Companies with engaged workforces vastly outperform those without, but only 32 percent of US employees are engaged—despite how many studies prove its importance. What prevents us from engaging employees, and are there practical solutions to improve engagement?
Join BambooHR and Jobvite as they deconstruct what an engaged team looks like, how to build one, and how to sustain one.
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.
A recent Gallup report showed that only 33% of U.S. workers are engaged at work. Employee engagement goes a lot deeper than just smiling happy employees at the office. It’s about how employers are jumping through hoops to keep their workers plugged in.
Research shows that companies with more engaged employees achieve more successful business outcomes and experience less employee turnover.
Join Officevibe, BambooHR and PayScale for a panel discussion on employee engagement. Register for this webinar and learn:
• The causes for low employee engagement
• Best practices for helping to engage employees
• How to help leaders understand the importance of engagement
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
2017 UK Employee Engagement Conference in association with People InsightMatt Manners
This is the collection of the majority of presentations shared to a captive audience in London on March 01, 2017. They cover UK finalists & winners of the coveted Employee Engagement Awards, as well as, thought leading experts in CX, Performance & Recognition.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
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.
A recent Gallup report showed that only 33% of U.S. workers are engaged at work. Employee engagement goes a lot deeper than just smiling happy employees at the office. It’s about how employers are jumping through hoops to keep their workers plugged in.
Research shows that companies with more engaged employees achieve more successful business outcomes and experience less employee turnover.
Join Officevibe, BambooHR and PayScale for a panel discussion on employee engagement. Register for this webinar and learn:
• The causes for low employee engagement
• Best practices for helping to engage employees
• How to help leaders understand the importance of engagement
Best Practices in Creating Employee EngagementBambooHR
This slideshare walks you through 16 elements that create or detract from employee engagement. From getting the space you need to right alignment, we help you think through these aspects of what your employees may be feeling.
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
2017 UK Employee Engagement Conference in association with People InsightMatt Manners
This is the collection of the majority of presentations shared to a captive audience in London on March 01, 2017. They cover UK finalists & winners of the coveted Employee Engagement Awards, as well as, thought leading experts in CX, Performance & Recognition.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Communicating Compensation to Executives and ManagersBambooHR
Communicating compensation can be like walking a minefield—mistakes can be disastrous and getting it right is critical to your organization’s health and well-being. In this webinar, we’ll discuss the strategy of communicating compensation, how to make and execute a compensation plan, and how to include executives and managers in the conversation. We’ll also talk about pay transparency, and how to use compensation conversations as an opportunity to build both your culture and your internal influence.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Hiring time-vs-money a better more affordable way to Hire.Jamilah N. Lawry
I am an independent recruiter working with RecruitLoop, a curated community of professional recruiters who help companies hire faster and smarter. RecruitLoop connects professional recruiters with clients who have hiring needs and the recruiter bills by the hour. We save our clients 80% from traditional fees.
Our approach enables clients to have as little or as much involvement in the recruitment process as they wish.
Would you have time to jump on a quick call to chat about your hiring needs?
Thanks,
Jamilah Lawry
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
This document discusses trends in employee engagement for 2016. It identifies two key trends: focusing on employee happiness rather than just engagement, such as through unique recognition programs that acknowledge contributions and efforts to enhance workplace culture; and asking more from managers by training and empowering them to recognize employees through meaningful rewards and measuring their recognition efforts. The document urges readers to explore four additional engagement trends for 2016 by downloading the full article.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceBambooHR
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
You will learn:
• The difference between top-down and bottom-up engagement strategies
• The role of data in measuring and adapting engagement programs
• How to balance implementing employee feedback with maintaining your ideal culture
• How individual engagement management fits into an overarching engagement strategy
Webinar-Comp is Culture: Findings from PayScale's 2017 Compensation Best Prac...PayScale, Inc.
Compensation reflects your culture. However, there's a disconnect between how employers think their employees feel about pay and how employees feel. The 2017 Compensation Best Practices Report supports this disconnect: 44% of employers say their employees are fairly paid, but only 20% of employees agree.
