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.
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.
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
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.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
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.
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...
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.
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
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.
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
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.
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...
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.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Employee engagement ideas and employee alignment best practicesJack Morton Worldwide
We live in a marketing world of explosive change: new channels, newly empowered consumers and a new commitment by brands to re-write old rules. So why is it so much still hasn’t changed about how brands engage their own employees?
But isn’t it all one brand? And isn’t it all dependent on creating a distinctive and great experience—with employees at the core? We think so. It’s time for new words to describe employee engagement—words that speak to a new approach to the field. Instead of employee engagement, how about Brand Experience Alignment?
Employee Engagement Case Study: Metropolitan Police: Kingston BranchEngage for Success
‘Employee engagement is all very well but you won’t change
the culture’ That’s pretty much what Glenn Tunstall, Chief
Superintendent of Kingston upon Thames borough was told
when he took responsibility for 450 police men and women.
Always up for a challenge Glenn was determined to change
the ‘trendy to be negative’ cynicism and negativity that seemed
to permeate his team.
Glenn was determined to prove that there was a clear link between staff engagement and performance. He looked
at the crime solve rates across the police force and
mapped them against the engagement scores and
found that they were almost identical. Now he just had to
prove that the link went from engagement to solve rates
and not the other way round!
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
As we enter 2016, big challenges in human resources will carry over from 2015, including the heated war for talent, the exodus of leaders from the workforce and the low levels of employee engagement. Perhaps the most frustrating thing is the extremely low rate of HR technology adoption, with only 19 percent self-service usage of talent management applications in 2015.
While significant challenges remain, there are great opportunities for companies to consolidate their 2015 HR wins, improve retention, reduce skill gaps and significantly increase talent systems’ adoption in 2016. Dan Schawbel — a partner at Future Workplace and columnist at TIME and Forbes – will present his top seven HR trend predictions for 2016 that you can leverage to drive impact in each of these areas.
Some of the key trends that Schawbel will cover include:
Succession planning and leadership development will become urgent priorities.
Workplace flexibility is key to retention.
The long-overdue transformation of managers to coaches.
The arrival of Gen Z.
You can’t afford to miss this webinar on Jan. 20, 2016.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
Make Change Work: Leadership Strategies to Turn Change Into a Strategic Advan...BizLibrary
Every organization faces change. The best organizations anticipate and adapt faster so that their ability to make change work becomes a strategic advantage in their marketplace. This webinar will share specific, practical ideas you can use to help your organization stop reacting to change and start using it to leapfrog your competition.
You will walk away with ideas to help you:
Change your organization’s mindset about change and its importance in achieving success
Influence a nimble culture that embraces opportunities to improve
Balance the necessity for continuous change with the need for flawless execution
Equip your leaders and managers to help their teams make continuous change a way of life
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
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.
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.
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.
The Employee Experience: From Engagement to EnergyGlintInc
In times of change, the employee experience helps hold the company together. Whether it be changes to leadership, products, or culture, the employee experience is the one item that should remain constant and strong in order to keep employees engaged. In this research-based presentation, Josh Bersin, principal and founder, Bersin™, Deloitte Consulting LLP, will highlight the latest trends in the employee engagement market and explain why citizenship, purpose, meaningful work, and “energy, not just engagement” are the most important business strategies you have.
Employee engagement ideas and employee alignment best practicesJack Morton Worldwide
We live in a marketing world of explosive change: new channels, newly empowered consumers and a new commitment by brands to re-write old rules. So why is it so much still hasn’t changed about how brands engage their own employees?
But isn’t it all one brand? And isn’t it all dependent on creating a distinctive and great experience—with employees at the core? We think so. It’s time for new words to describe employee engagement—words that speak to a new approach to the field. Instead of employee engagement, how about Brand Experience Alignment?
Employee Engagement Case Study: Metropolitan Police: Kingston BranchEngage for Success
‘Employee engagement is all very well but you won’t change
the culture’ That’s pretty much what Glenn Tunstall, Chief
Superintendent of Kingston upon Thames borough was told
when he took responsibility for 450 police men and women.
Always up for a challenge Glenn was determined to change
the ‘trendy to be negative’ cynicism and negativity that seemed
to permeate his team.
Glenn was determined to prove that there was a clear link between staff engagement and performance. He looked
at the crime solve rates across the police force and
mapped them against the engagement scores and
found that they were almost identical. Now he just had to
prove that the link went from engagement to solve rates
and not the other way round!
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
As we enter 2016, big challenges in human resources will carry over from 2015, including the heated war for talent, the exodus of leaders from the workforce and the low levels of employee engagement. Perhaps the most frustrating thing is the extremely low rate of HR technology adoption, with only 19 percent self-service usage of talent management applications in 2015.
