SlideShare a Scribd company logo
ATTRACTION
RECRUITMENT
ONBOARDING
DEVELOPMENT
RETENTION
SEPARATION
Using the Employee
Lifecycle asYour
Roadmap to
Employee Engagement
Elizabeth Lupfer | @socialworkplace
Let’s Get Cozy
• The new work
environment
• HR’s changing role
• Strategic focus
through the
Employee Lifecycle
2
 Frequent
organizational
change
 More
interdependent
work
 An increase in
knowledge work
Time is not frozen
Frequent
Change
No more Milton
More
Interdependence
Ability to
share
knowledge
How we
share is
different
Fighting fire
with fire will
only burn
everything to
the ground
Managers
Manage
Employees
Against the
Past Not the
Future
Technology is
part of the
solution but
it’s also part
of the
problem
Technology is
most effective
when it is
invisible
We need leaders
and change
champions, not
just managers
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
What does this mean?
Technology is
most effective
when it’s
invisible
Technology is
part of the
solution but
it’s also part
of the
problem
Technology is
most effective
when it is
invisible
We need leaders
and change
champions, not
just managers
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
In the new work
environment, we need
to use technology as a
seamless enabler to get
work done.
Fighting fire
with fire will
only burn
everything to
the ground
What does this mean?
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
Managers
Manage
Employees
Against the
Past Not the
Future
Managers
Manage
Employees
Against the
Past Not the
Future
We need leaders
and change
champions, not
just managers
Fighting fire
with fire will
only burn
everything to
the ground
The development and
adoption of technology
outpaces the systems
capabilities of a
company.
Technology is
part of the
solution but
it’s also part
of the
problem
What does this mean?
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
Technology is
most effective
when it is
invisible
We need leaders
and change
champions, not
just managers
Fighting fire
with fire will
only burn
everything to
the ground
Technology is
part of the
solution but
it’s also part
of the
problem
Manager roles need
changed into those of
leaders who represent the
new work environment or
the empowerment that
technology provides
Managers
Manage
Employees
Against the
Past Not the
Future
What does this mean?
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
We need leaders
and change
champions, not
just managers
Fighting fire
with fire will
only burn
everything to
the ground
Technology is
part of the
solution but
it’s also part
of the
problem
Managers
Manage
Employees
Against the
Past Not the
Future
Technology needs to be an
enabler of something
more natural – an
extension of corporate
culture and embedded
into employee behavior
Technology is
most effective
when it is
invisible
What does this mean?
To get different results we need different actions
The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh
How Work has Changed
Fighting fire
with fire will
only burn
everything to
the ground
Technology is
part of the
solution but
it’s also part
of the
problem
Managers
Manage
Employees
Against the
Past Not the
Future
Technology is
most effective
when it is
invisible
Change can come from
anywhere in the
organization but
managers are the leaders
who drive it all the way
through the organization
We need leaders
and change
champions, not
just managers
Partners in Engagement
13
Corporate
Communications
Human
Resources
Strategic brand Tactical Events
Storytellers Informers
Collaboration Transactional
Indirect messages Direct messages
Broad Audience
Targeted
Audience
•Developing
tomorrow’s leaders
•Building engagement
•Defining employer brand
•Measuring outcomes
•Planning and communicating
change
•Leveraging internal
platforms
HR Functions as Verticals
14
TALENT
ACQUISITION
DEVELOPMENT COMPENSATION ADMIN BENEFITS SEPARATION
RECRUITING
ONBOARDING
CAREERS
TALENT
REFERRAL
PERFORMANCE
RECOGNITION
DIVERSITY &
INCLUSION
TOTAL
PERFORMANCE
LEADERSHIP
TRAINING
PAYROLL
JOB ALIGNMENT
GLOBAL
MOBILITY
401K
DEFERRED
COMPENSATION
HRIS
ETHICS
HR SYSTEMS
COMPLIANCE
SAFETY
WORKFORCE
RELATIONS
ANNUAL
ENROLLMENT
HEALTH AND
WELLNESS
BENEFITS
PARTNERS
TERMINATIONS
RETIREMENT
EXIT
INTERVIEWS
EMPLOYEE EXPERIENCES
PHAT ASIAN
PHAT BABY
• Timing of steps taken by
me and benefits available
before, during, and after
• Short Term Disability
• FMLA
• Medical Coverage
• Life Insurance
• Maternity Management
Programs
• Adding Baby to Benefits
• Planning Childcare for
my return to work
• 401K – Future Savings
• 529 Savings
• Creating/Updating a Will
• Transitioning back to
Work
Phat Asian’s Experience
17
Intranet
Work Life
Illness & Injury