Join PayScale and BambooHR as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Five M.A.G.I.C steps to power employee engagementBambooHR
Take a look at the five drivers to engagement—including, meaning, autonomy, growth, impact, and connection to help your employees find greater satisfaction in their jobs.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
An ideal culture is not about copying the Google's and Zappo's of the world. There are meaningful pieces that help to create a place of work that encourages performance and growth. In this slideshare we discuss what makes an ideal culture and how you can get there.
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
Accelerating New Hire Productivity Through OnboardingBambooHR
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
This document outlines 10 practices that can cause employees to leave within 10 days. They include not training managers, only providing annual performance reviews, keeping company goals and data secret from employees, failing to align managers' goals with company objectives, neglecting engagement surveys, lacking an engagement strategy, not holding managers accountable, avoiding negative feedback, and never recognizing employees for their work. The document advocates training managers, providing frequent coaching, sharing data and goals openly, conducting engagement surveys, implementing an engagement strategy, setting clear expectations for managers, empowering tough coaching conversations, and recognizing employees.
10 Ice Breaker Games - How to get to know your officeElodie A.
Joining a new group can be pretty intimidating. I remember when I joined the team at Officevibe, I was pretty nervous, and wanted to make sure I became friends with the team as quickly as possible.
Learn more on our blog:
https://www.officevibe.com/blog/ice-breaker-games
learn more about Officevibe:
https://www.officevibe.com/
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Hiring time-vs-money a better more affordable way to Hire.Jamilah N. Lawry
I am an independent recruiter working with RecruitLoop, a curated community of professional recruiters who help companies hire faster and smarter. RecruitLoop connects professional recruiters with clients who have hiring needs and the recruiter bills by the hour. We save our clients 80% from traditional fees.
Our approach enables clients to have as little or as much involvement in the recruitment process as they wish.
Would you have time to jump on a quick call to chat about your hiring needs?
Thanks,
Jamilah Lawry
Best Practices in Managing Employee TurnoverBambooHR
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
Discover how Netflix’s HR policies enable creative communication and collaboration resulting in an engaged and productive workforce.
HR professionals aren’t in the limelight as often as superstar CEOs. So when an internal policy document from a web video service was described as “one of the most important documents ever to come out of Silicon Valley” by Facebook’s Sheryl Sandberg, nobody was more surprised than the company’s own HR team.
Which company was it, and why such a stir? Grab your popcorn, sit back, and watch this feature presentation...
This document discusses trends in employee engagement for 2016. It identifies two key trends: focusing on employee happiness rather than just engagement, such as through unique recognition programs that acknowledge contributions and efforts to enhance workplace culture; and asking more from managers by training and empowering them to recognize employees through meaningful rewards and measuring their recognition efforts. The document urges readers to explore four additional engagement trends for 2016 by downloading the full article.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceBambooHR
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
You will learn:
• The difference between top-down and bottom-up engagement strategies
• The role of data in measuring and adapting engagement programs
• How to balance implementing employee feedback with maintaining your ideal culture
• How individual engagement management fits into an overarching engagement strategy
Webinar-Comp is Culture: Findings from PayScale's 2017 Compensation Best Prac...PayScale, Inc.
Compensation reflects your culture. However, there's a disconnect between how employers think their employees feel about pay and how employees feel. The 2017 Compensation Best Practices Report supports this disconnect: 44% of employers say their employees are fairly paid, but only 20% of employees agree.
Join PayScale and BambooHR as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Five M.A.G.I.C steps to power employee engagementBambooHR
Take a look at the five drivers to engagement—including, meaning, autonomy, growth, impact, and connection to help your employees find greater satisfaction in their jobs.
