ENGAGE2015: Employee Engagement as a Competitive Advantage - Keith Kitani, GuideSpark
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ENGAGE2015: Keith Kitani, CEO of GuideSpark, on employee engagement today. For more on the conference, visit http://www.guidespark.com/engage2015/. Follow GuideSpark on Twitter, LinkedIn and Facebook for up-to-date news.
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ENGAGE2015: Employee Engagement as a Competitive Advantage - Keith Kitani, GuideSpark
- 1. ‘Employee Engagement’ as a Competitive Edge Keith Kitani
- 2. Write one word/phrase that describes what ‘Employee Engagement’ means to you?
- 3. Employee engagement has become today’s HR buzzword with lots of different definitions
- 4. Employee engagement is not the end. It is the means to an end.
- 5. The End Business Results
- 6. Employee Engagement Affects Key Business Outcomes -37% -25% -65% -28% -49% -41% -41% 10% 21% 22% Absenteeism High-Turnover Orgs. Low-Turnover Orgs. Shrinkage Safety Incidents Patient Safety Incidents Quality (Defects) Customer Productivity Profitability Source: Gallup
- 8. Your company’s value proposition is the foundation Core mission & values Total rewards Great management Meaningful work Trust in leadership Nurturing environment
- 9. Effective communication is key
- 10. Employee engagement is the emotional connection between a company and employee that drives measurable business results.
- 11. But how do you make it meaningful?
- 12. Design a product that works for your workforce1
- 14. Highlight the value to employees 2
- 15. 2
- 16. Simplification3
- 19. Getting the information at the point of need 4
- 20. 4
- 21. Personalization5
- 22. Personalization5 78% of CMOs think custom content is the future of marketing 35% of Amazon’s revenue is generated by its recommendation engine 75% of users select movies based on Netflix’s recommendations
- 23. When that connection happens…
- 24. It’s WIN–WIN
Editor's Notes
- (Thru the polling tool we will do a word cloud real time)
- Employee engagement has become today’s HR buzzword with lots of different definitions from complex: Gartner talks about it along different levels (active, emotional, rational, ethical) to other simplified 2 word definitions such as : Employee Engagement = ‘Discretionary Effort’.
- One of the criticisms leveled at the employee engagement movement is that when companies forge ahead at attempting to improve engagement, they forget that employee engagement is not the important goal. It's only a means to an end, and not the end in and of itself. In fact, if we spend money on trying to improve employee engagement and do not end up with better business results, we've done considerable damage by wasting resources. Yet companies get so focused on employee engagement that they forget that it's really not about the value of employee engagement per se as an ends. The value rests only IF and WHEN employee engagement can be translated into business results, and there's no definitive evidence to support that.
- Let us not forget what the end is..
- http://www.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx Gallup conducted its eighth meta-analysis on the Q12 using 263 research studies across 192 organizations in 49 industries and 34 countries. Within each study, Gallup researchers statistically calculated the work-unit-level relationship between employee engagement and performance outcomes that the organization supplied. Researchers studied 49,928 work units, including nearly 1.4 million employees. This eighth iteration of the meta-analysis further confirmed the well-established connection between employee engagement and nine performance outcomes: Work units in the top quartile in employee engagement outperformed bottom-quartile units by 10% on customer ratings, 22% in profitability, and 21% in productivity. Work units in the top quartile also saw significantly lower turnover (25% in high-turnover organizations, 65% in low-turnover organizations), shrinkage (28%), and absenteeism (37%) and fewer safety incidents (48%), patient safety incidents (41%), and quality defects (41%). It's great when companies try to improve employee engagement and even better when they measure it. Measurement is the first step companies must take before they can implement meaningful actions to improve engagement. But if they don't measure the right things in the right way, those actions won't matter -- and they won't have a measurable impact on business outcomes or the bottom line. Concentrating on employee engagement can help companies withstand, and possibly even thrive, in tough economic times. "Measurement is one thing, what you measure is another," says Jim Harter, Ph.D., Gallup's chief scientist of employee engagement and wellbeing. "You can measure a lot of things that have nothing to do with performance and that don't help a company implement a system that allows managers to create change." Gallup's Q12 employee engagement assessment is designed to uncover the things that really matter to employee engagement and business performance. It's backed by rigorous science linking it to nine integral performance outcomes. And Gallup researchers continually study findings from research on the Q12 to learn more about employee engagement and its impact on organizational and team performance.
- Give NASA Example -- WIKI There is an interesting example in wiki that talks about how an engaged janitorial employee at NASA, when asked what he was doing, is said to have replied "I'm helping to put a man on the Moon” — This is a great example of purpose driven engagement — and to get to this place, there has to be that deep connection which comes with effective communications as the key ingredient. Business results - productivity, retention, customer satisfaction and more.
- There are 38 different designs with varying bands, sizes, cases and prices. There are three cases: the aluminum Sport, stainless steel Watch and gold Watch Edition. But where it gets complicated is in the number of interchangeable bands.
- http://www.triblio.com/content-personalization-statistics-2015/