Qualtrics- How to implement an employee lifecycle program in your organisation final
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Join Rachel Barker and Jason Matthews from Qualtrics as they present how organisations can implement and employee lifecycle program using the Qualtrics platform.
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Qualtrics- How to implement an employee lifecycle program in your organisation final
- 1. How to Implement an Employee Lifecycle Program in your Organisation
- 2. Employee Insights Webinar Series Improving the Employee Lifecycle to Enhance your Employees Experience Measure and Act Across the Entire Employee Lifecycle Date: 15th of February How ANZ Bank is Leading the Way and Cultivating Employee Insights with Engagement 28th of February How to Implement and Employee Lifecycle Program in Your Organisation 23rd of March
- 3. Housekeeping 3 The recording and slides for today’s presentation will be made available within 24 hours. Please use the question window to submit questions throughout the webinar. We have time designated at the end for Q&A.
- 4. 4 Rachel Barker EMPLOYEE EXPERIENCE PRODUCT MARKETING MANAGER, QUALTRICS Jason Matthews TECHNICAL PRESALES LEADER, QUALTRICS
- 7. Ashift from creating a place where employees need to work to creating a place where employees want to work 1990s 2000s Today Pensions Employee Engagement Employee Experience
- 10. 89% of employers think pay is the #1 driver of employee attrition but less than 30% of employees cite pay as the reason for leaving
- 11. This gap between employee expectations and organizations’ inability to deliver a world-class employee experience causes... in annual losses due to employee turnover Workers to change jobs in the next six months of the global workforce to be disengaged 2/3 $11B 1/3
- 14. WINNERS BRIDGE THE GAP • Lowstressculture • Flexibleworkschedule • Competitiveretailsalary andgreatbenefits
- 15. WINNERS BRIDGE THE GAP • Vacation Stipends • On-site professional and personal development courses
- 16. What did these companies have in common?
- 17. Theyknewthatemployeesare demandinganexperiencefromtheir employers Development opportunities Collaboration & social interaction Lifestyle alignment & fit Consistent Feedback Benefits & pay
- 18. BEFORE AFTER ENGAGEMENT 2012 RECRUITING & PRE-HIRE ONBOARDING FEEDBACK TRAINING & ASSESSMENT EMPLOYEE ENGAGEMENT PULSE SURVEY MULTI-RATER ASESSMENTS AD-HOC INTERNAL SURVEYS EXIT SURVEYS ENGAGEMENT 2013 ENGAGEMENT 2014 Thisisanewwayofoperating
- 19. Measureengagementevery 12-18months Real-timelifecycleinsights Datasiloedin HumanResource departments Relevantinsightsfor every manager ReactiveFeedback PredictiveIntelligence Static Insights Flexibleforms,reports,and integrationtools From ENGAGEMENT to EXPERIENCE
- 23. “The mission of the HR leader is evolving from that of “chief talent executive” to “chief employee experience officer.” Global Human Capital Trends report, Deloitte, 2016
- 24. Demo
- 25. Q&A
- 26. Thank you!
Editor's Notes
- This is what we call the Employee Experience Gap
- We now live in an economy where employees have the power. Employers, just by offering an opportunity to job seekers, used to be able to win the war on talent—but those days are over.
- This shift has been in motion for the last half decade. In the 1990s employers attracted people with pensions and benefits. People went to work, did their job, and received payment in return. The interactions between employees and employers were transactional and a great pension plan was an indicator of professional success. But back then people viewed a job as a necessity—employers held all the cards. In the early 2000s employers began using the term “employee engagement” as a catch all method for driving things like employee morale, job satisfaction and more. People (Who are these people?) began to view employee engagement as the silver bullet to help drive their employees to higher productivity, performance, and results. Annual engagement surveys and employee feedback became more common, and slowly employers began to turn their attention to the voice of the employee. But today’s workforce is different. We’re now experiencing a massive shift. With the rapid emergence and development of new technology, the gig economy, and a growing number of Millennials in the workplace, expectations for work have changed. Gender roles and pensions don’t dictate our thinking. In today’s workforce, work is all about the total experience an employee has with an organization. Employee engagement is not enough. It’s this shift towards full employee experience that has upended the workforce economy.
