Winning a "Best Place to Work" award might sound like pure HR gold, but an engaged and productive workforce is a much more worthwhile objective.
Join BambooHR’s Director of HR, Cassie Whitlock, and The Predictive Index’s CEO, Mike Zani, as they walk through the foundation and structure of an engagement-lifting workplace.
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
The workplace culture changes instantly and we need to leadership to step up and drive talent development which leads to greater engagement and retention.
Sample Presentation of Values Coach Culture Assessment Survey ResultsJoe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye to share results of the validated VCI-17 Culture Assessment Survey taken by members of the leadership team at a large healthcare system (organization's identity removed)
Closing the trust gap: Responsible Business SeriesJill Riseley
The Responsible Business series is a program on key responsible business topics to further education, discussion and debate. Closing the trust gap was the first in this series and looked at what business needs to do to improve and drive trust with stakeholders and consumers.
The workplace culture changes instantly and we need to leadership to step up and drive talent development which leads to greater engagement and retention.
Sample Presentation of Values Coach Culture Assessment Survey ResultsJoe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye to share results of the validated VCI-17 Culture Assessment Survey taken by members of the leadership team at a large healthcare system (organization's identity removed)
PowerPoint slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the executive leadership team of HCA South Atlantic Division, 12-05-2018.
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.
5 Roads to Employee Engagement and Success - 2016 HDI ConferenceEddie Vidal
5 Roads Leading to Impactful Employee Engagement and Success - Studies show employee engagement results in higher profits, increased performance, higher customer satisfaction and lower employee turnover. Recognizing, engaging, and rewarding your team members creates a highly energized, focused and motivated unit; a team driven by performance, delivery and accomplishment. IT leaders need to invest and make reward & recognition (R & R) a core value and find ways to improve services and performance by assuring the development and success of their most important asset; people. Eddie will provide you examples and ideas to lead you down the road to success.
Is your organization looking to raise more money? Learn to keep your fundraiser happy. This interactive session is for any advanced Executive leading fundraising teams. You will gain valuable and practical tips on how to adopt shared values and assume a value-driven leadership style. You’ll return home ready, willing and able to adjust your organizational structure to better meet the needs of fundraisers while agreeing to realistic fundraising strategies, attaining fair systems and acquiring qualified people.
DCI surveyed a group of economic developers to find out the biggest challenges they face (both professional and personal), and whether or not they would encourage their child to become an economic developer.
Forget Gender. Just Rock Your Role!
Channel your inner bada$$ to rock your on-the-job role. Get actionable tips to help you exceed goals, raise hands, minimize negativity, grow from mistakes, present solutions, trust your gut and more!
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
RKWN event: Women and the Power of Negotiation by Nicole Davidson, CMA Learni...Russell_Kennedy
In Australia, the Workplace Gender Equality Agency calculates that women (on average) earn 83% of what their male counterparts earn. Studies also show that women are less willing to negotiate which ultimately impacts on earning capacity over time.
How to Protect Your Culture in Times of CrisisLimeade
Explore the importance of building and maintaining an intentional culture, especially in times of crisis to help your organization return from COVID-19 stronger and unflappable.
Magic Of Great Information - Selection Processkippseidl
Informaion on the cost associated with varying performers. Using a selection process that includes skill fit, company fit and job fit to predict future \'superior\' performance
Your challenges...to ensure that every "people" decision, wether hiring, placement, promotional or development is aimed at promoting "superior" performance in at least one of your positions.
PowerPoint slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the executive leadership team of HCA South Atlantic Division, 12-05-2018.
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.
5 Roads to Employee Engagement and Success - 2016 HDI ConferenceEddie Vidal
5 Roads Leading to Impactful Employee Engagement and Success - Studies show employee engagement results in higher profits, increased performance, higher customer satisfaction and lower employee turnover. Recognizing, engaging, and rewarding your team members creates a highly energized, focused and motivated unit; a team driven by performance, delivery and accomplishment. IT leaders need to invest and make reward & recognition (R & R) a core value and find ways to improve services and performance by assuring the development and success of their most important asset; people. Eddie will provide you examples and ideas to lead you down the road to success.