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
As new technology emerges to solve problems and improve processes in recruiting, it also changes the strategies and roles within the industry. For example, as algorithms continue to simplify the process of sourcing, will recruiters need to focus more on attracting and retaining candidates for their companies rather than finding them in the first place? Join experts from BambooHR, Saberr, and SmartRecruiters as they discuss how technology impacts recruiting strategies today and how these strategies may evolve tomorrow.
An ideal culture is not about copying the Google's and Zappo's of the world. There are meaningful pieces that help to create a place of work that encourages performance and growth. In this slideshare we discuss what makes an ideal culture and how you can get there.
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
Accelerating New Hire Productivity Through OnboardingBambooHR
New hires need certain things to be productive while other processes may slow them down. In this slideshare we look at what areas boost productivity in onboarding and how you can help you employees feel ready to go.
This document outlines 10 practices that can cause employees to leave within 10 days. They include not training managers, only providing annual performance reviews, keeping company goals and data secret from employees, failing to align managers' goals with company objectives, neglecting engagement surveys, lacking an engagement strategy, not holding managers accountable, avoiding negative feedback, and never recognizing employees for their work. The document advocates training managers, providing frequent coaching, sharing data and goals openly, conducting engagement surveys, implementing an engagement strategy, setting clear expectations for managers, empowering tough coaching conversations, and recognizing employees.
10 Ice Breaker Games - How to get to know your officeElodie A.
Joining a new group can be pretty intimidating. I remember when I joined the team at Officevibe, I was pretty nervous, and wanted to make sure I became friends with the team as quickly as possible.
Learn more on our blog:
https://www.officevibe.com/blog/ice-breaker-games
learn more about Officevibe:
https://www.officevibe.com/
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
The State of Employee Engagement in 2015 #Futureof #EmployeeEngagementHppy
Globally, employee engagement is declining, after hitting an all time low in 2014, with only 65,9% of employees engaged, according to Quantum Workplace.
Gallup U.S Daily estimates U.S. employee engagement at 32.1% for November 2015, with a current year-to-date average of 31.9%, despite the improving economy. The UK is also experiencing a worrying decline in employee engagement. According to Office for National Statistics figures, in 2015 UK workforces are 31% less productive than those of the US and 17% less productive than the rest of the G7 countries.
Today’s businesses face unprecedented challenges in engaging and retaining employees. This year’s employee engagement state is proof that we’re still a long way from answering the needs of a large portion of the workforce.
How can companies tackle this engagement crisis?
View other stats on employee engagement, identify key engagement drivers and other business solutions to this engagement crisis in our State of Employee Engagement in 2015 report here.
This document summarizes a webinar about what makes companies best places to work. It discusses 5 tips for having a strong company culture: having a clear mission, investing in culture, putting people first, embracing transparency, and emphasizing non-pay factors like career growth. It provides examples from companies like OpenTable and highlights key takeaways about focusing on employee satisfaction, communicating a unique culture, and realizing pay alone does not drive engagement. Best places to work outperform peers financially, so maintaining a strong culture is important for business success.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
The document discusses how the internet may be changing the brain. It notes that while the printed book promotes deep, creative thought, the internet promotes speed and efficiency. It raises the question of whether this is sacrificing our ability to read and think deeply. The document also provides background on the structure and functioning of the brain, and how experiences can shape and rewire the brain.
Why Mobile is Essential in Tech Recruiting Workology
At present, there is no competitive industry than tech. The best candidates are in demand and often few and far between. The presentation breaks down the different areas of mobile recruitment, discusses best practices and why mobile is important to reach your best candidates especially in the fast paced technology industry.
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
11 Essential Ingredients Every Cornerstone Content Page NeedsCopyblogger.com
Cornerstone content forms the foundation of your website. It builds your authority, helps you rank in search engines, and is a content marketing powerhouse! Discover how to use the right keywords, best practices for headlines, and how to craft your content so it appeals and informs.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISMJ.T. O'Donnell
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
Getting your employees engaged in your business is the best way to improve productivity and the easiest way to get them engage is to look out for some employee engagement tips and ideas.
