This document summarizes a webinar on employee experience and its relationship to customer experience. It discusses how employee experience impacts customer experience, why employee experience is important, and how to measure and develop employee experience. Specifically:
1) Happy, engaged employees directly impact customer satisfaction because employees will treat customers similarly to how they are treated. Measuring employee experience provides insights into customer experience.
2) Prioritizing employee experience leads to higher profitability, growth, and engagement. Companies should focus on employee experience before customers and shareholders.
3) To improve employee experience, companies should regularly survey employees, analyze feedback, set goals to address issues, and communicate results to employees. Frequent, short surveys and
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
The document summarizes an online presentation about training interviewers. It includes:
1) The presentation discusses the importance of structuring interviews and using competency-based behavioral questions to improve predictive validity and reduce hiring mistakes and bias.
2) Interviewers can be trained on conducting effective blended behavioral interviews, including eliciting complete behavioral responses, evaluating responses, and following a professional process.
3) The best way to learn interviewing skills is through short, bite-sized e-learning modules that can be applied directly to practice and complement on-the-job learning and coaching.
Use employee feedback effectively. Develop a continuous listening strategy. Set your organization up for success.
Research clearly shows that employee engagement boosts an organization's bottom line. Yet many companies are in the dark when it comes to creating and sustaining a culture of engagement.
A recent report revealed only 11% of organizations with over 1,000 employees measure engagement more than once a year. With a continuous listening strategy, your business can use employee feedback effectively, increase engagement, improve the employee experience, and benefit the bottom line.
Watch this webinar to see Director of Employee Experience Kim Dawson reveal:
- What continuous listening is, and why every organization needs it
- How to start using continuous listening to gather employee feedback effectively with the HR tech you already have
- Specific practices you can use to see business benefits from continuous listening
Why Employee Engagement is the New ImperativePlanday
Employee engagement is more than a trendy business phrase--it's something that can impact the bottom line of your business. Engaged employees actively build your business, while disengaged employees can work against it. Learn how you can measure employee engagement and improve your outcomes.
An employee engagement survey seeks to understand the level of engagement employees have with their organization. It gives employees a way to provide open feedback and helps companies identify areas for improvement to retain talent. Conducting the survey is valuable because it increases employee productivity, satisfaction, and retention while boosting profits through innovation. Companies should decide what they want to measure, use objective questions, keep responses anonymous, communicate the purpose, and implement feedback received.
This document discusses employee engagement and its importance. It defines three levels of employee engagement: actively engaged employees who strive to meet and exceed expectations; not engaged employees who feel overlooked and have unproductive relationships; and actively disengaged employees who undermine others and damage the organization. Factors that influence engagement include importance, attrition rates, productivity, costs, and innovation. Measuring engagement involves listening, surveying current levels using tools like the Gallup Q12, and analyzing survey results.
The document discusses the importance of conducting an employee engagement survey to ensure a company's talent strategy supports its business strategy. It recommends personalizing the survey to include questions about the company's culture and values, business strategy, and what matters most to employees. The survey should ask about purpose and inspiring leadership, integrity and ethics, and career opportunities. Analyzing and acting on the survey insights can help attract, engage, and retain top talent.
The document discusses trends in employee satisfaction and engagement in the US. It finds that overall job satisfaction averages between 55-60% but dipped during the recession before recovering. Employee engagement depends on factors like commitment to the organization, relationships with colleagues, and feeling work has purpose. Highly engaged workplaces see benefits like innovation, customer satisfaction and financial performance. The document analyzes drivers of satisfaction and classifies them as strengths, opportunities and weaknesses for organizations to focus on improving.
The document discusses the results of a survey of 1,307 US-based HR professionals on how they spend their time. It finds that HR professionals spend most of their time on employee management, answering questions and resolving issues. They feel they should spend more time on professional development, conducting trainings, and managing company culture. While large businesses spend less time on tasks like managing timecards and updating employee info, HR professionals of all company sizes still spend 1-5 hours per week educating themselves on HR policies and compliance.