Is your organization looking to raise more money? Learn to keep your fundraiser happy. This interactive session is for any advanced Executive leading fundraising teams. You will gain valuable and practical tips on how to adopt shared values and assume a value-driven leadership style. You’ll return home ready, willing and able to adjust your organizational structure to better meet the needs of fundraisers while agreeing to realistic fundraising strategies, attaining fair systems and acquiring qualified people.
DCI surveyed a group of economic developers to find out the biggest challenges they face (both professional and personal), and whether or not they would encourage their child to become an economic developer.
Forget Gender. Just Rock Your Role!
Channel your inner bada$$ to rock your on-the-job role. Get actionable tips to help you exceed goals, raise hands, minimize negativity, grow from mistakes, present solutions, trust your gut and more!
Authors: Professor David F. Larcker, Brian Tayan, CGRI Quick Guide Series. Corporate Governance Research Initiative, Stanford Graduate School of Business, August 2017
This Research Spotlight provides a summary of the academic literature on the role of proxy advisors (ISS and Glass, Lewis) in the proxy voting process:
• The influence of proxy advisors on director elections.
• The influence of proxy advisors on say on pay.
• The influence of proxy advisors on proxy contests.
• The influence of proxy advisors on compensation design.
This Research Spotlight expands upon issues introduced in the Quick Guide “Investors and Activism”.
RKWN event: Women and the Power of Negotiation by Nicole Davidson, CMA Learni...Russell_Kennedy
In Australia, the Workplace Gender Equality Agency calculates that women (on average) earn 83% of what their male counterparts earn. Studies also show that women are less willing to negotiate which ultimately impacts on earning capacity over time.
How to Protect Your Culture in Times of CrisisLimeade
Explore the importance of building and maintaining an intentional culture, especially in times of crisis to help your organization return from COVID-19 stronger and unflappable.
Magic Of Great Information - Selection Processkippseidl
Informaion on the cost associated with varying performers. Using a selection process that includes skill fit, company fit and job fit to predict future \'superior\' performance
Your challenges...to ensure that every "people" decision, wether hiring, placement, promotional or development is aimed at promoting "superior" performance in at least one of your positions.
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsQualtrics
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today's ever changing workplace.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
The Power of Alignment and Intrinsic Motivation in Continuous ImprovementKaiNexus
A webinar presented by Mark Graban, hosted by KaiNexus.
In this webinar, you will learn:
- The real meaning of "the carrot and the stick
- The difference between motivating people and not demotivating them
- The role of "recognition and rewards" in continuous improvement
- The leadership behaviors that drive participation and alignment related to improvement
For many HR professionals employee “engagement” can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey.
During this session you will learn:
The facts and figures that unequivocally connect employee engagement to overall company performance and profitability.
Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success.
How to use the methodologies illustrated in the book What Motivates Me to assess each employee’s engagement level and to expose their true motivators.
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
Companies struggle today to create the experiences their Marketing say they do. It boils down to Culture and the consistent behaviours of all employees across all levels of management. Here's my presentation from the Africa HR Summit.
American Express NGen webinar on how to become a more effective change agent inside your organization. Key takeaways: why rebels needed, five Rebel 101 skills for creating change, knowing when to quit so that you don't get thrown under the bus.
Similar to Awards vs. Employee Experience: What Really Makes a Great Workplace? (20)
Building a Compensation Plan for Better RetentionBambooHR
With the global economy teetering on recession in the wake of climbing inflation, it’s critical for business leaders to evaluate employee compensation as a way to maximize employee retention. In this webinar, Nick Gavronsky, Sr. Director of Product Management at BambooHR and Cassie Whitlock, Director of HR at BambooHR, will offer their expert guidance on how to develop the right compensation strategy to help you attract and retain top talent.
