A compelling employee value proposition to attract retain and develop skilled staff

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Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013

This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge

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A compelling employee value proposition to attract retain and develop skilled staff

  1. 1. A compelling Employee Value Proposition to attract, retain and develop skilled staff Case study Alexandra Lederer The Australian Healthcare Workforce Solutions Forum Sydney, Australia – 30 July 2013
  2. 2.  Alexandra has over 6 years experience as an internal Knowledge Management Consultant at Amadeus, and over 7 years in the learning and development area.  She has consulted within Amadeus to design knowledge management strategies and solutions, delivering uniformity across the business. Alexandra has a preference for a pragmatic approach and has designed and applied a number of tools that she is happy to share.  In her current position as Learning & Development Specialist at Genea, Alexandra enjoys implementing an innovative learning framework that blends traditional training and knowledge management concepts. Through her passion she maintains momentum and keeps L&D continuously on the agenda by engaging people and adding new opportunities, courses, talks etc. on an ongoing basis. Alexandra encourages her colleagues to get involved in L&D by sharing their knowledge with others, which is turn also improves their own skills.  She enjoys sharing her experience and has been invited regularly to KM conferences in France and Australia, and as a visiting professor in KM & Change Management for a French business school. Alexandra Lederer
  3. 3.  Genea, formerly Sydney IVF, has over 25 years experience and is recognized internationally as a world leading organisation in fertility, IVF and other assisted reproduction treatments. We are at the forefront of fertility research, genetic diagnosis and testing. Through our pioneering science and individualized care and support, our patients can be assured of our dedication at every step towards giving them the greatest possible chance of becoming pregnant and having a healthy baby.  Genea is an organisation that employs over 300 people in 13 locations across Australia and is an enriching blend of diverse experiences and knowledge from scientists, geneticists, researchers, nurses, patient support and admin staff.  Find out more at genea.com.au - Linkedin: Genea - Facebook: GeneaFertility - Twitter: GeneaAU Company profile: Genea
  4. 4.  Developing a compelling employee value proposition to attract and retain target profiles  Sustaining employee engagement thanks to internal processes and personalised care delivery  Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge This case study explores:
  5. 5. Acknowledging past, present and future contributors  Rome wasn’t built in a day, and neither was our Employee Value Proposition.  Please see the end of this slide for the list of contributors.
  6. 6. August 2012  What is EVP?  Too many initiatives  Big picture?  Valued?  Used?  Improvement needed?
  7. 7.  Educate  Involve  Check  Prioritise  Action November 2012: Genea EVP Workshops
  8. 8. April 2013: Employee Engagement Gold Standard Achieved
  9. 9. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  10. 10. ‘EVP’: balancing the ‘give’ versus the ‘get’ for both employee and employer Employee ‘gives’: • Time • Engagement • Performance • Behaviour • Skills • Capabilities • Experiences • … Employer ‘gives’: •Compensation • Rewards & Recognition • Volunteering • Career opport. • Corporate Wellbeing • … Employee expectations Employer expectations
  11. 11. If you are passionate about EVP Source: Corporate Leadership Council
  12. 12. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  13. 13. Best things about working at Genea 5. Being part of a prestigious organisation 4. Interaction with patients 3. Teamwork 2. Challenging/satisfying work 1. My colleagues
  14. 14. A culture of innovation and R&D  Genea holds 8 of 9 federal government licenses for embryo research in Australia
  15. 15. Adapted policies and benefits for our largest employee segment: female 25-35  Flexible work arrangements – Working from home – Compressed hours – 25% part timers  Maternity leave policy – 10-12 weeks paid – Return to work  Annual leave – Cash out – Purchase
  16. 16. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  17. 17. Welcoming others makes a difference: an integrated induction framework
  18. 18. Being welcome + welcoming others feels good!
  19. 19. Discovering the ART world: Genea Induction Tour  Induction Tours held monthly after Induction presentations  Rotation by volunteers  Discover the premises and ART  Connect to meaning and purpose