Because Great Interviewers Are Made, Not Born: The Key to Hiring SuccessBizLibrary
The document summarizes an online presentation about training interviewers. It includes:
1) The presentation discusses the importance of structuring interviews and using competency-based behavioral questions to improve predictive validity and reduce hiring mistakes and bias.
2) Interviewers can be trained on conducting effective blended behavioral interviews, including eliciting complete behavioral responses, evaluating responses, and following a professional process.
3) The best way to learn interviewing skills is through short, bite-sized e-learning modules that can be applied directly to practice and complement on-the-job learning and coaching.
Use employee feedback effectively. Develop a continuous listening strategy. Set your organization up for success.
Research clearly shows that employee engagement boosts an organization's bottom line. Yet many companies are in the dark when it comes to creating and sustaining a culture of engagement.
A recent report revealed only 11% of organizations with over 1,000 employees measure engagement more than once a year. With a continuous listening strategy, your business can use employee feedback effectively, increase engagement, improve the employee experience, and benefit the bottom line.
Watch this webinar to see Director of Employee Experience Kim Dawson reveal:
- What continuous listening is, and why every organization needs it
- How to start using continuous listening to gather employee feedback effectively with the HR tech you already have
- Specific practices you can use to see business benefits from continuous listening
Why Employee Engagement is the New ImperativePlanday
Employee engagement is more than a trendy business phrase--it's something that can impact the bottom line of your business. Engaged employees actively build your business, while disengaged employees can work against it. Learn how you can measure employee engagement and improve your outcomes.
An employee engagement survey seeks to understand the level of engagement employees have with their organization. It gives employees a way to provide open feedback and helps companies identify areas for improvement to retain talent. Conducting the survey is valuable because it increases employee productivity, satisfaction, and retention while boosting profits through innovation. Companies should decide what they want to measure, use objective questions, keep responses anonymous, communicate the purpose, and implement feedback received.
This document discusses employee engagement and its importance. It defines three levels of employee engagement: actively engaged employees who strive to meet and exceed expectations; not engaged employees who feel overlooked and have unproductive relationships; and actively disengaged employees who undermine others and damage the organization. Factors that influence engagement include importance, attrition rates, productivity, costs, and innovation. Measuring engagement involves listening, surveying current levels using tools like the Gallup Q12, and analyzing survey results.
The document discusses the importance of conducting an employee engagement survey to ensure a company's talent strategy supports its business strategy. It recommends personalizing the survey to include questions about the company's culture and values, business strategy, and what matters most to employees. The survey should ask about purpose and inspiring leadership, integrity and ethics, and career opportunities. Analyzing and acting on the survey insights can help attract, engage, and retain top talent.
The document discusses trends in employee satisfaction and engagement in the US. It finds that overall job satisfaction averages between 55-60% but dipped during the recession before recovering. Employee engagement depends on factors like commitment to the organization, relationships with colleagues, and feeling work has purpose. Highly engaged workplaces see benefits like innovation, customer satisfaction and financial performance. The document analyzes drivers of satisfaction and classifies them as strengths, opportunities and weaknesses for organizations to focus on improving.
The document discusses the results of a survey of 1,307 US-based HR professionals on how they spend their time. It finds that HR professionals spend most of their time on employee management, answering questions and resolving issues. They feel they should spend more time on professional development, conducting trainings, and managing company culture. While large businesses spend less time on tasks like managing timecards and updating employee info, HR professionals of all company sizes still spend 1-5 hours per week educating themselves on HR policies and compliance.
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
The document lists the top 12 skills for career success in 2017: 1) Communication skills, 2) Teamwork, 3) Analytical and problem-solving skills, 4) Personal management skills, 5) Interpersonal effectiveness, 6) Computer/technical literacy, 7) Leadership/management skills, 8) Learning skills, 9) Initiative in the workplace, 10) Strong work values, 11) Adaptability, and 12) Computer and technology proficiency. Employers value skills such as communicating effectively, working well in teams, solving problems creatively, managing tasks, building relationships, adapting to change, and being proficient with technology.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
The document discusses the Gallup Questions, which are questions that Gallup has found effectively measure employee engagement through extensive research. It provides explanations for each of the 12 questions, which assess things like whether employees know what is expected of them, have the materials they need to do their work, feel their opinions count, and have opportunities to learn and grow. The questions are meant to help organizations develop environments that foster engaged employees.