View the full article at http://inside.6q.io/simple-and-effective-employee-engagement-ideas/
The Evolution of Recognition: And 3 Truths that Will Never Change
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit.
9 Powerful Habits To Develop In 2016 -- No Matter What You DoFaisal Hoque
Look at things with a beginner's mind. A beginner's mind allows us to embrace the highest emotional qualities — such as enthusiasm, zeal, and optimism — to creatively move ourselves forward.
Success can be reached in a multitude of ways. The road you take is dependent upon what you want out of life.
Success is also subjective; if one chooses to live within one’s means and owes no debts, he or she may consider him- or herself successful, whereas another may see success in the numbers in their bank account.
Regardless of the definition, when we think of successful people, what attributes generally come to mind?
Happy. Confident. Relaxed. Positive. Strong.
As we get ready to welcome a new year and bid goodbye to another, I thought I’d share some of the habits I plan to practice this coming year to get through my adventures (both good and bad).
Read more @ http://faisalhoque.com/2015/12/22/9-powerful-habits-to-develop-in-2016/.
2016 is quickly approaching and so we took the opportunity to pull together some thoughts on where social media in China is...and what's going to be important next year.
Are you bringing on top candidates only to have them become average employees? There slides share six keys that can help your employees succeed starting today.
Main Takeaways:
• 6 keys to increase the success of your employees
• How to identify whether your employees need more engagement
• How to turn average performers into stars
How to Make Sure Your Employees Feel Valued at WorkBambooHR
We have a foundational human need to feel valued, to feel appreciated, to feel like what we do matters, and is recognized. In HR we talk about “total rewards” or “rewards and recognition”. We may use all sorts of tactics to try to improve “employee engagement” but often miss some of the most important elements of this conversation. In this webinar we’ll dive deep into this human need to feel valued.
In this webinar, Tim Low, SVP of Marketing at PayScale, and Rusty Lindquist, VP of Thought Leadership at BambooHR will discuss why feeling valued is the key to sustaining great work and high performance. They will highlight what signals you need to watch out for to know when employees don’t feel appreciated. And most importantly, they will share concrete steps you can take to make sure your employees feel valued.
The line between managers and HR can be blurry when it comes to employee performance. This slideshare looks at what performance is, what it should be and how to get the most out of your employees.
This document discusses strategies for becoming an employer of choice and retaining top talent. It identifies several factors that keep employees engaged, satisfied, and loyal, including continuous employment, feeling skills are being utilized, career growth opportunities, fair treatment and promotion, good working conditions, open communication, meaningful work, and having a respected manager. The document also outlines characteristics of top employers, such as positive recognition, low turnover rates for top performers, and CEOs who promote positive culture. Overall, the document emphasizes that retention requires strategic focus on employee satisfaction, development, and engagement at all levels of the organization.
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
Staying Power: How to Hire and Retain Great TalentBambooHR
The document discusses strategies for hiring and retaining great talent. It notes that while over half of employees are satisfied in their jobs, most are still open to new opportunities. The keys to hiring talent are clearly defining needs, evaluating candidates based on fit, and building a strong employer brand. Retaining employees requires minimizing unwanted turnover through onboarding, engagement, addressing grievances, and keeping high performers challenged. The document provides tips for improving hiring processes like interviews and onboarding, as well as retaining top performers through building a positive culture and listening to feedback.
Did you know that as much as 80% of employee turnover can be attributed to bad hiring decisions? Or that the true cost of a bad hire could be 5X their annual salary?
That’s why finding and hiring only the best and most relevant talent -- truly ‘game changing’ talent, needs to be the top priority for every Business and Talent Acquisition Leader today.
In our upcoming webinar, Belong partners with Tarun Davda, Managing Partner and Alex Peter, Vice President, Human Capital at Matrix Partners India, to understand how hiring decisions at the senior level have directly impacted business goals within their portfolio companies.
With their hands-on, collaborative approach, Matrix Partners India has helped top companies like Quickr, Practo and Ola scale their teams, and take their business to the next level.