Initiating Federal
FMLA & State
Leave
Time Off & Leave
Mgmt & West
Non Bargained
for Hourly EE’s
Vacation
Personal
Leave of Absence
Personal, Military,
FML, Medical,
GRW
Life Events Having a Baby
EAP
Health
Medical Future Moms
Your Health Disability STD Disability SPD
Related Links
Your Benefits
Resource
Money
Wealth
Accumulation
Savings Plan
18
RECRUITING
ONBOARDING
BENEFITS
LEARNING
RECOGNITION
PERFORMANCE
DEVELOPMENT
ETHICS AND
COMPLIANCE
TERMINATIONS
SAFETY
PAY
POLICIES
WORKFORCE
PLANNING
20
21
ENJOYMENT
THROUGH
COMMUNICATION
ACCOMPLISHMENT
RECOGNITION ADVANCEMENT
Key Drivers of Engagement
What do employees want or need?
The foundation of the
employee lifecycle
Adaptability
Relevancy
Sustainability
Execution
A
R
S
E
24
Four Key Principles
How the Principles Work
25
EMPLOYEE ADVANTAGE BUSINESS OUTCOMES LEADER / HR ROLE
Adaptability Needs of the business are
met at the same time as
the needs of employees
Adjust to the demand and
supply of the workforce
Interactions are more
consistent - content is
standardized
Relevancy Develop engagement
opportunities that are
relevant to employees
Connect with real work
goals and processes
Reorient managers to
guide and empower
knowledge workers
Sustainability Align employee
performance with business
performance
Build on existing processes
and target technology
investments to the evolving
needs of employees
The manager is critical
to sustained
engagement
Execution Interactive and engaging
platforms and solutions
Technology Investments
that meet the evolving
needs of the organization
and employees
Drivers of tools and
programs and can guide
employees
ATTRACTION
Candidates are savvy. A good candidate will research a
company extensively and ask their personal and
professional circles about a company’s value proposition.
26
ADAPTABILITY Employers must listen to external and internal conversation and
contribute and influence as much as possible.
RELEVANCY What your employees say internally and externally will attract or
detract talent.
SUSTAINABILITY Listening to the chatter generated by candidates and employees.
Influencing those conversations when applicable.
EXECUTION Brand Advocates; Reputation Management
SocialChorus makes it easy for employees and
ambassadors to actively participate in your brand’s
content marketing, social selling, social recruiting,
and employee engagement initiatives.
RECRUITMENT
Even though recruiting has become a social process, nearly
70% of new hires come from employee referrals. But those
referrals don’t happen when employees are disengaged.
28
ADAPTABILITY Companies need to adjust to the fact that recruiting is no longer
a singular conversation between the recruiter and a candidate.
RELEVANCY Engaged employees are champions of your recruiting message
and their recommendations can build your talent pipeline.
SUSTAINABILITY Implement new technologies that embody a new work
environment.
EXECUTION Talent Pools; Peer-to-Peer Referrals; Video Recruiting
ONBOARDING
Engaged employees are not only excited about joining a
new company, but they enjoy helping other employees
transition into their new roles as well.
30
ADAPTABILITY Companies, specifically managers, need to make sure new hires
feel welcome otherwise you risk creating a poor first impression,
and slowing down time to productivity.
RELEVANCY Managers don’t always have the time to onboard, so quickly
connecting new employees to work partners is important.
SUSTAINABILITY Ongoing feedback via 90-day interviews, focus groups and
surveys are essential to continued refinement.
EXECUTION Job Aid Wiki Boards; Mentoring; Gamification
Typical MSS
31
Employee-focused MSS
32
Development
Recognition
Recruitment
Onboarding
Learning and
Development
Wheeldo is a cloud-based platform that provides
context-driven social games for training needs.
ADAPTABILITY We need to get to know the employees and their skills so we can
understand their specialized talents, moreover, we need to create
a place where employees can share their skills and use them.
RELEVANCY The best learning comes from learning from each other.
Employees can be your best teachers and idea generators.
SUSTAINABILITY Sustainability comes in unexpected ways, sometimes through the
intrinsic return of employees feeling valued while other times it
comes in the form of actual business revenue.
EXECUTION Idea Generation; Collaboration Sites; Learning Communities
Teaching Opportunities (Internal and External); Job Shadowing
DEVELOPMENT
Employees have an entrepreneurial desire to grow, feel
inspired, and this often comes in the form of
collaboration or community.
34
Wheeldo is a cloud-based platform that provides