The document discusses employee engagement and its importance. It defines employee engagement as employees being intellectually and emotionally involved in their organization, working enthusiastically to help the organization. Signs of disengaged employees include laziness, lack of motivation, not solving problems, and high turnover. The three main factors causing disengagement are anonymity, irrelevance, and lack of feedback. The methodology for managing engagement includes assessing disengagement factors, creating action plans to address them through recognition and training, monitoring plans, and surveying engagement levels. The goal is to eliminate disengagement factors and create engagement.
The document discusses the importance of company culture for business success and employee retention. It notes that companies with strong cultures have outperformed the market and that creating an engaging culture is a top challenge for HR leaders. Specific strategies discussed for building culture include focusing on employee values fit during hiring, using feedback tools to regularly check-in on employee engagement, and implementing programs like open-book management to foster transparency and involvement. The presenters aim to help other businesses develop high-performing cultures through these and other best practices.
Employee Turnover Predictors | Win the War for TalentQuantum Workplace
This document discusses key predictors of employee turnover based on a recent study. It identifies the top 5 predictors as: 1) Lack of job satisfaction, with many employees unhappy in their jobs and not feeling challenged. 2) Individual needs unmet, with many feeling their opinions were not valued and they lacked organizational support. 3) Poor team dynamics, with issues around collaboration and relationships with supervisors. 4) Misalignment, with employees not feeling their jobs aligned with the organization's plans or their own career goals. 5) Unlikely to stay, with many unwilling to commit to remaining at the organization long-term. It provides tips to increase retention, such as focusing on employee strengths, offering development opportunities, and improving communication. Exper
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
The document summarizes the qualities and skills of an exceptional executive assistant. It outlines that an exceptional assistant ensures an executive's productivity by organizing their schedule and tasks. Key qualities include having a positive attitude, discretion, loyalty, initiative, and problem-solving skills. Relevant skills include proficiency with Microsoft Office, communication, calendar management, project management, and accounting. The document provides examples of the author's experience in executive support, decision making, project management, human resources, and administrative tasks. It concludes by listing requirements and qualifications for executive assistant roles.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
The document discusses the importance of employee engagement for organizations. It notes that disengaged employees can lead to negativity, low productivity, attrition, and mistakes. Companies with engaged employees perform 202% better and are 26% more productive. The document outlines five factors that contribute to engagement: commitment, pride in the organization, exerting discretionary effort, enthusiasm, and passion for work. It also provides suggestions for improving engagement, such as learning opportunities, recognition, communication, and building trust in leadership. Barriers to engagement mentioned include poor management, lack of career growth, and not feeling valued in one's work.
Employee satisfaction is defined as how happy workers are with their job and work environment. High satisfaction implies improved performance and loyalty. Many factors influence satisfaction, including compensation, work environment, management support, and career growth. The study assesses employee satisfaction levels at a company through surveys and identifies relationship between satisfaction and personal factors. It aims to understand employee needs and suggest improvements to enhance satisfaction.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
The document lists the top 12 skills for career success in 2017: 1) Communication skills, 2) Teamwork, 3) Analytical and problem-solving skills, 4) Personal management skills, 5) Interpersonal effectiveness, 6) Computer/technical literacy, 7) Leadership/management skills, 8) Learning skills, 9) Initiative in the workplace, 10) Strong work values, 11) Adaptability, and 12) Computer and technology proficiency. Employers value skills such as communicating effectively, working well in teams, solving problems creatively, managing tasks, building relationships, adapting to change, and being proficient with technology.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
Gallup Q12's Employee Engagement FindingsPaul Sohn
The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
A comprehensive list of the most important questions to include in your employee engagement survey.