Subscribe to our BambooHR webinar series: http://bamboohr.com/HR-Unplugged
Make Time Management Simpler with Time Tracking from BambooHRBambooHR
Tracking time is an essential part of managing time and staying accountable—to your employees, your clients, and the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization serves multiple clients.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
How your employee experience will make or break your revenueBambooHR
Join us for this meaningful conversation with Julia Anas, Chief People Officer at Qualtrics, and Aarthi Murali, Chief Customer Experience Officer at M&T Bank as they talk challenges and share real stories as well as strategies to amplify your employee experience to better support your customers and drive serious business impact.
Pay Equity Conversations Don't Have to be UncomfortableBambooHR
Join CEO & Global Executive Coach at Divinely Powered Hakemia Jackson, Bonfire Chief People & Culture Officer Becky Larkin, and Diversity Window CEO Jiquanda Nelson to learn how to identify gaps with your existing pay structures, build fair strategies that support your company goals and culture, and honestly — and compassionately — navigate tough conversations with your leadership team and employees.
Give People the Tools to Perform with BambooHR Performance ManagementBambooHR
See how BambooHR® Performance Management gives you the tools you need to lead and the tools your people need to perform. Our assessments help gather feedback from managers, peers, and the employees themselves with a few targeted questions, enabling conversations that get to the heart of what each person needs to thrive within their role.
Retention in the Face of Recession: Compensation Strategies for a Roller Coas...BambooHR
Join Lexi Clarke, VP of People at Payscale, and James Redfern, CFO at Payscale for the first ever session of our new HR Disruptors conversation series. They'll discuss how you can build a compensation plan that incentivizes candidates, helps retain employees and makes your executive team breathe a sigh of relief.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR Time Tracking® bridges that gap, saving hours of work while keeping your numbers accurate.
Gain Better Insights with Reporting + Payroll in BHRBambooHR
Reporting is a must-have functionality when it comes to payroll. Payroll admins need to be able to quickly and easily create actionable reports—not only for informing business strategy, but to carry out essential tax functions, ensure future payroll runs, and more. And when it comes to presentations, who doesn’t love generating a beautifully organized goldmine of targeted insights with a mouse-click?
How BambooHR® Makes Payroll Fast, Easy and Accurate.pptxBambooHR
Payroll can be a headache-inducing task. But with payroll from BambooHR®, you can get back the time you spent triple-checking numbers (and put the aspirin away).
Tracking time is an essential part of staying accountable—to your employees, to your clients, and to the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization bills clients based on projects or hours.
Performance management is a process, not a single task. And in order to succeed, each step in that process has to respect your employees’ time, stay accurate, and lead to meaningful insights or changes where needed. That’s where BambooHR® Performance Management comes in.
Better Together: How Three BambooHR Add-ons Work Best When CombinedBambooHR
What’s the advantage of bringing together all your HR processes under one roof? With our add-ons for time tracking, performance management, and payroll combined, you can save time, connect all your data, work from a single system, and more.
Mastering Mobile Time Tracking with BambooHRBambooHR
Tracking time with full accountability can be a tall order, especially for employees who do their work in the field or off site. How do you make time tracking easy for remote and in-office employees while ensuring accuracy for your records? It’s going to take more than a dusty time clock.
Payroll Panel Streamlining Your Compensation with BambooHR Payroll.pptxBambooHR
Payroll is the keystone of any organization. When it’s consistent, solid, and supported, you can build an amazing workplace where employees have full confidence in their employer—the first requirement for employee retention.
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Having Payroll and Time Tracking in BambooHR makes gathering hourly payroll information and submitting it correctly much simpler. There’s less room for errors and more breathing room in your payroll schedule with all your personnel data, hourly data, and payroll processing in a single system.
