Kim Dixon, Global VP of Brand & Media, shares results from Ceridian's 4th annual Pulse of Talent Survey

1. 7 Drivers for Building
Employee Engagement
from Hire to Retire

2. Introduction
Kim Dixon, Global VP
Brand & Media
Kim Dixon is an entrepreneurial marketing professional
with a wide variety of technology industry experience
in public, private and venture-funded organizations
spanning sectors including graphics, education,
telecommunications and digital content.
Kim has lead teams and programs for the consumer,
small business and enterprise markets including new
product introductions of software, hardware and Web
services, nationally and internationally. In 2006, she was
named businesswoman of the year by the Ottawa
Women’s Business Network in the corporate category.

3. Agenda
1. The State of Employee Engagement in Canada
2. Key Findings from the 2014 Pulse of Talent Survey
3. 7 Drivers for Building Engagement
4. Recommendations for Engagement Success

4. Employee Engagement Matters
• Employee engagement leads to retention.
• It is a more reliable indicator of performance.
• It results in higher productivity, profitability and lower turnover.

5. Why Engagement Matters?
SOME NUMBERS:
• Turn over costs of disengaged employees: $5B/Year
• Total number of employees leaving organizations: 2M/Year
• The average cost of employee replacement per year: $10K
• Average replacement cost: 20% of salary

6. Previous Pulse of Talent Surveys (2011-2013)
2011
• Measured perceived Job Security,
Confidence in Leadership and Career
Satisfaction
2012
• Focused on the impact
of recognition on employee
engagement and job satisfaction.
2013
• Focused on the agile approach to
recognition and rewarding; Gen Y, Gen X
and Boomers

7. “Estimated Replacement Costs For Disengaged
Employees Is 5 Billion Dollars Annually.”
• The Pulse of Talent 2014
edition was commissioned
by Ceridian and conducted
in partnership with Nielson
• 800+ Canadians were
surveyed nationwide during
April and May
• 3 Key Findings were
revealed in the report

8. 2014 Pulse of Talent Survey
1 IN 3 EMPLOYEES
ARE FULLY ENGAGED
ON THE JOB
1 IN 3 EMPLOYEES
BELIEVE THEIR
EMPLOYER CARES ABOUT
THEM

9. Key Finding #1: Employers Can
Improve Engagement Levels

10. Highly engaged workers fall into one
of the following groups:
• Young or older (18-24 & 55+ years old)
• Post-graduates, secure in their job,
salaried, have the possibility to work from
home, have access to an Employee
Assistance Program
• People who would like to work 3 years or
more for their employer, are not looking for
a new job and are not exploring new
career paths

11. Top 3 Symptoms of
Low Employee Engagement
1. HIGH TURNOVER
• Want to explore new career paths
• Think promotions are given externally
• Current job <5 years

12. Top 3 Symptoms of
Low Employee Engagement
2. LOW PRODUCTIVITY
• Feel more stress
• Get less sleep

13. Top 3 Symptoms of
Low Employee Engagement
3. SLOW TO ADAPT
TO CHANGE
• Higher training costs
• Difficulty keeping up-to-date on
the job

14. Key Finding #2: Recruitment policies
and processes are critical to building
and maintaining a strong company
brand.

15. NO FEEDBACK DURING RECRUITING CREATES NEGATIVE IMPACT

16. Engagement Growth is an Ongoing Process
EMPLOYEE DEVELOPMENT
+ INTERNAL PROMOTIONS
= HIGHER ENGAGEMENT.
• In a company where employees
are developed and promoted
internally, engagement levels are
higher.

17. Key Finding #3: Highly engaged
employees are more loyal to their
employer.

18. REASONS FOR NOT
LOOKING FOR A NEW JOB:
• Work is interesting - 57%
• Good conditions - 57%
• Security - 53%
• Fair compensation - 51%
• Respected - 45%

19. Engagement and Retention Rates
• Despite everything employers are doing right, many
employees are at least open to the idea of changing
employers:
OF EMPLOYEES ARE IN
SOME FORM ACTIVELY
LOOKING FOR A NEW
JOB WITH A NEW
EMPLOYER
AREN’T ACTIVELY
LOOKING, BUT WOULD
CONSIDER A NEW JOB
WITH A NEW
EMPLOYER

20. 7 Drivers for Building Employee Engagement

21. Engaged Employees give higher ratings
to all 7 drivers

22. Engaged Employees give higher ratings
to all 7 drivers

23. Engaged Employees give higher ratings
to all 7 drivers

24. Recommendations
REWARD EMPLOYEES WITH MONETARY
& NON-MONETARY COMPENSATION

25. Recommendations
RECOGNIZE AND VALUE EMPLOYEES

26. Recommendations
MOTIVATE AND CHALLENGE EMPLOYEES
+ PROVIDE OPPORTUNITIES FOR GROWTH

27. Recommendations
SHOW YOU CARE ABOUT THEIR OPINIONS
AND PERSONAL WELL-BEING

28. Recommendations
COMMUNICATE/EDUCATE REGULARLY ABOUT
THE COMPANY’S CORPORATE VISION

29. Recommendations
• Reward your employees
with monetary & non-monetary
compensation
• Recognize and value
your employees
• Motivate and challenge
your employees
professionally & provide
opportunities for growth
• Show employees you
care about their opinions
and personal well-being
• Communicate/educate
regularly about your
company’s corporate
vision
2014 Pulse of Talent Wrap
#1: Employers Can Improve
Engagement Levels
#2: Recruitment policies and
processes are critical to
building and maintaining a
strong company brand.
#3: Highly engaged
employees are more loyal to
their employer.

30. THANK YOU
To find out more about Ceridian Human Capital Management Solutions
contact us at: 1-877- CERIDIAN (1-877-237-4342) or visit www.ceridian.ca.