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.

1. After the Flood
Root Watercooler™ Experience – Employee Strategy

2. Our Metaphor

3. What catches your eye?
• Do the behaviors and situations impact
our business results?
• If so, how?

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. Why Change Fails
• In your experience, is this
newsflash true?
• Why or why not?

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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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.