3. Inspired Employees
are most productive
Dissatisfied Satisfied Engaged Inspired
71
100%
144
225
Bain & Company and EIU Research, 2015
Productive Output
BIG IDEAS HR CONSULTING PVT. LTD.
4. Have a safe work
environment
Have the tools, training,
and resources to do
their jobs well
Can get their jobs done
efficiently, without
excess bureaucracy
Are valued and
rewarded fairly
Are pat of an
extraordinary
team
Have autonomy to
do their jobs
Learn and grow
every day
Make a difference
and have an
impact
Get meaning and
inspiration from their
company’s mission
Are inspired by the
leaders in their
company
Satisfied Employees…
Engaged Employees
Inspired Employees
BIG IDEAS HR CONSULTING PVT. LTD.
8. Hiring to the Brand
Agood team starts with recruiting
BIG IDEAS HR CONSULTING PVT. LTD.
9. Engagement starts before a
requisition is opened.
84 percent of jobseekers would
consider another role at a company
with an excellent reputation.
BIG IDEAS HR CONSULTING PVT. LTD.
10. Branding promotes what’s
true for your company.
Engage the right people through
honesty and transparency.
BIG IDEAS HR CONSULTING PVT. LTD.
11. Empower your interview
teams to do the work.
Identify key positions and outline
important questions, qualifications,
and interviewers.
BIG IDEAS HR CONSULTING PVT. LTD.
BHR
In the research, we surveyed over 300 senior executives from companies all over the world. We asked them to assess, based on their impressions of employee output, the relative productivity of dissatisfied, satisfied, engaged, and inspired employees. The results point to the productive power of an engaged and inspired workforce. If satisfied employees are productive at an index level of 100, then engaged employees produce at 144, nearly half again as much. But then comes the real kicker: inspired employees score 225 on this scale. From a purely quantitative perspective, in other words, it would take two and a quarter satisfied employees to generate the same output as one inspired employee.
BHR
BHR
BHR
BHR
JV
JV
Your employment branding and reputation in the job market are vitally important when 84% of job seekers would consider another role at a company with an excellent reputation. This includes people who are happy at their current job. People are always on the lookout for the next best thing.
(Corporate Responsibility Magazine / Allegis Group Services Study, August 2012)
78% of job seekers say that employee ratings and reviews are influential when deciding where to work (glassdoor survey)
78% of recruiters find their best quality candidates through employee referrals.
JV
Not every company can be Google, but not everyone wants to work for Google.
Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.
JV
Not every company can be Google, but not everyone wants to work for Google.
Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.