Question categories include:-
The Organisation, Strategy & Culture
Communication
My Work
Management
Leadership
Opportunities
Reward
Recognition
Training and Development
Quality of Life
Teamwork
Plus demographic and open questions for added insight.
The document discusses the Gallup Questions, which are questions that Gallup has found effectively measure employee engagement through extensive research. It provides explanations for each of the 12 questions, which assess things like whether employees know what is expected of them, have the materials they need to do their work, feel their opinions count, and have opportunities to learn and grow. The questions are meant to help organizations develop environments that foster engaged employees.
The document discusses employee engagement and its importance. It defines employee engagement as employees being intellectually and emotionally involved in their organization, working enthusiastically to help the organization. Signs of disengaged employees include laziness, lack of motivation, not solving problems, and high turnover. The three main factors causing disengagement are anonymity, irrelevance, and lack of feedback. The methodology for managing engagement includes assessing disengagement factors, creating action plans to address them through recognition and training, monitoring plans, and surveying engagement levels. The goal is to eliminate disengagement factors and create engagement.
The document discusses the importance of company culture for business success and employee retention. It notes that companies with strong cultures have outperformed the market and that creating an engaging culture is a top challenge for HR leaders. Specific strategies discussed for building culture include focusing on employee values fit during hiring, using feedback tools to regularly check-in on employee engagement, and implementing programs like open-book management to foster transparency and involvement. The presenters aim to help other businesses develop high-performing cultures through these and other best practices.
Employee Turnover Predictors | Win the War for TalentQuantum Workplace
This document discusses key predictors of employee turnover based on a recent study. It identifies the top 5 predictors as: 1) Lack of job satisfaction, with many employees unhappy in their jobs and not feeling challenged. 2) Individual needs unmet, with many feeling their opinions were not valued and they lacked organizational support. 3) Poor team dynamics, with issues around collaboration and relationships with supervisors. 4) Misalignment, with employees not feeling their jobs aligned with the organization's plans or their own career goals. 5) Unlikely to stay, with many unwilling to commit to remaining at the organization long-term. It provides tips to increase retention, such as focusing on employee strengths, offering development opportunities, and improving communication. Exper
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
This document outlines key concepts for employee engagement from A to Z. It emphasizes that engagement begins with acceptance of all employees and ensuring everyone benefits. Strong leadership is needed to connect all parts of the organization and sustain engagement over time. Engagement provides energy that drives great performance when employees' work flows like water. It is important for managers to view employees as human beings and unlock their potential through meaningful work. Ultimately, engagement creates results when the focus is on purpose, understanding others, and a shared sense of "we" over "me".
The document summarizes the qualities and skills of an exceptional executive assistant. It outlines that an exceptional assistant ensures an executive's productivity by organizing their schedule and tasks. Key qualities include having a positive attitude, discretion, loyalty, initiative, and problem-solving skills. Relevant skills include proficiency with Microsoft Office, communication, calendar management, project management, and accounting. The document provides examples of the author's experience in executive support, decision making, project management, human resources, and administrative tasks. It concludes by listing requirements and qualifications for executive assistant roles.
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
The document discusses the importance of employee engagement for organizations. It notes that disengaged employees can lead to negativity, low productivity, attrition, and mistakes. Companies with engaged employees perform 202% better and are 26% more productive. The document outlines five factors that contribute to engagement: commitment, pride in the organization, exerting discretionary effort, enthusiasm, and passion for work. It also provides suggestions for improving engagement, such as learning opportunities, recognition, communication, and building trust in leadership. Barriers to engagement mentioned include poor management, lack of career growth, and not feeling valued in one's work.
