The Current State Of Company Loyalty and Employee Engagement

Company Loyalty & Employee Engagement Kristin Baker Director, HR Corporate Maureen Goodin Director, HR Outsourcing & Consulting Group May 26, 2010 Sponsored By: The Webinar Will Begin Shortly If you cannot hear music, or the presenter to today's webinar, please use our toll-free call in number. Number: 888-469-1348 Pass code: 2940000

Agenda
The “War for Talent” – Why are we still talking about it?
Why are we interested in engagement?
Engagement – What is it?
Importance of engaged employees
Kelly’s Global Workforce Statistics - It’s not just a US problem!
What can your company do?

The “War for Talent”
“ The war for talent is not over –
it’s just been in hibernation.”
Carl Camden, President & CEO - Kelly Services, Inc.

The “War for Talent”
Economic recovery should force companies to focus on retention of talent.
It is becoming more difficult to retain employees especially once they have been trained.
Are the employees that are still with your company staying for the right reason and “giving their all”?

Why Engagement?
Connection between employee engagement and business performance is a stronger indicator than any other measure of employee attitude and business performance
Makes a difference between dollars and cents!

Gallup Engagement Index HR Magazine – May 2010 How much is this costing US businesses annually?

Up to………… $350 Billion Per year…………

“ Survey says……..” From “The Why of Work” by David Ulrich

Engagement What is it?

Engagement – What is it?
Engagement is the extent to which employees commit to something or someone in their organization.
It is how hard they work and how long they stay as a result of that commitment.
Source: Corporate Leadership Council (CLC)

Engagement – What is it? You want employees to connect with their heads, hearts and hands

Engagement vs. Satisfaction

Why Engagement is Important?
People want to be a part of “something”
People want to feel a sense of belonging
People want to go on a meaningful journey
People want to know that their contributions make a significant impact or difference
Engaged people feel that whatever they’re doing is unquestionably connected to making a difference in the lives of other people.

Global Drivers of Engagement

The Engaged Employee
Is both willing and motivated to perform to levels that exceed the job requirements.
Feels passionately about the Company’s goals.
Will highly recommend their employer to others.
Understands what he/she must do to add value to the company.
Always willing to put those thoughts and feelings into action.

Kelly’s Engagement Journey……..
Focus on engagement formally began in 2008 – 2009
Emphasis on :
Customer Engagement
Candidate Engagement
Employee Engagement
Supplier Engagement

What Kelly Measured……
Engagement – 6 categories
Discretionary Effort
Intent to Stay
Job/Day to Day Tasks
Organization
Team
Manager/Supervisor

What Kelly is Doing……
Global survey results rolled out
Each division/department tasked with:
Addressing area(s) of concern
Leveraging strength(s)
How are we doing this?
Gathering additional data
Focus groups
Zoomerang surveys (targeted questions)
Etc.
Recommendations are being made to senior leaders
Many initiatives are currently underway

Kelly’s Global Workforce Index

As a result of the recession, are you more or less loyal to your employer?

As a result of the economic recession, are you more loyal to your employer? If yes , why? (Multiple responses allowed so percentages add to more than 100)

As a result of the economic recession, are you less loyal to your employer? If yes , why? (Multiple responses allowed so percentages add to more than 100)

How committed or ‘engaged’ do you feel with your current employer?

Note that percentages may not add to 100 due to rounding What one thing would make you feel more committed or ‘engaged’ with your job?

Note that percentages may not add to 100 due to rounding What one factor would be most likely to cause you to leave your organization?

Who is Responsible for Engagement?

What Can You Do?
Know your people and what’s important to them.
Have ongoing conversations with your employees.
Provide recognition that is what they want.
Help them understand how their job fits within the organization and impacts the business.
Conduct your own engagement survey.
Communicate, Communicate, Communicate

Thank You & Questions Thank you: Kristin Baker Director, HR Corporate Maureen Goodin Director, HR Outsourcing & Consulting Group http://www.kellyservices.com

The Current State Of Company Loyalty and Employee Engagement

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