While significant challenges remain, there are great opportunities for companies to consolidate their 2015 HR wins, improve retention, reduce skill gaps and significantly increase talent systems’ adoption in 2016. Dan Schawbel — a partner at Future Workplace and columnist at TIME and Forbes – will present his top seven HR trend predictions for 2016 that you can leverage to drive impact in each of these areas.
Some of the key trends that Schawbel will cover include:
Succession planning and leadership development will become urgent priorities.
Workplace flexibility is key to retention.
The long-overdue transformation of managers to coaches.
The arrival of Gen Z.
You can’t afford to miss this webinar on Jan. 20, 2016.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
Make Change Work: Leadership Strategies to Turn Change Into a Strategic Advan...BizLibrary
Every organization faces change. The best organizations anticipate and adapt faster so that their ability to make change work becomes a strategic advantage in their marketplace. This webinar will share specific, practical ideas you can use to help your organization stop reacting to change and start using it to leapfrog your competition.
You will walk away with ideas to help you:
Change your organization’s mindset about change and its importance in achieving success
Influence a nimble culture that embraces opportunities to improve
Balance the necessity for continuous change with the need for flawless execution
Equip your leaders and managers to help their teams make continuous change a way of life
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
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.
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.
Employee engagement impacts nearly every area of business, from productivity to retention, and even operating costs. You can improve engagement by mastering the five elements.
Gamification of Employee Engagement & Company CultureD B
Based on a presentation made to a graduate class of students at Northeastern University. Describes how employee engagement evolved since the Taylorism era. Also explains the key role that Gamification can play within a company to increase employee engagement and improve the overall culture. Covers how to avoid the "Dark Side" of Gamification and the main problems associated with its growing popularity.
The Webinar held on July 21, 2011 by Endeavour Software Technologies, on "Enterprise Mobility Strategy" highlighted the 5 Important Factors for a Successful Enterprise Mobility Strategy.
For more details, visit: www.techendeavour.com
Understanding how a product will be used is a key skill for software professionals. In the past this knowledge has come from reading requirements documentation and working with others in the development team and the wider business that are responsible for the product design. But is this enough to understand how the product will be used?
Mobile users are different. The emotional attachment people have with their mobile devices is far greater than with websites and desktops. Their expectations are greater and it’s far easier to make their voices heard through application store feedback.
This presentation will explain the typical ways in which mobile users are different and what we can do in order to understand them better.
Leandro herrero employee engagement and change 1Leandro Herrero
Six models of Employee Engagement and how each of them has different social life. The area is conceptually messy and often misleading as if there was one single model, usually reduced to a number in a scale. Some models are better than others to create true change-ability in the organisation
The Internal Communication function has matured in recent years, and during this growth it has changed shape and taken on new roles and skills. What does this mean for internal communicators and their teams, and for organizations going forward? In this webinar Andrew Blacknell draws on his insight, recent research and case studies to help communicators understand how and why it has changed, and what the role might look like in the future. Andrew also talks with Elaine MacFarlane, VP, Global Internal Communications at GSK, to get a view of internal communications from inside GSK.
What you will take away:
- How Internal Communication is maturing as a function
- How the changing structure of organizational comms impacts IC
- The benefits of comms technology for IC strategies
- The importance of investing in line manager / leadership comms
- Defining benchmarks to measure IC success
Respondents, particularly younger generations, want to take surveys on their mobile devices, but the reality is that most surveys are either too difficult to take on a mobile device or unpleasant. It’s time to rethink design and test out changes to meet consumers on their choice of device.
Working with local people to build meaningful volunteer programmespeople and places
working with local communities to build a meaningful volunteer programme - presentation by Sallie Grayson at Kent University Business School for the ATLAS Volunteer Tourism Research Group -June 2015
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
Culture Talk: Creating an Engaging Environment Polly Pearson
Human Capital Institute Conference:
Polly shares EMC's case study for employment branding and employee engagement via Web 2.0 behaviors and tools. The presentation also includes research on the business benefits of strong employee engagement, and her tips for how to get started with Web 2.0 inside an enterprise.
Managing the Modern Workforce: Make Your Onboarding Inclusive & EngagingAggregage
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
Managing the Modern Workforce: Make Your Onboarding Inclusive & EngagingShelley Reece
Webinar recording available: https://www.humanresourcestoday.com/frs/8466476/make-your-onboarding-inclusive---engaging/download
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
This presentation was presented by Rami Barqouni on how to manage and develop your field service techs into talents benefitting your business and organizational strategy
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
The Workforce is Learning Differently. What Does it Mean for the Digital CLO?David Blake
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?
