 pieces on the relationship of the 12 factors and intentions. We want to expand this to examine certain aspects of motivation in relation to the 12 intentions. In 2013, we will publish additional research on motivation and the 12 factors.

  5. #5 by David Witt on June 6, 2012 - 10:15 am

    Here’s another question from the webinar–what’s the best way to get started having work passion conversations with current employees–I don’t want to startle them!

  6. #6 by Janet on June 6, 2012 - 10:16 am

    Drea – you and I spoke on the phone a while back regarding the research that I am doing on middle manager role multiplicity. I would be very interested in talking to you more about possible ways of expanding your research through the reserach that I am going to be doing.

  7. #7 by Drea Zigarmi on June 6, 2012 - 10:17 am

    Of the 12 factors, growth has the lowest score, nationally. Most organizations have not found a way to fund, as well as structure, both career and job development experiences. Instead of putting money into pay increases, organizations should look at ways to create growth opportunities both inside and outside of the organizations. This would give their employees a diverse range of learning experiences. It is a choice between priorities. More pay on one hand or more growth opportunities on the other. In this present economy, we have to think long term, not short term in the face of competing priorities.

  8. #8 by David Witt on June 6, 2012 - 10:17 am

    Also from the webinar–you mentioned that there were some stronger and weaker connections between some of the factors and intentions. (Task Variety for example.) Could you elaborate?

  9. #9 by Drea Zigarmi on June 6, 2012 - 10:20 am

    You can initiate conversations about work passion with your employees by starting with your own experience. Start by talking about your struggles and challenges with continually being passionate about what you do. Let them into your life, honestly. Share with them both how you feel and what you think about your approach to your own job. If you have children, share with them your dialogues about being passionate about the work you do. Be informal and look for opportunities to ask what they think about how you should handle the situation.

  10. #10 by David Witt on June 6, 2012 - 10:20 am

    Here’s the link to the white paper Drea mentioned in the webinar onThe Leadership-Purpose Chain

  11. #11 by David Witt on June 6, 2012 - 10:21 am

    Any final questions before we wrap up today’s chat?

    • #12 by Janet on June 6, 2012 - 10:24 am

      Will Drea be on the East Coast in the near future presenting at any conferences?

  12. #13 by David Witt on June 6, 2012 - 10:23 am

    Hi Drea–one question I had–if there was one thing that you would hope that people walked away remembering with from today’s presentation, what would it be?

  13. #14 by Drea Zigarmi on June 6, 2012 - 10:24 am

    There are 3 factors that seem to correlate with all 5 intentions; task variety, procedural justice, and growth. Some of the factors only correlate with 2 or 1 of the factors. Connectenedss with colleagues, for example, only correlates with being an organizational citizen. Workload balance seems to be lower on the correlation scales for all 5 intentions. These correlations also vary across types of organizations, just like we noticed on the poll today, with meaningful work being higher in government or non-profit organizations vs. profit organizations. So this leads up to think that specific corporate cultures have strengths and weaknesses, tendencies or policies that are particular to their industry or size. This makes it a bit more difficult, therefore, interventions make things better. This must be idiosynchratic to each organization and must be diagnosed fully and carefully in order to intervene effectively.

  14. #15 by Drea Zigarmi on June 6, 2012 - 10:27 am

    A best practice you can get started with right away is to start small and have conversations with as many people you find that are interested in the topic. Find the time to ask questions when you are most passionate about the work you are doing. Who are you serving?

  15. #16 by Drea Zigarmi on June 6, 2012 - 10:29 am

    Hello Janet,
    Please email me at and we can continue our conversation. I would be happy to explore this topic with you further.

    • #17 by Janet on June 6, 2012 - 10:30 am

      Thank you Drea. I appreciate the opportunity to continue the conversation.

  16. #18 by Drea Zigarmi on June 6, 2012 - 10:30 am

    Thank you to everyone in the chat session today. I hope the information I shared was helpful to you. May you be more fully present at work in the future.

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