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The Great Resignation has a lot of businesses rethinking their retention strategies, but you don’t have to reinvent the wheel to convince your people you value them. You just have to show them you’re already investing in their success—not through unread paystubs, but with a personal explanation of everything your organization provides.
a Holistic Approach to Performance Management and Employee Satisfaction with ...BambooHR
Providing a great employee experience takes more than presentations, perks, and motivational posters. To keep employees engaged and improve long-term retention, leadership needs to know how employees view their decisions and employees need to feel that leadership cares about their future.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR® Time Tracking bridges that gap, saving hours of work while keeping your numbers accurate.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
3. Awards vs. The Employee Experience
Winning a Best Place to Work award is awesome.
But it’s far from everything.
4. What can
a workplace
award do?
Smaller award-winning companies experienced a 63% increase in
operating income and a 39% growth in sales when compared to non-
winners.
Source: British Quality Foundation
Improve employer brand
Attract talent
Increase visibility
Strengthen your reputation
Boost revenue
11. 35%
Of surveyed employees think a lack of benefits related to family assistance
has negatively impacted their work performance.
(Care.com Better Benefits Survey, 2015)
12. 30%
Of surveyed employees have cut back more than 6 hours
per week due to family responsibilities.
(Care.com Better Benefits Survey, 2015)
13. Optimized Total
Rewards:
Financial
Salary / Hourly Compensation
Investment / Retirement
Supplementary Insurance
Financial Education
Professional Development
Career Counseling
Skill Education
Tuition Reimbursement
14. 46%
Of Baby Boomers say not being able to retire
when they want to is a major financial concern.
(PriceWaterhouseCooper, 2018)
15. 48%
Of Millennials (and over half of Gen Xers) fear not having enough
money to cover an unexpected emergency.
(PriceWaterhouseCooper, 2018)
17. Engaged
companies…
See a 6% higher net profit margins
(Towers Perrin)
Receive 5X higher shareholder returns
across five years
(Kenexa)
18. When People
are engaged…
37% lower absenteeism
25% lower turnover (in high-turnover
organizations)
65% lower turnover (in low-turnover
organizations)
28% less shrinkage
48% fewer safety incidents
19. When People
are engaged…
41% fewer patient safety incidents
41% fewer quality incidents (defects)
10% higher customer metrics
21% higher productivity
22% higher profitability
23. Connected
James Fowler and Nickolas Christakis
A person is 15% more likely to be happy if directly
connected to a happy person.
At 2 Degrees, 10% more likely.
At 3 degrees, 6% more likely.
Each unhappy connection decreases the
likelihood of happiness by -7%.
$10k raise = + 2% happiness
34. • Mess up what they like about the company
• Lose sight of them – spend time with your stars
For “Cultural champions”, do not...
35. • Blame them – this is your making
• Prioritize policies or take action based
on this group
• Expect high survival rates
For “Contaminators”, do not...
36. • Be surprised
• Wait another day
• Think that this will be easy or
• That a benefit will cure this issue
For “Grinders”, do not...
37. • Accept low performance or it will infect
your culture
• Expect performance to change by itself
• Assume that improvements will maintain
• “Overweight” their suggestions
For “Silent Killers”, do not...
39. • Give them proper attention
• Reward them…or someone else will
• Invest in tools they need
• Give them a platform
For “Cultural champions”, do...
40. • Admit responsibility
• Be specific and honest with their lack of
engagement & performance
• Send them out as an advocate or an adversary
For “Contaminators”, do...
41. • Get to the Root of the Problem
• Get Feedback…Listen & Act
• Showcase Efforts & Improvements
• Wellness Checks
For “Grinders”, do...
42. • Consider Right Person but Wrong Seat.
• Establish Quantifiable Performance Objectives
• Conduct Performance & Engagement
Conversations vs. Annual Reviews
• Dedicated Mentorship Program
For “Silent Killers”, do...
44. For “Culture
champions”...