Masterclass On Improving & Measuring Onboarding, Retention & Well-beingRichard Harbridge
85% of leaders say the shift to hybrid work has made it challenging to have confidence that employees are productive. 92% of employees have identified enhancing the employee experience as an essential priority.New challenges are always presented to HR from all sides, and we’re here to help you target critical areas of the employee experience at our free event.Whether you’re looking for strategic guidance or help to achieve technical excellence, our event is full of sessions from world-renowned thought leaders.On February 10th, from 10 AM to 4 PM, learn to avoid new and old challenges, build on existing success, and leverage the latest technology to facilitate your efforts. One lucky winner will walk away with a free $15,000 POC!2toLead CTO and 7X Microsoft MVP Richard Harbridge and 2toLead CEO and 13X Microsoft MVP Kanwal Khipple will lead the event.Together, they helped over 200 digital workplaces globally, plan for and increase the employee experience, keynoted conferences, published books, and published blogs for some major publications like Forbes.Join specialized sessions (business or deep dive tech breakouts) designed for HR leaders or the technical team that supports the digital employee experience.The business and general sessions aim to provide insight into the apparent and hidden value of tackling onboarding, retention, and well-being.The optional tech deep dive breakout sessions aims to walk through how to use and implement Microsoft 365 and Microsoft Viva to improve onboarding, retention, and well-being.Walk away from the event with a greater understanding of the following:- How to identify the most critical areas of the employee experience- How to improve the onboarding experience before and during the process- Building experiences to enable better onboarding- Measure for success- Creating digital employee experiences that help retain top talent- How to track employee well-being- And much more
Based in Australia & New Zealand and put your employees at the heart of your business - then you should enter The 2017 ANZ Employee Engagement Awards. Deadline September 16, 2017
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3. TELL THE WORLD
Wifi
Cavendish WiFi
Password: 12345cav
Twitter
#EmployeeEngagement &
@ee_awards
Facebook
facebook.com/eeawards
4. JOIN BONFYRE
1. Download Bonfyre from the Google Play or Apple App store
2. Create an account using the same email you used for the conference
3. Verify your email for security purposes
4. Tap Join on the EE Awards Bonfyre
5. Introduce yourself in the chat feed!
DON’T SEE BONFYRE AFTER CREATING AN ACCOUNT?
1. Open Bonfyre
2. Tap the search icon at the bottom
3. Search for UK Employee Engagement Awards
4. Enter passcode: AWARDS2017
7. WHAT’S COMING NEXT?
RUN ORDER – with breaks included
10.00am- Case Study: Virgin Trains
10.20am – Case Study: Lloyds Banking Group
10.40pm – Employee Engagement’s Impact on Customer Experience
11.20am – Case Study: PPL
11.40am – Case Study: Heathrow Airport
12.00pm – Case Study: Wales & West Utilities
12.20pm – Driving Performance
12.40pm – Dr. Bob Nelson
2.00pm – Panel: The Future of Employee Engagement
3.00pm – Case Study: First Bus
3.20pm – Case Study: Trustford
4.00pm – Workshop: Collborating on an Employee Engagement Standard
41. What we planned to achieve?
41
Focus on action planning, involving and communicating
with staff
Pay and benefits review. The number one cause of
dissatisfaction & leaver motivation
Review & enhance personal development & customer
engagement
43. Benefits Review – Approach and Findings
43
Young
demographic
Equal split
of male and
female
84%
Not aware of
monetary value
of benefits
Our benefit offering was
appropriate for a middle
aged, married male with
children.
44. Benefit Changes
44
Launched
online benefits
platform and
host monthly
benefits
inductions
Weekly fruit
baskets
implemente
d
Contribution
up to £120
towards a
music related
activity
Increased
holiday with
length of
service
45. Why improve Internal Communications?
45
No internal
voice
Lack of
Technology
49%“Communications
are good between
different teams and
departments”
Promote cross-
departmental
interaction
48. 48
Enhance Development Customer Engagement
Implement new
e-learning
system
Development
Album
Improve
Quality
monitoring
processes
49. • Tailor offering to workforce demographics and
passions
• Continually communicate back to employees how
their feedback has shaped improvements
• Greater focus on coaching and development
49
Key Learnings
Good feedback is the key to improvements
56. Heathrow’s Engagement Journey
Facts about Heathrow Airport
Where our Journey started - the case for change
It’s all about Mojo!!
How it’s making a difference?