Employee satisfaction is defined as how happy workers are with their job and work environment. High satisfaction implies improved performance and loyalty. Many factors influence satisfaction, including compensation, work environment, management support, and career growth. The study assesses employee satisfaction levels at a company through surveys and identifies relationship between satisfaction and personal factors. It aims to understand employee needs and suggest improvements to enhance satisfaction.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
This document provides an overview of a project report on total quality management. It discusses key concepts like quality, total quality, total quality management, principles of TQM, factors that affect employee commitment, and the research methodology used in the study. The study aimed to measure the degree of TQM implementation in an organization and identify factors influencing employee commitment levels. A questionnaire was used to collect primary data from employees. The findings showed that most employees felt the organization was quality conscious but communication could be improved and rewards for good performance were lacking. Recommendations included improving communication, involvement of employees, and recognizing good performance.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
The document discusses employee engagement and provides strategies for improving it. It defines engagement as employees feeling like they are part of the organization's goals and owning accountability for its success. Key factors that influence engagement include culture, leadership, communication, and empowerment. The document also warns against common pitfalls to avoid, like poor management and lack of trust. It recommends daily actions managers and employees can take, such as setting clear expectations and providing feedback. Finally, it suggests ways to monitor engagement through job fit assessments and an employee engagement survey.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
Leadership and Employee Engagement - InspireOneInspireone
Employee engagement is an organizational imperative. InspireOne's evidence-based research shows that organizations with a more engaged workforce consistently outperform their competitors. If your employees are motivated and willing to put in extra effort, your organization can benefit from improved bottom line business results.
How to use perks to increase employee retentionComptPerks
Read about tactics and tips for People Operations/HR folks to improve the employee experience. Give your employees meaningful, personalized perks and watch their engagement and productivity increase.
Learn more on www.Compt.io
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
The document discusses how HR can help rebuild employee morale during difficult economic times through effective change management. It recommends that HR assess workplace climate, improve communication, provide coaching and training, and implement recognition programs. These efforts in change management can lower turnover by increasing employee engagement when they feel respected, valued and appreciated at work.
Frequent, sincere feedback is key to driving organizational success according to the document. The document discusses how annual performance reviews are ineffective and demotivating for employees. Instead, companies should implement frequent feedback through regular check-ins and one-on-one meetings to foster employee engagement and improvement. Proper feedback helps build a culture where employees feel heard and are motivated to develop their skills.
5 Ways to Give Feedback that Elicits Real ChangeBambooHR
Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
The document discusses measuring employee engagement. It defines employee engagement as employees being fully involved in and enthusiastic about their work. Research shows that only 29% of US employees are engaged, while 54% are not engaged and 17% are disengaged. The document provides a basic engagement model and lists ways to measure engagement, such as through questionnaires. It includes a 12 question questionnaire to measure engagement on a scale of 1 to 5, with higher scores indicating better engagement.
This document discusses job satisfaction and ways to improve it. It reports that only 30% of US workers are engaged in their jobs according to a 2013 Gallup poll. Both employees and employers can take actions to increase satisfaction. For employees, this includes knowing their values, considering what they receive from their job, being realistic, avoiding lingering dissatisfaction, and considering career advancement. For employers, actions include creating a higher calling in jobs, setting development plans, being clear on expectations, increasing communication, and appreciating efforts. Recognition from employers is important for engagement and commitment.
Webinar: Defining your Employee ExperienceYouEarnedIt
The webinar discusses defining the employee experience through the four pillars of CMIA - Connection, Meaning, Impact, and Appreciation. It explains that each pillar is important to employees and outlines strategies to build them, such as communicating values, facilitating volunteering, recognizing good work, and using peer-to-peer recognition. The webinar also presents an example company that has implemented employee recognition tools, rewards, and a recognition feed to recognize employees and foster the pillars.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Similar to Create the happier employees in the world - Employee experience vs. Customer experience (20)
How to measure emotional experience_slideshare.pdfJaakko Männistö
Today our purchase behavior and decision-making have changed. We make our decisions based on our emotions but we measure our customer experience with outdated KPI's and models that were built more than 30 years ago. EVI® (Emotional Value Index) is the answer to this dilemma. EVI® is a standardized way to measure emotional experience and help you to understand what drives your CX to grow or decline and automatically you to take action to grow your sales.
www.feedbackly.com
7 + 1 hot tips on how you build your personal brand to attract better jobs, gigs and boost your career. If you take these simple steps, you will have an easy way to your own new personal brand.