Talent is Here to Stay: Best Practices for Employee EngagementCornerstone OnDemand
The million dollar question these days for HR is: how can companies keeping employees engaged over the long-term? It's not just about perks and benefits - check out these creative must-do's for building employee engagement at your organization.
For more information, visit www.csod.com.
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITYHuman Capital Media
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
Talent leaders increasingly see quality of hire, employee referrals, and retention as top priorities. While quality of hire remains the most important performance metric, few organizations effectively measure it. Employee referrals and social networks are the most common sources of quality hires. As employer brand rises in importance, talent acquisition teams partner more with marketing but few organizations excel at employer branding. Retention also emerges as a growing focus, requiring alignment between talent acquisition and other HR functions.
Connected Leadership: How to Invest in Your Management TeamsBambooHR
It takes more than one great leader to make a successful organization. In a recent study, 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture. Join Cassie Whitlock of BambooHR and Erin Boettge from BizLibrary to explore what it takes to connect your employees to your organization and their teammates through the right leadership opportunities.
We’ll define leadership and identify the skills your managers need to go from managing subordinates to inspiring and uniting the members of their team.
The document discusses coaching and leadership development services provided by MSBCoach. It summarizes their coaching model called ISC which stands for identify, shift, and create. It also discusses how they provide customized coaching programs and workshops for organizations on topics like conflict management, leadership, communication, and more. Their goal is to partner with clients to develop authentic leadership and high-performance teams through executive coaching.
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.
Paving the Way: How to Retain and Motivate Your Best EmployeesBambooHR
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
The document discusses how to unleash the untapped talents of employees. It recommends assessing employees' competencies and matching them to responsibilities. It also suggests getting the most out of employees by motivating them, providing training, and challenging them. The document stresses creating a happy workforce through flexible schedules, family friendliness, and automating repetitive tasks. It advises assessing employee performance regularly and soliciting employee input to improve the business.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
The document summarizes recruiting trends in India for 2016 and beyond. Some key findings include:
- Quality of hire is considered the most valuable performance metric by talent leaders. It is primarily measured through new hire performance evaluations and time to productivity.
- Employee referrals have re-emerged as the top source of quality hires. India leverages referrals extremely well compared to other countries.
- Employer brand is growing as a shared priority and responsibility between talent acquisition and marketing. Social professional networks remain effective for employer branding.
- Employee retention has become a top priority, but internal hiring is not prioritized at the same level. Many companies lack formal internal hiring programs.
Organizations hire the wrong people and fail to nurture and engage the right people because they lack the right information to make informed talent decisions. They’re missing the information that goes deeper than resumes, recommendations, referrals, and performance reviews. But, measuring talent through the lens of Job Fit can change that.
Job Fit gives organizations in-depth information that allows them to match candidates or incumbents with roles where they’re most likely to perform successfully. Predicting job success is the key here and it leads to less turnover, money saved, and increased productivity.
What’s the missing piece? It’s the power of understanding of how to apply Job Fit.
To Learn More, call 800-4342630 or visit www.theassessmentcompany.com
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
Similar to 7 Practical Solutions to Power Employee Engagement (20)
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
This document summarizes a Jobvite webinar on job seeking trends. It finds that the candidate-driven job market continues to strengthen, with 90% of employees open to new jobs and millennials changing jobs every 1-4 years. It also finds that job seekers extensively research companies online and through social media, and the interview is the most important factor for 47% of seekers. The webinar recommends that companies focus on building their brand, having a strong online and social media presence, and ensuring their recruiting process is optimized for today's mobile and ready job seekers.
Jobvite Summit'15 Chicago: Breakout Session - Social Recruiting UnpluggedJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Social Recruiting Unplugged - Connecting, Captivating, and Capturing Passive Candidates. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session: Do One Thing DifferentlyJobvite
This presentation covered various features of the Jobvite recruiting platform, including LinkedIn integration, smart scheduling, communications tools, resume importing, mass actions, reporting, and integrations. The presenter concluded by thanking the audience and providing his contact information in case anyone had additional questions.