  20. 20. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  21. 21. Positive Emotions Engagement RelationshipsMeaning Achievement Food for thoughts: positive psychology @ work Source: PERMA model by Professor Martin Seligman
  22. 22. Our strongest engagement driver: helping people having healthy families Arthur November 2011 Picture removed to respect privacy
  23. 23. Individualised care structure: a win-win relationship for patients and staff  Dedicated teams: Patients / Doctor / Patient Support / Nurses / Scientists  Customer satisfaction = 94%  “I am impressed by staff who is committed to their patients to attain the best pregnancy outcome for them.”
  24. 24.  “Good teamwork in our department as well as obvious care and commitment for patients from all departments across Genea.”  “Friendly colleagues” Working with great colleagues in the Genea family
  25. 25. Inspiring Values Integrity Accountability Excellence Innovation Passion
  26. 26. Celebrating our Values: Value Houses & Values Days
  27. 27. A stronger Executive team to drive the strategy  “The new executive team are more open about sharing the company vision and future goals.”  “Excellent manager that is open, caring and efficient.”  “Higher managers are approachable and their doors are always open and they are happy to talk.”
  28. 28. Company strategy & direction •March Annual Performance Review •May-June Performance catch-up and salary review • September-October Performance catch-up •January-February Ensuring meaningful individual contribution to the overall strategy Company strategy update •September Company results •August Developed with Chandler McLeod and Impact Human Performance Technologies
  29. 29. • 4 competencies for staff • 7 competencies for Leaders Core Competency Assessment • Achieve • Develop • Enjoy • Partner The past year in review • Achieve • Develop • Enjoy • Partner The year forward Regularly checking engagement & enjoyment Developed with Chandler McLeod and Impact Human Performance Technologies
  30. 30. Recognising & rewarding outstanding performance You’re Tops Awards • Ad-hoc • $30-50 Knowledge Sharing Awards • Annual • $50-150 Employee of the Month • Every 2 months • Winner: $250 Employee of the Year • Annual • One award for each Value • Winners: $1,000 Seniority Anniversaries • 5; 10; 15; 20; 25 years • $50 per year of seniority
  31. 31. Supporting health and wellbeing thanks to an in-house program •Operational needs of the business come first •Discuss / Advise / Be considerate / Be accountable Flexible work arrangements • ABC, Circuit, Boxing, Burnout, PT, Power Walking, Run, Soccer, Toning, Yoga, your own Fitness activities • $9 each (normal price = $22) Purchase Fitness First passes at reduced price • City2Surf, Nissan Corporate Triathlon Community activities Good for You
  32. 32. Making sure our staff are having a good time! Social Club •Matched dollar for dollar by Genea10$/month • Free or subsidised entry Social events & functions • $8 each (normal price = $19) Purchase movie tickets at reduced price • Christmas, Valentine’s Day, EasterSpecial occasions
  33. 33. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  34. 34. Blending KM + L&D to embed transfer of critical knowledge
  35. 35. 90% of our learning takes place outside a classroom
  36. 36.  Education Day  Mini Education Breaks  Science & A Snack  Care & Cookies  Intelligence Conceived  Tips for … 93% of learning = peer to peer knowledge transfer
  37. 37. A collaborative ‘glocal’ approach to L&D The Learning Curve Team Andrology Patient Support Services Corporate Nursing Research Work Health & Safety
  38. 38.  Vanessa  Steve  Lindsay Stories of careers & growth
  39. 39. Our EVP for attracting, retaining and developing skilled staff FarewellDevelopEngageWelcomeAttract
  40. 40. Checking why our employees are leaving: exit interviews 16.90% 15.50% 11.30% 9.90% 8.50% 7.00% 7.00% 5.60% 5.60% 4.20% 4.20% 4.20% Exit Reason
  41. 41. Where to from here?  Pay for performance  Communications  Process efficiencies  Leadership development
  42. 42. “In comparison to other companies, I find Genea is streets ahead in regards to their work environment, culture and values.” “Most excellent company to work for.” Employee Opinion Survey April 2013
  43. 43. Contact us! hrteam@genea.com.au David Elchah HR Manager Andy Brown HR Director Alexandra Lederer L&D Specialist Anne Shen Payroll Supervisor  Past contributors: > Fiona McCallum > Craig Gander > Markus Feigl  Present contributors: > Genea staff volunteering in our projects > Partners & providers  Future contributors!
  44. 44. Keep in touch & share! Alexandra Lederer KM Consultant L&D Specialist alexandra.lederer@genea.com.au @alexalederer

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