The next steps in our Journey
Mojo in action
61. • World's best airport terminal (T5)
fifth year in a row
• Best airport in Western Europe -
second year in a row
• World's best airport for shopping -
for the seventh year
• Best Major Airport in Europe 2015 and
2016
• Eco Innovation Award 2015
Heathrow’s World Class Service
• Carbon Trust Award in 2016- four
certifications- First airport and
fifth organisation in the world
Our Successes
63. Where our Journey started the case for change
Key challenges with engagement had arisen from a multitude of reasons:
Change of ownership and a previous public sector culture with a strong TU voice to a
more resilient and commercially focused business
‘Snow gate’ – a heavier than anticipated snow fall led to closure of the airport and
significant reputational damage
Sale of all other airports as required by the Competition Commission
Refocusing the airport towards giving excellent service at all stages of the passenger
journey including through security
Colleagues having great pride in working at Heathrow but with little emotional
connection and responsibility for the business outcomes
Historical poor engagement survey response levels and results
66. Our promise to colleagues:
• Wanting 80% of colleagues to believe that Heathrow’s a great place to work.
• Helping our people fulfil their potential and work together to lead sustainable behaviour change with
energy and pride.
• We work with colleagues to be proud of where we are, excited and challenged by our environment.
• Building teams that people admire, want to join, and provide great career opportunities supported by
some of the best development.
It’s all about the Mojo!!
67. Purpose & Values
We started with the end in mind…………………….
• Our Exec went though Purpose and Values workshop
• Cross-functional Purpose and Values leadership teams convened
• We shared the work going on with the business
• We held Focus groups across the business
• We engaged a high level of colleagues 1,015 people
• The end point ….our new Purpose and Values
• We then trained 992 Leaders
68.
69. “They said we did…”
We did:
Listened to your views through
focus groups across the company.
And subsequently:
- Developed a new voluntary
benefits package - Advantage
- Overhauled the Heathrow Star
recognition scheme
- Launched a new Share in
Success scheme
- Introduced the Deal
“We want to be rewarded and
recognised for a job well
done”
Reward point card
Saver Plan
Recognition scheme
Benefit Scheme
Psychological Contract
Performance approach
71. • Heathrow partners ‘Life Time achievement’ award
• Our Calendar of event - our officially birthday
• Duke of Edinburgh - Diamond Anniversary fit bit challenge has
created a great ground swell of activity and Community spirit
• Our new Induction and on-boarding - over 350 new colleagues
attended in 2016
• Well being is now a hot topic -‘Being well’ calendar has been
positively received. Also experiencing new Mindfulness room in
Compass center
• Trial of massage chairs in the terminals…
“First of all thanks for sending the massage chair to
- Terminal 4. We have put the massage chair in the main
- security rest room and all the colleagues are using
- the chair. All the feedback from the security officers
- has been very positive.”
- Ash Sharma, T4 Health & Safety Lead
What else do we do?
72.
73. Heathrow’s World Class Service
Passengers who rate their experience through
Heathrow as ‘very good’ or ‘excellent’:
2007 2016
47%
82%
T5 opens T3 & T4
upgraded
London
2012
T1 closesT2 opens
74. 71%
77%
72%
3%
65% 65%
80% 80% 80%
2013 2018 2014 2015 2016 2017 2018
60%
70%
80%
Stretch
% respondents who strongly or slightly agree
2014 supporting KPI:
“I am proud to say I
work at Heathrow”
Top KPI: “Heathrow is a great place to work”
2014 entry level
target for new
KPI. No actuals
available
KEY
Actual
Target
Outturn
at Sep-15
V6.0
Colleague engagement KPI– “Great place to work” 80%
75. Next Steps in our Journey …. Using technology
Increase our culture of
open dialogue
“Building confidence that
feedback is listened to and
acted upon”
Greater connection
between our colleagues &
passenger experience
“Where a service culture will
flourish”
Build a more Empowered
culture built on trust and
recognition
“Building belief in our future
together”
Digital platforms will
help provide real-
time feedback
More meaningful
connection between
colleague & passenger
feedback
Greater freedom to make
a difference and ‘speak
up’ about our change
Extending our
Passion for
Mojo!
76. Mojo in Action
All 2Gether Now video
24,000 people from over 160 organisations are
keeping Terminal 2 running smoothly every
day. All together. Watch the video below
http://heathrow.kulu.net/view/By1jl7OvI5Z
80. Sarah Hopkins
People & Engagement Director
EE Conference
March 2017
CONNECTING WITH COLLEAGUES
81. Who are Wales & West Utilities?
• Regulated gas distribution business with around 35,000 kilometres of gas pipes covering
Wales and the south west of England
• Our network covers 1/6th of the UK, taking care of 2.5 million gas supply points in homes
and businesses, covering a catchment area with 7.5 million people.