- Let me explain… In the past, an employee stayed at their job for an average of up to 15 years, but today people don’t stick around to earn their proverbial gold watch. They’re continually on the lookout for the next best experience that will build their resume, offer them a dynamic career path, expand their skill set. In fact, studies show that today’s young workers are 3x more likely to switch jobs than their baby boomer parents. * Read stats Employees today will even quit their jobs simply because they want a change of scene. If they can’t find a manager they love, the right benefits, or their own customized career path, they simply look for another experience. CITATIONS: Bentley University FlexJobs NSHSS Alternative stats 6 in 10 Millennials cite a “sense of purpose,” as part of the reason they chose to work for their current employers (Deloitte)
- Citation: (Leigh Branham, 7 Reasons Employee Leave)
- As these employee expectations become more and more prevalent—especially among younger generations— and as employers struggle to adapt, this gap between employee expectations and the organization’s ability to deliver on world-class experiences gets bigger and bigger. In fact… 2/3 of the global workforce is disengaged $11B in annual losses due to employee turnover 1 in 3 employees will change jobs in the next six months
- This is what we call the Employee Experience Gap
- Companies must now shift from creating a place where employees need to work to somewhere they want to work. Very few employers have successfully bridged this experience gap—but let me point to a few who are leading the way and disrupting the workforce economy.
- Who are these organizations? It’s people like Trader Joe’s, Genentech, and Evernote. They’re completely rethinking the way they manage their workforce. Let’s take Trader Joes for example. People don’t typically aspire to stocking shelves or manning a checkout stands, but working for trader joes provides a salary and benefits you won’t typically find in retail. Employees get all the perks of a corporate job combined with a low stress and flexible work schedule. The lifestyle Trader Joes provides is unique to the retail industry.
- Lastly, Evernote. Once named Company of the Year by Inc. Evernote redefines the way we think about employee perks. They know that high-energy, tech companies can create burnout so they actually pay employees to take PTO. But they don’t stop there—they organize on site forums and classes for both personal and professional development —think yoga, kickboxing, hackathons and more. They know their employees need the chance to recharge, so they make sure it happens.
- They understand that their employees are looking for an experience not just a job. They want… Company vision and purpose Development opportunities Unique benefits and perks Collaboration and social experiences Lifestyle alignment and fit Whatever these items listed on the bottom might be, These companies find out by listening to their employees, understanding what they want, and delivering on those experiences. But how do they do this? How do they bridge the gap and listen to their employees?
- The old way of understanding your employees happened once a year—if at all. HR departments would send out a massive census survey, gather point-in-time feedback from employees, and then wait months to get the data back to managers so they could take action. If they took action at all, it was too little too late. But today’s world moves too fast to function that way. Organizations change everyday—engagement fluctuates, and the new workforce wants to give and receive more frequent feedback. Organizations need to understand their employees at every key touchpoint across the employee lifecycle—they need to fill the data blind spots.
- In the past organizations sent engagement surveys every 12 to 18 months. Today, you need insights about key experiences across the lifecycle and you need them in real-time. In the past, only HR and executive leaders had access to the insights. Today, HR gets the insights they need to manage the organizational challenges, and every people leader gets the relevant data they need to drive change and improvements at their own team level. Yesterday, organizations were reactive, responding to employee feedback and managing issues or problems. Today, organizations can stay a step ahead, relying on built in analysis tools to predict employee trends and behaviors. In the past, legacy tools relied on rigid, static programming and content, making it slow and expensive to adapt to the needs of your organizations. Today, it’s drop dead simple to edit your surveys and content, integrate with existing workflows, and alter reports and dashboards to match your needs.
- In today’s world of work, Employee experience—which measures and spans every touchpoint of the employee lifecycle— will determine the difference between a thriving and a failing organization.
- That’s why Qualtrics has created the first employee experience management platform
- EXM makes it so simple to measure and optimize the employee experience that with less effort, organizations can go from measuring engagement once a year, to measuring experience at every touchpoint. It’s that simple.
- Regardless of whether employers get on board now or later. This shift is happening. In fact, Deloitte’s 2016 Global Human Capital Trends report noted that “The mission of the HR leader is evolving from that of Chief Talent Officer to Chief Employee Experience Officer.