This document discusses engaging teams in a digital era through unique experiences that foster healthy organizational culture. It provides guidance on measuring and improving employee engagement, including leveraging digital tools and aligning employee and customer relationships. Specific recommendations include becoming an extroverted enterprise where executives share content, supporting employee empowerment through a culture of sharing content, making HR more strategic by adopting marketing best practices, integrating tools to create an employee engagement cloud, and shepherding organizational culture by using social behavior and data. The document also shares examples of how one company uses a peer recognition tool called StarmeUp to reinforce values, increase transparency and productivity, and gain insights into organizational culture.
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[Webinar] How to engage teams in the digital era
1. ENGAGE TEAMS
HOW TO
IN A DIGITAL ERA
Unique experiences for healthy
organizational culture
2. GUIBERT ENGLEBIENNE
Globant CTO and Co-Founder
Chairman Endeavor Argentina
SAL GIAMBANCO
Partner, Human Capital, Omidyar
Network and Former VP of HR at
PayPal and eBay
40. Tickets closed/month/person in
Facilities, since StarmeUp was
implemented.
SUCCESS CASE
Facilities and internal areas are recognized for
resolving requests.
The number of tickets resolved/person by
Facilities increased by 15% in 6 months, after
StarmeUp was implemented.
Recognitions boost motivation and productivity
Globant Proprietary | Confidential Information
LESSONS LEARNED
JAN FEB MAR APR MAY JUN JUL AUG SEP
62
60
58
56
54
41. Globant Proprietary | Confidential Information
OFFICES
ORGANIZATIONAL INSIGHTS
At the time of this analysis,
offices recently
acquired/created (IN-Pune),
(IN-Bangalore) have not yet
integrated with the rest of the
organization.
Their main connection is
thought Globant's central
office.
INTEGRATION
42. Globant Proprietary | Confidential Information
ORGANIZATIONAL INSIGHTS
Office/city decentralization shows the % of stars sent to other offices.
100%
75%
50%
25%
0%
Relocated people send stars to their
home countries, as a way to feel
connected to their sources.
Offices recently
acquired/opened are
slowly integrating with
the rest of the
organization. It takes a
year for people to feel
integrated.
STARS SENT TO DIFFERENT CITIES
44. Globant Proprietary | Confidential Information
ORGANIZATIONAL INSIGHTS
Identifies people
with high chance
of leaving the
company
People leaving the company have sent &
received ~60% less stars in the
previous 3 months.
EXITS ACTIVE
45. Globant Proprietary | Confidential Information
ORGANIZATIONAL INSIGHTS
Adoption of peer
recognition similar
across age groups
20-29 30-39 40-49 50-59 60-69
40%
30%
20%
10%
0%
% Use vs. Age
46. What we have seen so far
Globant Proprietary | Confidential Information
LESSONS LEARNED
IT FEELS GOOD TO USE IT
EXTREMELY RAPID
ADOPTION
SUSTAINABLE USE FOR
SERVICE OVER TIME
MOVES VALUES FROM
POSTER TO EVERYDAY
ACTIONS
IT’S A POWERFUL, COST-EFFECTIVE, MANAGEMENT TOOL
IN SYNC WITH
COMPANIES
WILLING TO BE
MORE AGILE
47. StarmeUp brings manageability to
corporate culture. It allows employees
to recognize each other by sending
stars, based on the company values,
for all the outstanding actions that
happen every day.
● Reinforces organizational values.
● Brings transparency and meritocracy to everyday’s actions.
● Helps to scale without compromising culture.
● Reaches every corner of the organization.
● Produces valuable information for the managers in real time.
● Allows to discover hidden talent and positive influencers.
Globant Proprietary | Confidential Information
WHAT IS STARMEUP?