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@muzebranding @alexputman #SpotLightOnHR
NON TRADITIONAL EMPLOYEE ENGAGEMENT
ENGAGEMENT
• When does engagement begin?
• Employee Engagement is a measure of
employees emotional attachment to
o Job
o C...
CURRENT TRENDS
MOBILE
easy access
always on
GAMING
work + fun
SOCIAL
openness
review sites
CROWD
SOURCING
user groups
“kic...
BEFORE THE HIRE
Create strategies based on data;
o Review sites (Glassdoor, Indeed)
o Source of hires
o Surveys (employee,...
KEY HIRING SOURCES
REFERRALS
22%
DIRECT
SOURCE
10%
JOB
BOARDS
17%
CAREER
SITE
21%
COLLEGE
7%
77%
CANDIDATE EXPEREINCE
• Conduct internal audit
• Candidate attraction (TC, SoMe…)
o 24 hour response
• Application process
...
ATTRACTION
2015 Majority of workforce will be in their 20’s
2020 Gen X & Gen Y will be 65% of workforce
2030 Millennials w...
WHY WORK HERE
CANDIDATE PRIORITIES
Top 5
• Job Content
• Creative &
Challenging Work
• Culture and
Environment
• One of my top
choices
•...
ON BOARDING
Traditionally
• 1-8 hours of classroom setting
• Fill out paperwork (day 1)
• Sign all agreements post hire (d...
CREATIVE ON-BOARDING
Gamified:
• Scavenger hunt
• Create 90 day surveys with rewards
• Personalize
Fun
• Self guided; prov...
DRESS CODE
RETENTION
4 Key Aspects
1. Communication
2. Employee Welfare
3. Organizational Climate & Culture
4. Organizational Structu...
10 Most Important Attributes
BEGIN WITH RETENTION
Attribute
Free flow communications
Trusted to get the job done
Job Content fully occupies
me at the w...
TRAINING & DEVELOPMENT
What Matters to the Company
• Expect you to stay for the “long haul”
• Do a singular job, grow into...
REWARDS
1. Involve employees in business
2. Encourage grass roots
3. Creative knowledge share
4. Show them the value
5. Cr...
CULTURE
• Info on the go (mobile)
• Allow and encourage social networks
• Create digital games
• Gamify the employer refer...
ON-GOING ENGAGEMENT
Mobile
o Optimization
Social
o Marketing
o Engagement
Video
o Attraction
o Training
Web
o Access is 24...
Alex Putman
alex@muzebranding.co
m 678-557-0469
@alexputman
http://www.muzebranding.com
@muzebranding
How to Create Non Traditional Employee Engagement
How to Create Non Traditional Employee Engagement
How to Create Non Traditional Employee Engagement
How to Create Non Traditional Employee Engagement
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How to Create Non Traditional Employee Engagement

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Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.

In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.

Published in: Recruiting & HR
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How to Create Non Traditional Employee Engagement

  1. 1. @muzebranding @alexputman #SpotLightOnHR NON TRADITIONAL EMPLOYEE ENGAGEMENT
  2. 2. ENGAGEMENT • When does engagement begin? • Employee Engagement is a measure of employees emotional attachment to o Job o Colleagues o Company • This influences o Experience at work o Efforts to help organization reach goals
  3. 3. CURRENT TRENDS MOBILE easy access always on GAMING work + fun SOCIAL openness review sites CROWD SOURCING user groups “kickstarter” TOOLS crm big data storage CANDIDATE UX about me
  4. 4. BEFORE THE HIRE Create strategies based on data; o Review sites (Glassdoor, Indeed) o Source of hires o Surveys (employee, candidate etc..) • Marketing o Targeted campaigns o Engagement and reach o Traffic, source of visit, drop off etc.. • Focus on Candidate Experience
  5. 5. KEY HIRING SOURCES REFERRALS 22% DIRECT SOURCE 10% JOB BOARDS 17% CAREER SITE 21% COLLEGE 7% 77%
  6. 6. CANDIDATE EXPEREINCE • Conduct internal audit • Candidate attraction (TC, SoMe…) o 24 hour response • Application process o clicks to apply • Career path examples • Post apply disposition o Finalist o Rejections • Finalist management • Selected candidate • Stay in touch with alumni
  7. 7. ATTRACTION 2015 Majority of workforce will be in their 20’s 2020 Gen X & Gen Y will be 65% of workforce 2030 Millennials will be 75% of the workforce 10,000 Baby boomers retire everyday POLL
  8. 8. WHY WORK HERE
  9. 9. CANDIDATE PRIORITIES Top 5 • Job Content • Creative & Challenging Work • Culture and Environment • One of my top choices • Opportunity to make an impact Bottom 5 • Best I could find at time • Salary • Supervisor • Job Security • Benefits
  10. 10. ON BOARDING Traditionally • 1-8 hours of classroom setting • Fill out paperwork (day 1) • Sign all agreements post hire (day 1) • Cumbersome intranet Best Practices • Provide on-line documents BEFORE start day • Mobile on-boarding • Videos • Infographics
  11. 11. CREATIVE ON-BOARDING Gamified: • Scavenger hunt • Create 90 day surveys with rewards • Personalize Fun • Self guided; provide ground rules and basic instructions (video, social) • Surveys, Mentors/Buddy Program • Blog posts about experience Mobile • Customized mobile app to provide company data (benefits, open enrollment, multi media)
  12. 12. DRESS CODE
  13. 13. RETENTION 4 Key Aspects 1. Communication 2. Employee Welfare 3. Organizational Climate & Culture 4. Organizational Structure & Job
  14. 14. 10 Most Important Attributes
  15. 15. BEGIN WITH RETENTION Attribute Free flow communications Trusted to get the job done Job Content fully occupies me at the workplace Encouragement to suggestions & ideas Friendly relationships Why Accepted Offer Culture & Environment Opportunity to make an impact Creative & Challenging Work (Job Content) Culture & Environment
  16. 16. TRAINING & DEVELOPMENT What Matters to the Company • Expect you to stay for the “long haul” • Do a singular job, grow into something else over an extended period • Business goals What Matters to the Employee • 60% of GEN Y has switched careers 1x already • 70% of college grads leave their first jobs after 2 years • Personal goals TRAIN them for Intrapreneurship!
  17. 17. REWARDS 1. Involve employees in business 2. Encourage grass roots 3. Creative knowledge share 4. Show them the value 5. Create alternate realities 6. Intrapreneurship 7. Scavenger style on-boarding 8. Give them a voice 9. Encourage ideas 10.Give back (true social awareness)
  18. 18. CULTURE • Info on the go (mobile) • Allow and encourage social networks • Create digital games • Gamify the employer referral process • What’s in it for them • Team break outs • Lift IT bans & BYOD • 1 click great, 2 clicks good, 3+clicks BAD
  19. 19. ON-GOING ENGAGEMENT Mobile o Optimization Social o Marketing o Engagement Video o Attraction o Training Web o Access is 24x7 Gamification o Make it fun with element of competition
  20. 20. Alex Putman alex@muzebranding.co m 678-557-0469 @alexputman http://www.muzebranding.com @muzebranding

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