After the Flood
Root Watercooler™ Experience – Employee Strategy
Our Metaphor
What catches your eye?
•  Do the behaviors and situations impact
our business results?
•  If so, how?
Top Measures that Matter
•  Studies by Ernst and Young
tell us that investors believe
strategy execution is more
essential...
Why Change Fails
•  In your experience, is this
newsflash true?
•  Why or why not?
Employee Engagement
•  Employees fall into three
categories: engaged,
indifferent, and actively
disengaged.
•  What are th...
Employment Value Proposition
•  The Employment Value
Proposition (EVP) is the
value that an employee
receives for working ...
TREND: Don’t ask me to lead!
•  62% of workers don’t want
to take a leadership role.
•  44% will look for a new job when
t...
TREND: You want my loyalty because
you didn’t fire me? I want more!
•  Companies that want to retain top
performers are of...
TREND: I’m headed for another job.
•  60% of employees intend to leave
their employers this year; another
21% are “keeping...
TREND: Managing the war for talent
•  94% of executives surveyed
are making talent management
a top priority.
•  Employers...
TREND: Are high potentials
ready to step up?
•  70% of today’s top performers
lack critical skills that are
essential to t...
TREND: Where have all the
people gone?
•  A recent survey showed that
four out of 10 companies have
a talent shortage.
•  ...
TREND: Out of work?
Head back to college.
•  More than 11 million students
are attending community
colleges in the U.S.
• ...
To Consider
•  What workforce trends would you add?
•  How can we keep our best and brightest
as the economy improves?
•  ...
How Can Root Help You?
•  We hope you find this experience useful. If
you’d like to learn more, please contact us
or go to...
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Strategy and People Trends 2010

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As organizations become increasingly complex, executives are faced with many challenges.
Finding the best solutions to those challenges requires an honest assessment of the current state,
a clear picture of where we want to go, and a game plan to help us get there. Without stepping
back to understand the behaviors and actions currently being exhibited or recognizing those that
support or compromise our desired business outcomes, we can miss the opportunity to consider
them holistically. If the issues are discussed, it’s often in hallways and at the water cooler.
Only by getting real issues to the table in real time can we build a foundation for success.

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Strategy and People Trends 2010

  1. 1. After the Flood Root Watercooler™ Experience – Employee Strategy
  2. 2. Our Metaphor
  3. 3. What catches your eye? •  Do the behaviors and situations impact our business results? •  If so, how?
  4. 4. Top Measures that Matter •  Studies by Ernst and Young tell us that investors believe strategy execution is more essential than market position, innovation, or even the strategy’s quality! But 70% of all strategies are not optimally executed. •  Why is this happening?
  5. 5. Why Change Fails •  In your experience, is this newsflash true? •  Why or why not?
  6. 6. Employee Engagement •  Employees fall into three categories: engaged, indifferent, and actively disengaged. •  What are the characteristics of each category? (Source: Gallup Management Journal)
  7. 7. Employment Value Proposition •  The Employment Value Proposition (EVP) is the value that an employee receives for working for an organization. •  What are the key components of EVP for an employee today?
  8. 8. TREND: Don’t ask me to lead! •  62% of workers don’t want to take a leadership role. •  44% will look for a new job when the economy picks up because their careers are stagnant. •  75% of workers are “somewhat to very” stressed about their current workload and jobs. (“Employee Satisfaction: The Key to Success?” HRFocus, April 2010)
  9. 9. TREND: You want my loyalty because you didn’t fire me? I want more! •  Companies that want to retain top performers are offering more flexible work arrangements and training. •  They promise future raises, promotions, and performance-based incentives. (“The Edge Report,” Robert Half, CareerBuilder, September 2009, and “6 Job Market Trends to Watch,” Careerbuilder.com, April 1, 2010)
  10. 10. TREND: I’m headed for another job. •  60% of employees intend to leave their employers this year; another 21% are “keeping options open.” •  Retention and engagement are top HR priorities. •  Companies need to build trust and provide open and transparent communication. (“Employee Discontent Expected to Reach Crisis Level Next Year,” Right Management, Nov. 17, 2009)
  11. 11. TREND: Managing the war for talent •  94% of executives surveyed are making talent management a top priority. •  Employers recognize that three-quarters of their workforce feel overworked and underappreciated. (“Employee Discontent Expected to Reach Crisis Level Next Year,” Right Management, Nov. 17, 2009)
  12. 12. TREND: Are high potentials ready to step up? •  70% of today’s top performers lack critical skills that are essential to their future success. •  Organizations invest in “high potentials,” but they may not be ready or willing to step into a leadership role. (“How to Keep Your Top Talent,” Harvard Business Review, May 2010)
  13. 13. TREND: Where have all the people gone? •  A recent survey showed that four out of 10 companies have a talent shortage. •  Resource cutbacks have decreased focus on the recruitment pipeline. (“A War for Talent or a War for Dead Wood?” Management-issues.com, March 10, 2010)
  14. 14. TREND: Out of work? Head back to college. •  More than 11 million students are attending community colleges in the U.S. •  In 2009, $31 billion in stimulus money was set aside to boost tuition tax credits and increase grants. (“More Laid-Off Workers Are Going Back to College,” Reuters, Mar. 26, 2009)
  15. 15. To Consider •  What workforce trends would you add? •  How can we keep our best and brightest as the economy improves? •  What will help people get energized and excited about the future? •  A year from now, what do you hope this sketch says? How would you draw it?
  16. 16. How Can Root Help You? •  We hope you find this experience useful. If you’d like to learn more, please contact us or go to www.rootlearning.com. •  Root uses visualization, data, and dialogue to drive connections and insights for its clients around the globe.

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