Miten rakennat henkilöbrändin joka auttaa sinua saamaan parempia töitä ja nostaa tulotasoa? #henkilöbrändi #henkilöbrändäys
Asiakaskokemus ja yrittäjyys - Mitä niillä on yhteistä?Jaakko Männistö
Asiakaskokemus on monimutkainen ilmiö ja erityisesti kun puhutaan siitä, millaista asiakaskokemusta yrittäjät odottavat tulee siitä vielä hankalampi. Viimeisimpiä koulutuksia ja tarinoita yrittäjyydestä, asiakaskokemuksesta, mittaamisesta ja sen hyödyntämisestä!
Suomen paras verkkokauppa 2018 - Suomalainen verkkokauppa globaalissa taloudessaJaakko Männistö
Suomen paras verkkokauppa -kilpailun osallistui huima määrä hyviä verkkokauppoja. Näiden pohjalta olemme päässet katsomaan, millä tasolla Suomalainen verkkokauppa oikeasti on asiakkaiden mielestä. Suomen paras verkkokauppa on vuodesta 2018 eteenpäin vuosittainen kilpailu, jossa asiakkaat valitsevat suosikkiverkkokauppansa.
Henkilöbrändin ABC - miten rakennan itselleni henkilöbrändin?Jaakko Männistö
Henkilöbrändit ovat kinkkisiä juttuja mutta kuitenkin hallittavissa. Tässä vedossa syöksytään syvemmälle siihen miten sinä voit yrittäjänä ja asiantuntijana kehittää omaa henkilöbrändiäsi ja hiukan myös nolaan itseäni. Mutta se kuuluu asiaan!
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Create the happier employees in the world - Employee experience vs. Customer experience
1. Create the happiest
employees in the world
Employee experience is the new customer experience –
what?
1.6.2019 - Employee experience webinar for HR
2. Questions we answer today?
• What does employee experience have to do with
customer experience?
• Why is employee experience important?
• Employee Experience and Customer Experience
put together – what does it mean?
• What is an employee first strategy?
• How you can easily stay up to date in Employee
Experience and develop further.
3. We are in the pursuit of
happiness through our
entire lives.
Feedbackly data + Refereces here
4. Why would employee experience (EX) matter? For the simple
reason that your employees create your customer experiences!
“Employees will deliver a customer experience that matches their
own experience in the organization”
Employee experience has a high correlation on customer
experience (CX) on data level.
-Jaakko Männistö, CEO, Feedbackly
Importance of Employee experience
Law of Congruent Experience
5. Is it just about benefits?
46% of employees said health
benefits were a deciding factor
in choosing their current job.
- AHIP Survey, 2018
…So it might be?
6. In relation where we stand?
Employee Experience (EX)
“the combination of
organizational culture,
technological environment,
processes, and physical
environment that determines
how employees perform and
feel about their job”
Customer Experience (CX)
”about delivering the outcome
your customers need to
achieve in the way that they
want to achieve it across their
entire lifecycle with you”
7. Why EX loves CX?
147%
71%Companies with highly engaged
employees outperform their
competitors by:
Buy from you because
they like you
79%
of employees at companies with
above-average customer experience
are highly engaged in their jobs.
19.2%
Higher growth in operating income
with a highly engaged workforce
during first year.
www.gallup.com/services/190118/engagedworkplace
www.decision-wise.com/show-me-the-money-the-roi-of-employee-engagement
www.temkingroup.com/product/employee-engagement-benchmark-study-2017
8. CX and EX consist of touchpoints
8.7.2019Kristian Stolt
AWARENESS CONSIDERATION PURCHASE DELIVERY LOYALTY
Onboarding
Business
Reviews
Support
requests
TrainingRenewal
Invoicing
Upsell
ATTRACTION RECRUITMENT ONBOARDING DEVELOPMENT RETENTION
HR pulse
weekly
BI-annual
employee
satisfaction
Meeting
policy
surveys
Training
Ad-hoc
Employee Journey (Life Cycle)
Customer Journey (Life Cycle)
9. Employees first strategy
• Nothing good can come from a disengaged workforce.