• Responsible for the Gas Emergency Service, new connections, replacement of ageing gas
pipes and maintenance of our network
• Directly employ 1,380 people and have a contractor workforce of circa 600
82. What will I be talking about today?
• How and why we developed our business priorities and values
• Our engagement programme to launch, embed and develop our priorities and values
• How our engagement strategy has contributed directly to great results – both internally and
externally
83. People power
• We work in a highly specialised, regulated environment with a diverse workforce – ranging from new colleagues
to those with 45 years experience
• To help us achieve our current and future goals, we know that we need to engage with all colleagues, providing
clarity for now and the future
• Colleagues must be clear on our business strategy – where our business is
heading and how we must deliver. Critically they must understand their role in
helping us achieve this
• Following extensive feedback to review existing levels of colleague
engagement in our business strategy, we decided to make some important
changes…
84. Refreshing our business strategy
• Acting on feedback – we reformulated our refreshed business strategy based on the things that
really matter to our key stakeholders
• Consultation and collaboration were at the heart of developing this work
• Using a mix of inputs from our business plan, key stakeholder interactions and in-depth consultation
with over 600 colleagues via surveys, workshops and interviews…
• …we are were able to launch our refreshed business strategy- and our engagement programme
‘Moving forward together’ with complete confidence
85. Making our strategy accessible and engaging
• Our approach was to make sure that our business strategy became engaging and accessible
• Created an internal brand to make communications more appealing and inspire a stronger
internal identity for everyone – a personality!
• Internal brand strategy is to use more informal language and tone of voice to make our
messages easy to understand and consistent
• Refreshing our internal communications channels to allow better ‘connections’ – a new team
briefing process and a social intranet
87. Engagement and comms programme
• We began with senior management workshops to inspire our leaders to effectively engage their own teams
• Interactive sessions and a colleague cascade pack made sure our leaders were fully equipped and supported to
communicate this work successfully and create aligned departmental actions plans…
• Followed this up with a series of company-wide Roadshows – led by our Executive team with interactive round
table discussions and Q&As
88. Engaging colleagues
• Articles from our Chief Executive and Chairman
A ‘view from the top’ on the importance of this work
• Also showcasing some ‘Everyday Heroes’ – colleagues who bring to life our values by the way they
work with each other
• Followed by a bespoke ‘Moving forward together’ microsite
Blogs, Q&A’s and materials
• All managers uploaded their team action plans so everyone could share ideas
• And continued by:
• Refreshed communications channels
• Quarterly roadshow programme
• Focus on values and behaviours
• Programme of 19 roadshows around our geography
• Overview of our ambition, priorities & values in a series of ‘Moving forward together’ newspapers
89. Our values
89
• Further developed in 2016
• Values campaigns by quarter – key communications and initiatives
• Colleague Ambassador nominations
• We Bring Energy – 85 nominations, 6.1%
• We Take Pride – 123 nominations, 8.9%
• We Put Customers First – 265 nominations, 19.2%
• We Work as a Team – 270 nominations, 19.5%
90. Our behaviours
• Next came a review of our behavioural competency framework
• Taking direct quotes from the colleague action plans…
I treat my
customer’s homes
as if they were my
own
I say thank you
I strive to be the
best I can be at
work
• … and working with our trade unions and a management group to refine them
• Behaviours training based on neuroscience for our managers
• Developing the new framework and creating a buzz around the launch…
92. So what ?
• It’s getting us great results
– BITC Cymru ‘Responsible Business of the Year’ 2016
– Highly Commended Colleague Engagement Strategy 2015 and Employer Brand 2016
– Strong internal scores from Institute of Customer Service
• 84% on basket of measures
– In the top 6 UK companies for customer service – ICS all sectors
– Really positive auditor feedback
– Colleague engagement improved from 78% to 84% in 12 months
• It underpins everything
– Recruitment and development
– Customer service
– Recognition and reward
– Our approach to wellbeing
9292
93. The future ….
• Updating our internal communications channels to reflect our progress
• Changing all of our recruitment programmes to recruit for values
• Testing our engagement programmes and plans against generational ‘personas’
• More focus on social collaboration and expanding internal social networks
• Aiming for Investors in People accreditation …. And an EE win next year !!!!
94. Get in touch
If you are interested in talking to us or collaborating – please get in touch:
Sarah Hopkins, People & Engagement Director, Wales & West Utilities
Email - sarah.hopkins@wwutilities.co.uk
Twitter – @sasshop
99. human performance experts
www.planetK2.com …because talent isnot enough
• high performancearenas
• rooted in science, research & application
• the art of performance
• shared expertise approach
100. truth and honesty
www.planetK2.com …because talent isnot enough
“Today’s trend is to label every successful
team as high performance. Whilst these
teams must be recognised for their success
a high performance team isuniquely
different.