Jobvite Summit'15 Chicago: Breakout Session - Making Top Talent Come to YouJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Making Top Talent Come to You. Sourcing Campaigns. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session - Building a "Best Place to Work"...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Carlos Teran, Sr, Director of Product Management - May 21, 2015. Bulding a "Best Place to Work" Organization - The Recruiters Equation #JobviteSummit
Jobvite Summit'15 Keynote - Appcast.io CEO/Founder Chris FormanJobvite
Jobvite Summit'15 Chicago Keynote presented by Appcast.io CEO/Founder Chris Forman, May 21, 2015 Transform Your Recruiting Strategy Through Numbers. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session - Video Interviewing: Your Secret...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Scott Mitchell of American Wedding Group - May 21, 2015. Video Interviewing: Your Secret Weapon to Better Recruiting Numbers. #JobviteSummit
SF Summit15 1B_Social_Recruiting_Unplugged_Boulais_5.8.15Jobvite
Summit'15 breakout session presented by Jobvite Andre Boulais and Tom Mack of PG&E - San Francisco, May 8, 2015. Social Recruiting Unplugged - Connecting, Captivating, and Capturing Passive Candidates.
SF Summit15 4B_Sourcing_Campaigns_Boulais_Mack_5.8.15Jobvite
This document discusses how to create effective sourcing campaigns to attract top talent. It recommends building customized web campaigns for specific university and business unit recruiting. These campaigns should include branded pages, videos, and links to social media. The document also recommends email campaigns to nurture interested candidates by providing ongoing relevant content. It emphasizes using a mobile-friendly join app to instantly engage candidates. Finally, it provides instructions on how to create these campaigns using the Jobvite Engage platform, including options for images, formatting, and collecting candidate information.
SF Summit15 1A Do 1 Thing_different_Eads_5.8.15Jobvite
The document discusses Nathan Eads' presentation on the Jobvite recruiting platform. It covers Jobvite features like LinkedIn integration, a smart scheduler, communications tools, and resume importing. Eads also discusses best practices for tools like knockout questions, collections, reporting, and integrations. The presentation aims to showcase how recruiters can leverage Jobvite's features to improve their recruiting process.
This document summarizes research from a multi-year study analyzing 500,000 applications on various applicant tracking systems across different industries and platforms. The key findings are that shorter application lengths, mobile-friendliness, and time spent applying have significant impacts on conversion rates. Specifically, applications with 1-5 questions see conversion rates up to 10.6% while those over 50 questions see only 5.68%. Mobile applications see conversion rates around 13% compared to only 2% for non-mobile friendly applications. Applications taking 1-5 minutes to complete have a 12.47% conversion rate while those over 15 minutes only 3.61%. Adopting strategies to optimize these structural factors can lower costs per hire by improving the application funnel.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Rachel Bitte
Chief People Officer
Jobvite
@rachelebitte
Rusty Lindquist
VP HCM Strategy & IP
BambooHR
@rustylindquist
3. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
CEO’s rate human capital
as their top challenge
3 years in a row
McKinsey and the Conference Board
CEO Challenge 3016
5. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
War for talent
is increasingly
a defensive game.
Forcing us to optimize, engage, and
retain our existing human resources.
7. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
HR’s Focus
HR spends less than 15% of its time as a strategic
business partner, and spends most of it’s time
dealing with the implementation and administration
of HR policies and practices.
But when HR is involved, organizations function
better, and are much more successful.
-Forbes
8. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Nearly one half of
respondents rated their
HR department as “not
ready” to reskill itself to
meet today’s business
needs.
Only 8% of HR leaders
have confidence in
their HR teams
skills and abilities to
meet business
demands.