• Disengagement has the potential to ravage the company’s
customer experience and tarnish its brand
• Old model is 1.Shareholders, 2. Customers 3. Employees
does not work anymore.
• Improve employee experience first, then focus on the rest.
à EX is one of the basic building blocks of CX. Not a
guarantee.
• If we put employees first, they in turn take care of our
customers, and they in turn take care of our shareholders.
• Comparing data of CX and EX development, there is a
strong correlation in majority of cases.
2017 Global Human Capital Trends
10. Key is engagement.
https://gethppy.com/employee-engagement/the-top-3-employee-engagement-drivers
• Any other measure is not as powerfull, not even
”Happiness” alone.
• What drives engagement?
1. Leadership (Not management) – You vision and your story
2. Meaningfull work – People need to understand why they
work
3. Relationship with co-workers and clients – lets face it we
are humans after all.
• All these mentioned above can be developed (Even
thought not easy ones)
• So the key to create engaged customers we need to
measure and develop constantly – simple as that.
11. Is it just about benefits?
96% of employees agree that
being able to apply personal
interest in their career would
make them happier…
…So no, but we need to find a balance
between benefits and passion.
https://gethppy.com/employee-engagement/the-top-3-employee-engagement-drivers
12. 147%
- J. Morgan
79%Companies that invest in employee experience are four
times (4x) more profitable that those who don’t.
Source: https://blog.wellable.co/2017/04/19/employee-experience-delivers-roi
13. Basics of measuring & developing
1. Set up goals and establish ownership
2. Survey on what matters - and do it quick!
3. Measure using easy channels
4. Analyze and change things
5. Communicate the results to your employees
8.7.2019Kristian Stolt
14. 1. Goal setting
• Set up goals and select the employees, teams and people in
your that you wish to target in your Employee Life Cycle
• Establish ownership - if you’re measuring different teams
within your organisation, ensure your team managers get
involved in the process
• Establish KPI’s
• Overall employee satisfaction (Feedbackly 5-point smiley scale)
• Employee Net Promoter Score (eNPS question type)
• Don’t only focus on numbers and KPI’s
• Give your employees a chance to be heard; understand what
motivates them, what is expected, what should be done etc.
• One size does not fit all anymore - create survey content based on
your different teams, especially if measuring on a weekly basis on a
operational level
15. 2. Survey design
• Ask what you want to measure!
• The most usual problem is that HR leaders are looking
for hidden messages and indirect knowledge. NO!
Respect your employees, ask what you want to know!
• Typical EX surveys types
• HR pulse weekly – Quick and easy
• Bi-annual employee satisfaction survey – slightly more
comprehensive but still quick to do
• Employee journey related
• Training and onboarding surveys
• Exit surveys
16. Example surveys
Weekly HR-pulse
1. How was your week?
2. Did you reach your goals?
3. In what were you most
successful this week?
4. What went wrong?
5. Rate the following at your
workplace
• Atmosphere at the office
• Balance between work
and private life
• Ability to affect my own
work
• Your managers
performance
6. Is there something you would
need help with from your
manager or team?
7. How did you feel leaving work
today?
Monthly/Bi-annual survey
1. My work responsibilities are
clear to me
2. I can affect my work and the
content of my work
3. I have received the needed
training so that I’m able to
work efficiently
4. I’m able to balance my work
and private life successfully
5. I usually do my job eagerly
6. I’m able to keep up a good
energy level during the whole
work day
7. I feel that I can get more
responsibilities according to
my wishes within my position
8. I feel good at work
Rental workers
1. How has things been working
with us?
2. How likely are you to
recommend us as an employee
to a friend?
3. Open feedbacks? (Don’t worry,
it’s anonymous)
Candidates applying for a
position
1. How easy was it to apply for a
job with us?
2. Where did you find the
application/hear about the
job?