Use the words too loosely and they will lose
their power as did empowerment,
participative management andquality”
103. out of the darkness
www.planetK2.com …because talent isnot enough
• stop chasing engagement
• stop owning engagement
• stop asking happy questions
104. into the light
www.planetK2.com …because talent isnot enough
• take performance seriously
• everyone’s their own performanceexpert
• rituals that matter
112. Creating a Global Employee Engagement Model
#EEModel
Kimberly Abel-Lanier
Vice President, General Manager
CultureNext
113. What we’ll cover today:
Why a Global Standard is Important
The World is Changing…and Work is Changing
Creating a Global Employee Engagement Model
How You Can Inform the Model
Creating a Global Employee Engagement Model
#EEModel
115. Engagement by the numbers
#EEModel
Only of employees
believe leaders listen to and
care about employees
12%
2011 Maritz Poll
116. Engagement by the numbers
#EEModel
of employees
are not engaged in their work
17%
2014 Maritz Poll
117. Engagement by the numbers
#EEModel
Only of employees
believe leaders listen to and
care about employees
65%
2016 Aon Hewitt
118. Engagement by the numbers
#EEModel
Meaning nearly
employees around the globe are
not able to reach their full potential
35%
2016 Aon Hewitt
119. A Clear and Important Need
#EEModel
2015 Human Capital Trends by Deloitte reported:
Culture & Engagement
are among the most important needs for
HR leaders
120. A Clear and Important Need
#EEModel
2016 Human Capital Trends by Deloitte showed:
Culture & Engagement are still a top trend,
and there’s a need to define the
relationship between the two
121. The World is Changing…
and Work is Changing
#EEModel
122. The World is Changing…and Work is Changing
Rise of
multinational
companies
5 generations
in the
workforce
Virtual
employees
Technology
Flexible
schedules
#EEModel
Complexity. Velocity. Convergence. Sustainability. Connectivity.
146. Creating a Global Employee Engagement Model
Values
Mission
Meaningful Work
#EEModel
147. Creating a Global Employee Engagement Model
Physical Environment
Total Rewards
Benefits & Perks
Work Content
Processes & Practices
Innovation
#EEModel
148. Creating a Global Employee Engagement Model
5 Generations
Multi-Culturalism
Productive
Relationships
Communications
Onboarding
#EEModel
149. Creating a Global Employee Engagement Model
Skills
Leadership
EQ
Career Advancement
Actualization of
Purpose
#EEModel
150. Creating a Global Employee Engagement Model
360º Feedback
(Peers, Leaders,
Customers)
Recognition
Rewards
Self-Reporting
#EEModel
151. Creating a Global Employee Engagement Model
Brand
Ambassadors
eNPS
Referrals
#EEModel
152. Creating a Global Employee Engagement Model
Health
Growth
Mindfulness
Happiness
#EEModel
158. Model Creation Timeline
#EEModel
2016 June 2016 Initial draft of model
2017
July – December Socialize with Academics
July – December Socialize with Practitioners
January – December Research Candidates
Spring Update & Launch Model
Fall/Winter Finalize Model
2018 2018 Launch Certification Program
160. What we covered today:
Why a Global Standard is Important
The World is Changing…and Work is Changing
The Dimensions of Employee Engagement
Creating a Global Employee Engagement Model #EEModel
161. Creating a Global Employee Engagement Model #EEModel
Share your thoughts by taking the survey:
go.maritzmotivation.com/EEModelSurvey
For questions contact:
Kimberly.abel@maritz.com
162. This model is for you.
Please help inform it.
Thank you!
Creating a Global Employee Engagement Model #EEModel
166. 1 March 2017 Ant Green – Unsung Hero 2017
Our not-so-Unsung
Hero
Ant Green – Employee Director, First Bus (Essex)
Hayley James – Internal Comms Lead @haylo_pr
167. 1 March 2017 Ant Green – Unsung Hero 2017
Our winner….
167
Ant collected top prize at this year’s
Employee Engagement Awards 2017.
First Bus was also shortlisted for the Best
Use of Tech for our First Aberdeen Colleague
App.
