Slides from our webinar featuring work culture experts at TINYpulse and Limeade on why investing in your employees is they key to building a great work culture.

1. | © 2016 Limeade1
7 FUNDAMENTAL
STEPS FOR
BUILDING A GREAT
PLACE TO WORK
10.11.2016

2. | © 2016 Limeade2
TODAY’S SPONSORS
An employee engagement solution
company that offers feedback and
performance management tools.
A corporate wellness technology
company that drives real
employee engagement.

3. | © 2016 Limeade3
TODAY’S SPEAKERS
BJ Shannon
Head of Customer
Happiness, TINYpulse
Dr. Laura Hamill
Chief People Officer,
Limeade

4. | © 2016 Limeade4 | © 2016 Limeade4
TODAY’S
AGENDA
• 7 steps to build a great place to work
– Why you should care
– How to integrate into your culture
• Q&A

5. | © 2016 Limeade5
1. INVEST IN
EMPLOYEE
WELL-BEING

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WELL-BEING & ENGAGEMENT
ARE RELATED
Of those employees with
higher well-being
84%
more engaged
38%
When employees feel their
employer cares about their
well-being, they’re
Limeade and Quantum Workplace. (2016) 2016 Well-Being & Engagement Report.
recommend their company
as a great place to work

7. | © 2016 Limeade7 | © 2016 Limeade7
HOW TO SUPPORT
EMPLOYEE WELL-BEING
• Value the whole employee
• Organizational support
• Invest in well-being tools &
resources – like corporate
wellness programs
• Manager training
• Time off to recharge
• Flexible work options
EXAMPLES

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2. GIVE
EMPLOYEES
A VOICE
• Listen
• Involve them in decisions
• Solicit their opinions

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IT’S IMPORTANT TO TAKE
ACTION ON FEEDBACK
23%
Taking action on feedback
increases engagement by
Ask for employee feedback
AND do something about it.
BlessingWhite. (2010) The good, the bad and the ugly of employee engagement surveys
Listening to employee feedback, Nimble
made important internal changes that
helped retain many of their employees.

10. | © 2016 Limeade10
HOW TO TAKE A
PULSE ON YOUR
WORKFORCE
• Use tools & forums that give
employees a voice
• TINYpulse engage

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3. VALUE THE
MANAGER-
EMPLOYEE
RELATIONSHIP
Did you know managers play the
most significant role in supporting
employee well-being?

12. | © 2016 Limeade12
WHY MANAGER
SUPPORT MATTERS
THE MOST
• Employees rate their relationships
with direct supervisors as more
important to job satisfaction
than benefits1
• A strong manager relationship
leads to more productive,
efficient and loyal employees2
1 SHRM. (2012) 2012 Employee job satisfaction and engagement
2 O’Brien, P. (2014) Why strong employee/employer relationship is important and how to achieve this? B2C

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HOW CAN A MANAGER SUPPORT
WELL-BEING?
• Have frequent 1:1 meetings
with employees
• Communicate openly,
honestly and consistently
• Assume positive intent
• Don’t avoid difficult
conversations
• Help employees overcome
obstacles
• Encourage self-efficacy

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4. ACTIVELY
SUPPORT
GROWTH &
LEARNING

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WHY YOU SHOULD
CREATE OPPORTUNITIES
• Employees who don’t see
opportunities for career growth at
their company will leave
• Those who have access to
professional development are more
than 10% more likely to stay
“AT LIMEADE, WE
WANT OUR
EMPLOYEES TO HAVE
FULFILLED CAREERS
AND TO FEEL A
SENSE OF PURPOSE
IN LIFE.”
Dr. Laura Hamill, Chief People Officer
TINYpulse.(2015) Employee retention report.

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HOW TO CREATE
OPPORTUNITIES
• Partner with employees to create
learning & development plans
• Offer job shadowing or training
opportunities
• Share new positions internally
before rolling out to the public

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5. PROVIDE
REGULAR
FEEDBACK

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THE IMPORTANCE
OF FEEDBACK
• Employees want fast, objective
and frequent feedback
• Don’t make it a scary,
once-a-year thing
• Do make it easy ongoing
discussions with employees

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HOW TO START
THE CONVO
• Hold regular 1:1s
• Set 1:1 meeting expectations
• Keep it informal
• Ask about roadblocks
• Help employees create
personal development plans
• Hold management
improvement conversations

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LISTENING TO YOUR
EMPLOYEES “REGULARLY LISTENING
TO YOUR EMPLOYEES
BY WAY OF SHORT,
SIMPLE SURVEYS WILL
ARM A MANAGER WITH
THE INFORMATION HE
NEEDS TO REALLY
MAKE A DIFFERENCE.”
David Niu, Founder and CEO of TINYpulse

21. | © 2016 Limeade21 | © 2016 Limeade21
6. ENABLE &
ENCOURAGE PEER
RECOGNITION

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SHOWING
THANKS
• Ask peers to nominate & vote
for employees of the month
• Publish an appreciation
column in your newsletter
• Leave kudos notes or
thank-you cards on desks
• Invest in recognition tool

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CHEERS FOR PEERS
78% of employees would work
harder if they felt their efforts were
better appreciated.
“EVERY WEEK OUR
TEAM GETS TO PAT
EACH OTHER ON THE
BACK AND REALLY LET
EACH OTHER SHINE.”
Amy Balliett, Killer Infographics
Globoforce. (2012) Workforce Mood Tracker.

24. | © 2016 Limeade24 | © 2016 Limeade24
7. USE ALL OF
YOUR HR TOOLS
TO REINFORCE
YOUR MISSION

25. | © 2016 Limeade25 | © 2016 Limeade25
CONNECTING
EMPLOYEES WITH
YOUR ORGANIZATION
• In your weekly survey, ask about
alignment on company values
• In your well-being program, have
challenges that reinforce your mission
• In your performance management
tool, include a goal linked to
company values

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FINDING MEANING AT WORK
• Employees need to feel a
connection to your
organization’s mission
• Create tangible processes &
materials that incorporate your
company’s mission and values
3x
Employees who find meaning
in their work are
more likely to stay with
their organization
1.4xmore engaged
at work
The Energy Project and Harvard Business Review .(2014) Why you hate work

27. | © 2016 Limeade27
WHAT’S NEXT
ASSESS YOUR CULTURE: Speak with an employee
engagement specialist today TINYpulse.com
REGISTER FOR UPCOMING WEBINAR:
Learn what new research from Limeade
revealed about employee engagement
http://bit.ly/2dqTQo4

28. | © 2016 Limeade28
Q&A
BJ Shannon
Head of Customer
Happiness, TINYpulse
TINYpulse.com
ketti@TINYpulse.com
Dr. Laura Hamill
Chief People Officer,
Limeade
limeade.com
tellmemore@limeade.com