Bersin, By Deloitte
9. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Evolution of HR
Business
Value
H
L
Strategic
Micro Small Mid Large
Operational
10. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Evolution of HR
Business
Value
H
L
Strategic
Micro Small Mid Large
Operational
HR viewed as a cost center
Transactional HR High-Impact HR
HR as a strategic investment
12. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee Engagement
in the US
Gallup
13%Highly Engaged
26%Actively Disengaged
13. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Companies with an engaged
workforce outperform their
competition, with
21%
Gallup
higher productivity
22%higher profitability
14. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Companies with an engaged
workforce outperform their
competition, with
Gallup
147% in earnings per share
41% fewer quality defects
48% fewer safety incidents
28% less shrinkage
65% less turnover (low-turnover organizations)
25% less turnover (high-turnover organizations)
37% less absenteeism
15. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
HR Professionals’most
important issue in 2015:
Culture and Engagement
Bersin, By Deloitte
18. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inspired Employees
are most productive
Dissatisfied Satisfied Engaged Inspired
71
100%
144
225
Bain & Company and EIU Research, 2015
Productive Output
19. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
Bain & Company
24. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Engagement starts before a
requisition is opened.
84 percent of jobseekers would
consider another role at a company
with an excellent reputation.
25. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Branding promotes what’s
true for your company.
Engage the right people through
honesty and transparency.
26. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Empower your interview
teams to do the work.
Identify key positions and outline
important questions, qualifications,
and interviewers.
29. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
We tend to be carried forward in
life by the inertia of our past.
The Law of Inertia
32. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inertia Killers
Path is
Unclear
Destination
Ambiguity
Progress
Slows
Restate and
refocus on the
objective
Have a plan of
attack
Divide work into
small chuncks
34. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
Bain & Company
40. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Are your interviewers asking
the right questions?
61 percent of employees
say new job realities differ
from expectations set during
the interview process.
43. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Reward to Retain
Organizations with recognition programs
which are highly effective at enabling
employee engagement had 31% lower
voluntary turnover.
Bersin
44. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Recognition Matters
78% say recognition is a major motivator
52% aren’t satisfied with the recognition we receive
39% don’t feel appreciated at all
BambooHR
45. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Reward your best
“recruiters”
Recognize your employees who put in the
effort to refer their friends and colleagues.
49. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
78% of recruiters find their
best quality candidates
through employee referrals
But do your employees know that?
50. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Enable every employee
to be a recruiter.
78 percent of recruiters find
their best quality candidates
through employee referrals.
51. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
56% of new hires feel
having a buddy or mentor
will help them be productive
more quickly.
52. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee referrals are
5x more likely to be hired
than any other candidate source.
53. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
17% of employees who left a job
in the first six months said
a friendly smile or helpful
coworker would have
made a difference.
57. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Increase Cycle Time
Intended Direction Actual Direction
Don’t wait till here
Catch them here
And here
58. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
eNPS
(Employee Net Promoter Score)
“On a scale of 1 to 10, how likely are you to
recommend this company as a place to work?”
10 9 8 7 6 5 4 3 2 1 0
Promoters Passives Detractors
eNPS = Promoters (%) – Detractors (%)
59. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
UP THEIR GAME
RIGHT NOW
perhaps more than in the last 20 years
HUMAN RESOURCE JOBS
are some of
THE MOST IMPORTANT
Roles in business, forcing HR to
Bersin, by Deloitte
60. bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Follow BambooHR and Jobvite on social media:
bamboohr.com/blog | jobvite.com/blog/
Thank you!
Editor's Notes
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And this perception is not isolated to those outside of HR. Research done by Bersin’s of HR leaders showed that nearly one half of all respondents rated their HR departments not ready to reskill itself to meet today’s business need. And only 8% of HR leaders have confidence in their HR teams skills and abilities to meet business demands.
BHR
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Recent research by Deloitte showed that of the top 3 drivers of employee engagement, purpose alignment was first.
BHR
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
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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.
JV
It’s critical to find a cultural fit.
