1. The Chemistry
of Employee Engagement
Reformulate your company’s future with real-time people data.

2. Everyone’s talking about
employee engagement.

3. Leaders want
more of it.

4. No one knows
how to get it.
(Consistently.)

5. Disengagement
isn’t always visible.
“Today I’m just going to do
what is necessary to get by.”
“Once I get my bonus,
I’m out of here.”
“I spend most of my time
here planning my
next vacation.”

6. “We won the
talent war!”
If only that
were enough.

7. The moment of truth:
Hiring top talent doesn’t inoculate
against engagement and
retention problems.

8. Growth can
actually trigger
problems with
engagement.
(And productivity
and retention, too.)

9. ENGAGEMENT IS
IMPORTANT.
THE FUTURE OF AN ORGANIZATION
DEPENDS ON IT!
(No pressure.)

10. Only 13% of the
global workforce
is highly engaged
(Deloitte)
So, what causes disengagement?
13%

11. Any number of potential
REACTIONS
to change.

12. STRATEGY DU JOUR.
The boss changes direction often.
The team loses motivation.
People fear their hard work will be wasted.

13. Their workload has steadily increased, but they’re
committed, so they put in the extra hours.
Three accountants just quit.
Leadership didn’t know until the exit interviews.
ACCOUNTING IS EXHAUSTED!

14. An employee’s strong decision making leads
to a promotion.
Now the team is required to run every decision by her,
resulting in delays and frustration.
YOU’RE THE BEST! (AT YOUR OLD JOB.)

15. Can you
discover
problems in time
to take action?
That’s the
problem with the
annual survey.
It’s still,
well, annual.

16. “Annual surveys weren’t working. We
wanted to take a more frequent pulse
of employees, without weighing down
the HR team.”
— Joan Burke,
SVP Human Resources, Marketo
“Managers were rarely managing
the same team a year later, so it was
difficult to compare results.”
— Richard Deal,
SVP, Chief HR Officer, FICO

17. In chemistry, scientists measure data and
see results in real time.
What if you could do that with people?

18. YOU CAN.
Lots of people already do.

19. MARKETERS!
They use
insights to
course-correct
and optimize
quickly across
a portfolio of
campaigns.

20. POLITICIANS!
They don’t wait
until election
day; they
constantly
poll voters to
fine-tune
their strategies.

21. DEVELOPERS
AND APPLICATION
MANAGERS!
They use
performance
monitoring
technologies
to identify
bottlenecks and
diagnose issues.

22. WHY NOT USE
REAL-TIME MEASUREMENT
FOR EMPLOYEE ENGAGEMENT?

23. MANY COMPANIES ALREADY DO.
(FICO, Marketo, Sojern)
Here’s how to reformulate your
company’s future.
(In 3 easy steps!)

24. 1. PULSE
FREQUENTLY.
Measure the right things
at the right frequency
by pulsing monthly
or quarterly.
“We have more frequent
longitudinal data and an
environment where managers can
analyze it in real time. It’s proven
invaluable in increasing awareness
and energy around the topic of
workforce engagement.”
— Richard Deal,
SVP, Chief HR Officer, FICO

25. 2. EVALUATE
RESULTS IN
REAL TIME.
Deliver actionable
insights based on
the data collected.
“We see how new processes or
initiatives in our business can cause
stress (through lower scores), but
because of the driver data, we see
why, making it more actionable.”
— Eric Hutchinson,
COO, Madison Reed

26. 3. EMPOWER
LEADERS AND
MANAGERS TO
ACT! QUICKLY.
Deliver insights to
the right people—
managers, and not just
HR and the CEO.
“Giving leadership actionable
data they can slice and dice is
hugely impactful.”
— Tiffani Ingham,
Senior Director,
People Operations, Sojern

27. REAL-TIME MEASUREMENT
ISN’T THE FUTURE.

28. IT’S NOW.

29. WHAT’S YOUR
ORGANIZATIONAL
CHEMISTRY
QUOTIENT?

30. CONDUCT YOUR OWN INVESTIGATION
OF EMPLOYEE ENGAGEMENT.
(In real time.)

31. You can improve engagement by knowing
each employee group’s specific, unique drivers
of engagement throughout the year, and
by using those insights to develop creative,
pragmatic solutions to the real reasons people
become disengaged at work.
Request a demo of Glint.
THE REAL-TIME EMPLOYEE
ENGAGEMENT PLATFORM.