3. How likely are you to
recommend xxx as an
employee to a friend?
Try me! http://fbly.io/l/2qehno
17. Via internal communication
More often companies want to limit internal
emails so slack, teams or other internal
communication will work great!
3.Listen
Via Kiosk & Mobile
A kiosk in office / production facilities is an easy
way to monitor the overall feeling of the
enviroment and people!
Via email
Easiest and fastest way to reach your
employees on weekly basis. One email per week
to remind them and quickly answer!
Decide on how often and in which channel you wish to distribute your survey - weekly,
monthly and bi-annually with different content
19. 4. Analyze
• Have results in real time and keep track with your
employees on our real time dashboard à Only
way to use the data effeciently
• This way you can instantly react to changes in your
organization and make improvements
• Make a habit of analyzing in weekly, monthly and
bi-annual basis
• Segment your teams & (sales, marketing,
operations etc.) - easier to establish action points
and lead on a operational level
20. 5. Communicate
• Communicate results and findings on strategic and
operational levels
• Communicating results and findings creates a positive
spiral effect
• Employees are encouraged to give more accurate and in-depth
feedback when they know their feedback is valuable
• Send out out for instance HR pulse each week, and go
through results with the team in weekly meetings the
following week
• We see the best results when EX data is shared openly to
the organisation with CX data. E.g. Through office
screens and TV’s
21. Conclusions
• Happier & more egaged employees = Happier & more engaged
customers à Profit
• Give your employees a chance to give constant feedback on how they
are doing, and act upon the feedback to create a positive spiral
• Psst! The loudest ones are not necessarily always right - Embrace your
employees to contribute to their own well-being and create a great place to
work
• If you don’t make customer experience a goal that is measured, why
would your employees work to improve it? – hand in hand!
• Make sure your employees are engaged and feel a sense of
ownership in their own work by ensuring that customer experience is a
goal that is measured
• When they know how their work impacts the company for the better, they are
inspired to produce better customer experiences
22. Tips and further reading
• Utilize Feedbackly to start measuring your EX
• EX is Included in all plans, the plans can be found here
• 2017 Global Human Capital Trends
• Link between CX & EX
• ROI of what EX delivers
• How to reward your customers for improved CX
• More on employee life cycle:
• https://mitrefinch.com/blog/how-does-employee-lifecycle-work/
24. To create your happy employees we offer a tool that:
1. You can automatically listen to your employees
2. Analyse the their pulse and feeling in real time
3. Drill down into why good and bad things occure
4. Develop your business with new ideas
This is where Feedbackly comes in – making Employee
experience easy!
Feedbackly is here to help
25. Feebdackly EX
• Stay up to date on the pulse in your company
• Weekly automated mini polls going to each
customers
• Weekly report on how teams work and what is
the state of your EX and See what affect your EX
has on your CX
• Use as a tool to lead and manage on weekly
basis
• New and fresh ideas
• The loudest ones are not necessarily always
right - Embrace your employees to contribute to
their own well-being and create a great place to
work
27. …our customers are
as thrilled as we are.
“Collecting continuous feedback and
marketing leads gives us better picture
where we need to improve and helps us
to target our marketing better.”
Toni Stigzelius, Country Director, XXL
“Feedbackly provides our customers with a
whole new channel to communicate about
their visit. Something that we never had
before.”
Objective clothing stores
“The service is easy to use, and we haven't
actually gotten any complaints. The
amount of feedback is incredible
compared to our other channels.”
“The customers have been very
enthusiastic to answer the
survey and give us feedback
and they really seem happier
now that they can easily let us
now what they think.”
Maiju Friman, Hemtex
“We have set internal
goals for the feedback
and we are going to
follow up on them
together with our staff.”
Jukka Aaltio, K-Rauta
The word is out that…
28. Askformore!
Jaakko Männistö
Founder & CEO
Jaakko.mannisto@feedbackly.com
+358 44 3488016
@jaakkomannisto
“The only Finnish selected as one of the most promising rising CX stars
globally at 30 under 30.”
- CX network