168. 1 March 2017 Ant Green – Unsung Hero 2017
About Us – FirstGroup plc
▪ We provide train, bus and transit services in the UK and North America
▪ We have 110,000 employees across the Group
▪ We have revenues of approximately £5bn a year
▪ We carry around 2.2 billion passengers a year
▪ We operate, manage or maintain combined fleets of 69,000 vehicles
▪ We have five divisions
− First Bus
− First Rail (Great Western, Hull Trains, Transpennine Express)
− First Student
− First Transit
− Greyhound
168
169. 1 March 2017 Ant Green – Unsung Hero 2017
About Us – FirstGroup plc
169
170. 1 March 2017 Ant Green – Unsung Hero 2017
About us – First Bus
▪ 17,500 employees: 13,500 drivers and supervisors
▪ 15 businesses including Aircoach (Ireland) and First Travel Solutions (B2B)
▪ 1.6m customers a day, most popular form of public transport
▪ 6,200 buses
▪ We have about 20% of the total bus market in the UK
▪ Each ‘OpCo’ has an elected Employee Director (separate to the TU)
170
171. 1 March 2017 Ant Green – Unsung Hero 2017
About us – First Essex
▪ Formerly part of First Eastern Counties
▪ Split into separate Operating Companies 2014
▪ Employs around 1000 drivers, engineers and support staff
▪ Essex has five depots: Basildon, Chelmsford, Clacton-on-Sea, Colchester, Hadleigh
▪ Ant stood for election in September 2014
171
172. 1 March 2017 Ant Green – Unsung Hero 2017
Challenges
▪ Hard to reach workforce
▪ High levels of disengagement
▪ No budget
▪ Outdated role profile
▪ Employee Director culture
▪ Allocated one day per week… can he really make a difference?
172
173. 1 March 2017 Ant Green – Unsung Hero 2017
What Ant did
▪ Made the role his own while reflecting expectations of his colleagues
▪ Spends own time creating materials, visiting depots and reporting back to the Leadership Team about
the views and opinions of colleagues.
▪ Promoted his visits using traditional channels (posters and notice boards), as well as a blog which
since being set up in 2015 has received over 1000 views.
▪ Took a proactive role in the staff survey.
− He got out and about right across the business to help encourage colleagues to complete the
survey
− Demonstrated the ease of access for colleagues to have a say on the things that mattered to them
− Promoted the donation to Prostate Cancer UK
173
174. 1 March 2017 Ant Green – Unsung Hero 2017
What Ant did
▪ Focused on the issue of safety: affects everyone at First and front line colleagues see and feel every
day
▪ Became a Be Safe ambassador; a recognised face championing safety and ‘one of us’
▪ Set up a blog and regularly posts insights into his role, the things he’s up to and how he’s supporting
his constituents
− Organic with no IC support
▪ Regularly shadows drivers on ‘run outs’ and ‘run ins’ demonstrating our ‘supportive of each other’
value
▪ Continues to bring employee voice direct to the leaders of the business. Reports back to the
leadership so they understand the ever changing landscape the drivers work in outside the depot.
174
175. 1 March 2017 Ant Green – Unsung Hero 2017
What Ant did
176. 1 March 2017 Ant Green – Unsung Hero 2017
Outcomes
▪ Your Voice 2015 staff survey response rate at 81% (20% the previous year).
− Breaking News: 85% in 2017
▪ Engagement scores went up two percentage points from the 2014 survey and was three percentage points higher than
the First Bus UK average.
▪ Ant’s approach to being Employee Director being built into a wider framework for FirstGroup.
▪ Role change, he’s become a full time Be Safe Ambassador and trainer for the division
176
177. 1 March 2017 Ant Green – Unsung Hero 2017
Summary
▪ Driving a bus has never been more difficult, with city centre roadworks, pedestrianisation of town centres and increasing
numbers of cars and motorbikes on the road
▪ Drivers in particular are the text book hard to reach group, engineers aren’t far behind
▪ Ant ensures drivers and engineers are heard at the top of the business so decisions are taken with front line colleagues
in mind
▪ He advocates the things that matter, takes responsibility for his own communication and supports the corporate
initiatives that he feels make a genuine difference to the lives of colleagues
▪ He does it for the love of the job – an unsung hero until we shouted about him
177
178. 1 March 2017 Ant Green – Unsung Hero 2017
He’s an Unsung Hero in good company…..
178
Tony Clegg, Driver and Employee Director – Greater
Manchester, Highly Commended, 2016
Joanne Spagnol, Team Performance
Manager, Winner 2015
182. ABOUT TRUSTFORD
Many sites throughout the UK and Channel Islands.
Wholly owned by Ford Motor Company and operating as an independent dealer group
with its own board of directors and operating strategies, TrustFord is part of the Ford
Retail Group which also owns and operates TrustFirstParts.
Accredited as one of the Sunday Times Top 30 Companies to work for, TrustFord
operates a network of 65 dealership sites throughout the UK and Channel Islands. It
employs 3,500 staff all of whom are focused on Driving the Standard in Customer Care.
