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The Current State Of Company Loyalty and Employee Engagement

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In the wake of the global economic downturn, more than a quarter of employees worldwide say that the recession has made them more loyal to their employer. Organizations with positive management, strong morale and active communications have succeeded in making their workforce more engaged in spite of the uncertainty caused by falling profits and layoffs. Using Kelly’s Global Workforce Index as a backdrop for the conversation, this webinar focuses on why company loyalty and employee engagement should be top priority for every organization.

At the conclusion of this presentation, you will understand:

* How the “War for Talent” is affecting employee loyalty and engagement
* Current company loyalty and employee engagement ratings by region (North America, Europe, Asia Pacific)
* The difference between engagement and satisfaction, and why it is so important to have truly engaged employees
* What you can do to foster engagement in your organization

Published in: Career, Business, Technology
  • Hi there! Get Your Professional Job-Winning Resume Here - Check our website! http://bit.ly/resumpro
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  • Great information. Talent is walking out the door due to boredom, lack of advancement, & poor management. Leadership needs to look in the mirror and ask 'what am I doing to contribute to the loss of engagement?' This needs to be done before people get to the point where they say 'you can't pay me enough to stay here.'

    I can't help but wonder, if approximately 50% of the workforce is fully engaged, which 50% is it? Does the knowledge capital and talent that organizations want to retain fall in the 'engaged' or 'disengaged' category.

    Marian Madonia
    http://GarbageFactor.com
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The Current State Of Company Loyalty and Employee Engagement

  1. Company Loyalty & Employee Engagement Kristin Baker Director, HR Corporate Maureen Goodin Director, HR Outsourcing & Consulting Group May 26, 2010 Sponsored By: The Webinar Will Begin Shortly If you cannot hear music, or the presenter to today's webinar, please use our toll-free call in number. Number: 888-469-1348 Pass code: 2940000
  2. Agenda <ul><li>The “War for Talent” – Why are we still talking about it? </li></ul><ul><li>Why are we interested in engagement? </li></ul><ul><li>Engagement – What is it? </li></ul><ul><li>Importance of engaged employees </li></ul><ul><li>Kelly’s Global Workforce Statistics - It’s not just a US problem! </li></ul><ul><li>What can your company do? </li></ul>
  3. The “War for Talent” <ul><li>“ The war for talent is not over – </li></ul><ul><li>it’s just been in hibernation.” </li></ul><ul><ul><ul><ul><ul><li>Carl Camden, President & CEO - Kelly Services, Inc. </li></ul></ul></ul></ul></ul>
  4. The “War for Talent” <ul><li>Economic recovery should force companies to focus on retention of talent. </li></ul><ul><li>It is becoming more difficult to retain employees especially once they have been trained. </li></ul><ul><li>Are the employees that are still with your company staying for the right reason and “giving their all”? </li></ul>
  5. Why Engagement? <ul><li>Connection between employee engagement and business performance is a stronger indicator than any other measure of employee attitude and business performance </li></ul>Makes a difference between dollars and cents!
  6. Gallup Engagement Index HR Magazine – May 2010 How much is this costing US businesses annually?
  7. Up to………… $350 Billion Per year…………
  8. “ Survey says……..” From “The Why of Work” by David Ulrich
  9. Engagement What is it?
  10. Engagement – What is it? <ul><ul><li>Engagement is the extent to which employees commit to something or someone in their organization. </li></ul></ul><ul><ul><li>It is how hard they work and how long they stay as a result of that commitment. </li></ul></ul>Source: Corporate Leadership Council (CLC)
  11. Engagement – What is it? © 2005 Corporate Executive Board
  12. Engagement – What is it? You want employees to connect with their heads, hearts and hands
  13. Engagement vs. Satisfaction
  14. Why Engagement is Important? <ul><li>People want to be a part of “something” </li></ul><ul><li>People want to feel a sense of belonging </li></ul><ul><li>People want to go on a meaningful journey </li></ul><ul><li>People want to know that their contributions make a significant impact or difference </li></ul>Engaged people feel that whatever they’re doing is unquestionably connected to making a difference in the lives of other people.
  15. Global Drivers of Engagement
  16. The Engaged Employee <ul><li>Is both willing and motivated to perform to levels that exceed the job requirements. </li></ul><ul><li>Feels passionately about the Company’s goals. </li></ul><ul><li>Will highly recommend their employer to others. </li></ul><ul><li>Understands what he/she must do to add value to the company. </li></ul><ul><li>Always willing to put those thoughts and feelings into action. </li></ul>
  17. Kelly’s Engagement Journey…….. <ul><li>Focus on engagement formally began in 2008 – 2009 </li></ul><ul><li>Emphasis on : </li></ul><ul><ul><li>Customer Engagement </li></ul></ul><ul><ul><li>Candidate Engagement </li></ul></ul><ul><ul><li>Employee Engagement </li></ul></ul><ul><ul><li>Supplier Engagement </li></ul></ul>
  18. What Kelly Measured…… <ul><li>Engagement – 6 categories </li></ul><ul><ul><li>Discretionary Effort </li></ul></ul><ul><ul><li>Intent to Stay </li></ul></ul><ul><ul><li>Job/Day to Day Tasks </li></ul></ul><ul><ul><li>Organization </li></ul></ul><ul><ul><li>Team </li></ul></ul><ul><ul><li>Manager/Supervisor </li></ul></ul>
  19. What Kelly is Doing…… <ul><li>Global survey results rolled out </li></ul><ul><li>Each division/department tasked with: </li></ul><ul><ul><li>Addressing area(s) of concern </li></ul></ul><ul><ul><li>Leveraging strength(s) </li></ul></ul><ul><li>How are we doing this? </li></ul><ul><ul><li>Gathering additional data </li></ul></ul><ul><ul><ul><li>Focus groups </li></ul></ul></ul><ul><ul><ul><li>Zoomerang surveys (targeted questions) </li></ul></ul></ul><ul><ul><ul><li>Etc. </li></ul></ul></ul><ul><ul><li>Recommendations are being made to senior leaders </li></ul></ul><ul><ul><li>Many initiatives are currently underway </li></ul></ul>
  20. Kelly’s Global Workforce Index
  21. As a result of the recession, are you more or less loyal to your employer?
  22. As a result of the economic recession, are you more loyal to your employer? If yes , why? (Multiple responses allowed so percentages add to more than 100)
  23. As a result of the economic recession, are you less loyal to your employer? If yes , why? (Multiple responses allowed so percentages add to more than 100)
  24. How committed or ‘engaged’ do you feel with your current employer?
  25. Note that percentages may not add to 100 due to rounding What one thing would make you feel more committed or ‘engaged’ with your job?
  26. Note that percentages may not add to 100 due to rounding What one factor would be most likely to cause you to leave your organization?
  27. Who is Responsible for Engagement?
  28. What Can You Do? <ul><li>Know your people and what’s important to them. </li></ul><ul><li>Have ongoing conversations with your employees. </li></ul><ul><li>Provide recognition that is what they want. </li></ul><ul><li>Help them understand how their job fits within the organization and impacts the business. </li></ul><ul><li>Conduct your own engagement survey. </li></ul>Communicate, Communicate, Communicate
  29. Thank You & Questions Thank you: Kristin Baker Director, HR Corporate Maureen Goodin Director, HR Outsourcing & Consulting Group http://www.kellyservices.com

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