BHR
overcoming negative inertia
Gravity
BHR
BHR
From Switch by Dan & Chip Heath
A local car wash ran a promotion featuring loyalty cards. Every time customers bought a car wash, they got a stamp on their cards, and when they filled up their cards with 8 stamps, they got a free wash.
Another set of customers at the same car wash got a slightly different loyalty card. They needed to collect ten stamps (rather than eight) to get a free car wash--but the were given a "head start." When they received their cards, two stamps had already been added.
The "goal" was the same for both sets of customers: buy eight additional car washes, get a reward. But the psychology was different: in one case, you're 20% of the way toward a goal, and in the other case, you're starting from scratch. A few months later, only 19 percent of the eight stamp customers had earned a free wash, versus 34 percent of the head-start group. (And the head-start group earned the free was faster.)
People find it more motivating to be partly finished with a longer journey than to be at the starting gate of a shorter one...
One way to motivate action, then, is to make people feel as though they're already closer to the finish line than they have thought.
BHR
BHR
JV
Dan Pink in his book Drive:The Surprising Truth About What Motivates Us demonstrated that the three things that lead to motivation are autonomy, mastery, and purpose.
Psychologist Edward Deci, and his colleague Richard Ryan, have been exploring the nature of what’s called self-determination theory, a theory of motivation that takes into account people’s psychological needs.
They discovered in a study of workers at an investment bank that managers who offered “autonomy support” — which means helping employees make progress by giving meaningful feedback, choice over how to do things, and encouragement — resulted in higher job satisfaction and better job performance. Workplaces can support autonomy by giving people real control over various aspects of their work — whether it’s deciding what to work on or when to do it.
JV
We saw Autonomy repeated in the research conducted by Bain & Company, that we referenced above.
JV
Really, it’s all about ownership. When people have autonomy to do their jobs they have an increased sense of ownership, they take more pride in their work, simply put… they care more.
But when they don’t have autonomy, when they’re just doing what they’re told, that sense of ownership goes away, they care less about what they’re doing, and that leads not only to reduced engagement, but lower productivity and performance as well.
BHR
BHR
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JV
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It’s critical that in our interview process, we’re asking the right questions, making sure that we’re not only measuring for competency and experience, but for attributes, especially because specific job duties tend to change.
BHR
BHR
The power of rewards and recognition cannot go understated. Rewards and recognition activate the most primitive part of our brain, our limbic brain, which is responsible for emotions. When this part of the brain is active, it steels energy from all other parts of the brain (which is why we have such a hard time thinking logically when we feel strong emotions).
It also produces a surge in dopamine, which creates a powerful drive to repeat whatever behavior caused that dopamine rush in the first place. Game designers understand this neurological mechanism extremely well, and leverage it to create powerfully addictive games.
But they’re not the only ones with access to this powerful behavioral motivator. Each of us in our ogranizations can find the right activities to reward and recognize, creating powerful incentives to repeat those desired behaviors.
BHR
At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.
BHR
Research done first-hand by BambooHR showed that
78% of workers say recognition is a major motivator.
52% of us aren’t satisfied with the level of recognition receiveD at work.
39% of workers did not feel appreciated at all.
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At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.
JV
Promote what’s happening in the company. Everyone at your company benefits from great recruiting; they should know all the great work you’re doing, from great candidates, quick hires, and other successes you’ve achieved.
Celebrating success as a group fosters unity and community, both of which help contribute to increased at-work engagement.
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Encourage your employees to promote and seek out employee referrals. Make them aware of open reqs, rewards for referring their colleagues. Do they know that employee referrals make the best hires? Do they know how excited you get when you see that “Employee Referral” source next to a new candidate with their name on it?
Make sure your employees feel rewarded for their time and energy with recognition and with actual rewards. It can start small with a $5 starbucks gift card, but it’s important to encourage the behavior.
JV
Encourage your employees to promote and seek out employee referrals. Make them aware of open reqs, rewards for referring their colleagues. Do they know that employee referrals make the best hires? Do they know how excited you get when you see that “Employee Referral” source next to a new candidate with their name on it?
At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.