183. THE PROBLEM
OVER 3,000
PEOPLE
65 LOCATIONS MANY
DIVERSE
ROLES
MANY DIFFERENT PLATFORMS CAUSING
INCONSISTENT & UNTIMELY COMMUNICATION
THIS HINDERED OUR ATTEMPTS TO
GROW, INSPIRE & DEVELOP OUR
PEOPLE
FEW COLLEAGUES COULD EASILY
ACCESS INFORMATION & TAKE UP
OPPORTUNITIES
184. THE PEOPLE
THE PROJECT WAS INITIATED BY TRUSTFORD HR
DIRECTOR, SHARON ASHCROFT.
ALSO INVOLVED IN THE PROJECT WERE:
VICKY THORNTON – TRUSTFORD
EMILY TURNER – TRUSTFORD
BECKI ROBERTSON – TRUSTFORD
AND MANY OTHER TRUSTFORD COLLEAGUES
185. THE AMBITION
“Part of our company Ambition is to stay ahead
in a changing world by investing in innovative
technology and one of our strategic goals is to
foster a spirit of innovation.’’
186. THE SOLUTION
TRUSTFORD CONNECT – CONNECTING ALL
TRUSTFORD COLLEAGUES, IN ALL LOCATIONS,
IN AN ACCESIBLE AND FAMILIAR MANNER.
187. SCOPING IT OUT
TRUSTFORD CONNECT WAS
SCOPED OUT SELECTING A SERIES
OF FEATURES THAT ACTED TO
RESOLVE THE ISSUES.
HR documents
Onboarding Documents
Company Information
Contacts
News & Social
Calendars
Training & Development
Awards & Benefits
Two Way Engagement
188. TRUSTFORD CONNECT
TRUSTFORD CONNECT WAS POSITIONED
ENTIRELY AS ’THE COLLEAGUES APP’.
EASY TO USE, COLLEAGUES LOG IN TO A
‘CENTRAL HUB’ GIVING THEM THE ABILITY TO
ACCESS ALL THE INFORMATION THEY NEED,
MEANING ANYONE ANYWHERE CAN ACCESS
CONISTENT CONTENT AT ANY TIME OR ANY
PLACE.
189. KEY FEATURES
LATEST NEWS,
UPDATES
& SOCIAL MEDIA
COMPANY
CONTACT
DIRECTORY
AWARDS AND
BENEFITS
INTERNAL
VACANCIES
EMPLOYEE JOB
INFORMATION
PUSH
NOTIFICATIONS
190. EXAMPLE CONTENT
ALSO INCLUDED WERE MANY
OTHER KEY DOCUMENTS,
FORMS AND PROGRAMMES,
INCLUDING:
EMPLOYEE HANDBOOK
COMPANY POLICIES
PAY AND BENEFITS
DEPARTMENTAL INFORMATION
CONTACT DETAILS & LOCATIONS
PEOPLE NEWS
IGNITION MAGAZINE
INTERNAL COMMS POSTERS
KEY COMPANY INFORMATION
191. GO LIVE!
Whether you’re at work or at
home, keep in touch with us
with your brand new Connect
app - it’s everything you need in
the palm of your hand.
To download, simply visit
www.employeeapp.co.uk/
trustford/gettheapp/
on your smartphone or scan
the QR code below.
Ask your manager for more
details on how to download.
Connect with us!
MONDAY 4TH JANUARY 2016
POSTER CAMPAIGNS DISTRIBUTED
THROUGHOUT ALL LOCATIONS AND SITES.
TEXT MESSAGE CAMPAIGN SENT OUT TO ALL
EMPLOYEES WITH INSTRUCTIONS TO
DOWNLOAD AND LINK TO DOWNLOAD PAGE.
192. RESULTS
74% of General Managers.
79% of Dealership Secretaries.
The number of active users continues to grow.
Pages with the most hits include:
‘Holiday Requests’
‘Privilege Scheme Rules’
‘‘Our Awards Winners and Finalists’
‘Our Diamond Event Announcement’
‘Benefits & Discounts’
‘Awards for Excellence’
‘Refer a Friend’.
Schemes had previously been difficult to access.
Users actively seek involvement in the rewards and
recognition programmes.
193. THE NEXT STEP
KEEPING IT FRESH WITH CONTINUOUS IMPROVEMENTS
VERSION 2 IS SET TO HAVE
PLENTY OF NEW & ENGAGING
FEATURES, INCLUDING:
LONG SERVICE AWARDS
MESSAGE BOARDS
MOOD BOARDS
NOMINATION BUTTONS
SEARCH FACILITY
NEW SURVEY FEATURES
THANK YOU CARDS
PAYSLIPS
PUSH NOTIFICATION SCHEDULING
CMS IMPROVEMENTS
MANDATORY READ TICK BOXES
PERSONAL INFORMATION