Feeling - We are the future
Elevated status / recognition
Greater sense of purpose and belonging
Feeling that leadership gets “it” and “me”
46. For “Grinders”... Feeling - Hope / Optimism
Leadership wants to change
The notice and respect what I bring
Attitude shift - I will work on this if you do
47. For “Silent
Killers”...
Feeling - Ownership
Ownership of their performance
improvement
Realization that performance change is
needed or Happy Alumni
48. bamboohr.com predictiveindex.com
How engaged is your organization? See how your company stacks up.
Questions?
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
BambooHR
trypi.com/engagement-diagnostic
The Predictive Index
Cassie
Which is more important to have, an award or a great place to work?
We’ve both won Best Place to Work AwardsThey’re nice to have and good for business, but they don’t equate to a great experience
Cassie
Winning an award isn’t a bad thing; it’s a great thing. It can:
-boost your employer brand
-make it easier to get buy-in from executives for improving the employee experience.
Cassie
An award doesn’t mean you have a great place to work; it means people say you do.
You can have one without the other.
Takeaway: The goal isn’t the award, it’s creating a great place to work. An award helps validate and support the continuation of that goal.
Tending a garden means constant maintenance: weeding, pruning, watering, sunlight, fertilizer, etc.
Tending a workplace is the same:
-Planning the proper environment
-Creating a strategy around what you want to produce
-Selecting the right people
-Making sure those people are as able as possible to do the work you want them to do
Cassie
You’re seeking loyalty, passion, and productivity, the results of high employee engagement.The maintenance is creating and reinforcing, measuring and recreating an employee experience that produces high engagement.
Cassie
Knowledge is power, and the people with knowledge at an organization are the leaders
If you want to empower and engage your workforce, you have to spread knowledge
Leaders have to be open and available to share what they know
In turn, communication from the ground up keeps leadership better informed to make decisions
Cassie
Has to be locked in as early as possible and communicated broadly and repeatedly.
Values get incorporated into hiring.
Set the example from the beginning and make sure decisions at the exec level incorporate values and then are communicated
Cassie
Tune benefits to your employee demographic (programs that are particularly suited to your workforce, e.g., towards young families and singles, older couples, middle age families, etc)
Educate fully and provide additional advice on benefits utilization
Unused benefits aren’t benefitsEducation on benefits reinforces the idea that benefits are a component of compensation
Mental health is critical
Time away from work is critical
Ensuring that the time away from work is beneficial is something many people overlook
(Paid Paid)
Cassie
Benefits don’t only impact the employee - they can have a dual impact on both family members and employees
Cassie
Financial security is a big factor in mental health
Financial benefits boost employer brand and boost employee morale
Financial education (Financial Peace University) is a great extracurricular care initiative
Organizations that fail to make continual engagement efforts risk stagnation
Flat organizations risk turnover due to a feeling of dead-end jobs
Career development efforts prevent the first
Clear communication about structure and career paths prevents the second
Cassie
Educating people about investments, savings, and retirement can seem remedial...to people who are knowledgeable and secure about their finances. But many people have never had any sort of financial education.
It’s an often-repeated statistic that 33% of American adults have $0 saved for retirement
Cassie
Debt, lack of a budget, and lack of savings create an engagement issue through worry.
44% of Americans don’t have enough cash to cover a $400 emergency.
Teaching employees how to budget and save and pay off debt helps the organization as well as the employee
Engagement is everywhere – workshops like this, new technology & solutions are launching almost daily
Is it really important, is it a buzz word, or is it an HR craze?
One of things I hope to accomplish today is to set the record straight on that.
Engagement is a real thing and it’s a very important aspect of any organization and can make the difference between success and failure of a company
When we think about companies who have a workforce that is more engaged overall, even at a macro level there’s clear data that shows they are more profitable and return more money to their shareholders
The real reason that it occurs, and youc an see a lot of data points on this page, when you get engagement right you can see all the right business metrics moving in the right dircation
Less Shrinkage, lower absenteeism, better customer experiences, higher productivity, few safety incidents
All of this contributes to a more successful company across the board and contributes to the most important financial metrics
After looking at data like this, it’s really something that’s undebatable
Something that every business should be thinking about
When we think about companies who have a workforce that is more engaged overall, even at a macro level there’s clear data that shows they are more profitable and return more money to their shareholders
The real reason that it occurs, and youc an see a lot of data points on this page, when you get engagement right you can see all the right business metrics moving in the right dircation
Less Shrinkage, lower absenteeism, better customer experiences, higher productivity, few safety incidents
All of this contributes to a more successful company across the board and contributes to the most important financial metrics
After looking at data like this, it’s really something that’s undebatable
Something that every business should be thinking about
When we think about companies who have a workforce that is more engaged overall, even at a macro level there’s clear data that shows they are more profitable and return more money to their shareholders
The real reason that it occurs, and youc an see a lot of data points on this page, when you get engagement right you can see all the right business metrics moving in the right dircation
Less Shrinkage, lower absenteeism, better customer experiences, higher productivity, few safety incidents
All of this contributes to a more successful company across the board and contributes to the most important financial metrics
After looking at data like this, it’s really something that’s undebatable
Something that every business should be thinking about
Now, companies that are focusing on are typically adopting a very common strategy
First part of that strategy, involves a survey approach
Annual census survey to gauge feelings, thoughts, beliefs of employees
It’s really about listening to the employees
Today, you will see a lot of surveys that try to amp this up through continuous listening, or “pulse surveys”, but premise ist still the same
People are Measuring how people are feeling and then the next step is supposed to be action planning
Action planning is really about attempting to tackle engagement from a top down perspective, senior leaderships reviewing those results, thinking about what needs to change, communicating that change, and taking action from the top of the company
While at the same time, a bottoms up approach is supposed to be happening as well – managers get their own results, sit down with their own employees, and enact a more targeted plan to show their employees that they understand their concerns and will take action and make any necessary changes
In a perfect world, if everyone is doing this right, you will see some changes and may move the needle
The big problem with it is it is incredibly intensive process, it doesn’t work well and it has one really big flaw in that it doesn’t get to who the individual is
As evidence, Gallup tracks overall workforce engagement, and with all the tools and solutions that are out there, you would think we would just be able to crush the engagement problem and move on, but instead we find ourselves measuring the heck out of something, and having very little positive impact
So how can we have a big impact on engagement
Z TAKE OVER
Z TAKE OVER
THESIS
I think we can all agree that we want a productive workforce, people that are engaged, those that come to work happy. We want our people on the trajectory of the dotted greenline
And we desperately want to avoid the red line - these folks are typically disengaged, doing the bare minimum
In addition to this reality, I/O Psychologists have found four active forces working against us that block us from achieving great results. These forces pull down your people on the “want to” curve and they inhibit the people on the “have to” line to step up.
The four forces are:
Job Fit (and/or avoiding bad hires) is just one of them. It’s the most common. But job fit (or hiring concerns) is a symptom of something else - it’s a response to a business need (growth, re-org, attrition, poor management...etc). In other words, you can make the best hire you’ve ever made, but lose them because of poor management
Manager - the old adage that people don’t leave their job, they leave their manager is true. Bad managers stifle productivity, crush morale. Imagine hiring a great employee, but losing them because of a manager!
Culture - (cultural misalignment) is another critical area that can block great results. Culture is defined by the leadership (for better or worse); understanding what’s driving the culture and why is vital to the strategy of the business and the results it seeks. For example, a start-up culture has very different requirements than a mature organization.
Team - good employees who don’t understand each other can wreak havoc, which also hurts engagement and productivity.
In other words, instead of focusing on our productive employees, making them even more productive, most of us spend time dealing with the basic causes of a disengaged, unproductive workforce. There is so much productivity lost when we’re dealing with disengagement (job fit, bad management, culture, or team conflict). Does this broader picture resonate with you? Before we jump ahead and get into the software, what are your thoughts on this?