context-driven social games for training needs.
ADAPTABILITY In order to retain employees, we need to provide tools that
reinforce their changing work, connect them with their global
work teams and recognizing them for their efforts.
RELEVANCY Employees need to feel an emotional connection to the company
cares about their well-being as much as they feel connected to
their functional work.
SUSTAINABILITY Identify key HR programs that will benefit from technology:
benefits, health and safety and recognition.
EXECUTION Corporate Wellness, Raves & Recognition Walls; Peer-to-Peer
Acknowledgement ; Continuous Recognition
RETENTION
Companies who enable collaborative work environments
and also recognize employees for their work see the
highest levels of retention.
36
37
Social Incidence
Reporting –
a new climate
for Safety
Tapmyback is a simple social and mobile tool that
drives employee engagement and motivation through the
power of peer-to-peer recognition
SEPARATION
39
ADAPTABILITY Understand why employees are leaving. Especially during times
of change, it’s important to identify and keep high performers –
losing specialized knowledge can be detrimental.
RELEVANCY Employees stay in touch with former colleagues. Employees who
leave are your best candidate pool for rehire. But they can also
be your biggest enemy if they leave feeling unappreciated
SUSTAINABILITY Conduct separation surveys and make sure you have knowledge
transfer processes in place.
EXECUTION Knowledge transfer, Alumni Networks; Reunions; Feedback
89% of employers think employees leave for more money.
But only 12% of people actually do. In reality, 75% people
voluntarily leaving aren’t leaving their jobs, they’re leaving
their bosses.
Knowledge Transfer Alumni Networks
“I think the model for
starting employee
engagement activities
has to be embedded
in everything you do.”
Richard Branson, Chairman
Virgin Group
42
How the Principles Work
43
EMPLOYEE ADVANTAGE BUSINESS OUTCOMES LEADER / HR ROLE
Adaptability Needs of the business are
met at the same time as
the needs of employees
Adjust to the demand and
supply of the workforce
Interactions are more
consistent - content is
standardized
Relevancy Develop engagement
opportunities that are
relevant to employees
Connect with real work
goals and processes
Reorient managers to
guide and empower
knowledge workers
Sustainability Align employee
performance with business
performance
Build on existing processes
and target technology
investments to the evolving
needs of employees
The manager is critical
to sustained
engagement
Execution Interactive and engaging
platforms and solutions
Technology Investments
that meet the evolving
needs of the organization
and employees
Drivers of tools and
programs and can guide
employees
Let’s Connect
Elizabeth Lupfer
The Social Workplace
elizabeth@thesocialworkplace.com
Twitter: @socialworkplace
44
Sources and further reading
• “The Digital Renaissance of Work” by Peter Miller and Elizabeth Marsh
• “How Do Great Leaders Drive Employee Engagement” by Forum
• “Breakthrough Performance in the New Work Environment” by the Corporate
Executive Board
• “Technology and Communication: How to Leverage Technology to Improve
Employee Engagement” by ElevatePoint
• “From Hire to Retire: Optimize Productivity Throughout the Employee Lifecycle”
by Cisco
• “Social Media and the Employee Lifecycle” by HR Ringleader
• “Contemporizing the Employment Lifecycle through HR’s Deployment of Social
Media & Electronic Technology” by Tiffany Scheff and Josie Trine Cornell
University
• “The Virtual Edge: How HR Professionals Can Use Tomorrow’s Tools Today” by
iMeet by PGi
45

More Related Content

What's hot

Retension strategies of employee
Retension strategies of employeeRetension strategies of employee
Retension strategies of employee
Sanjay Samuel
 
Employee Engagement Presentation
Employee Engagement PresentationEmployee Engagement Presentation
Employee Engagement Presentation
Don Barkman
 
Employee Life Cycle
Employee Life CycleEmployee Life Cycle
Employee Life Cycle
Amos Rabin
 
Talent acquisition strategy
Talent acquisition strategyTalent acquisition strategy
Talent acquisition strategy
Sandhya Johnson
 
Onboarding
OnboardingOnboarding
Recruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionRecruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
Recruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
Maia Josebachvili
 
Employee induction and orientation
Employee induction and orientationEmployee induction and orientation
Employee induction and orientation
Genie
 
Employee retention
Employee retentionEmployee retention
Techniques for employee retention
Techniques for employee retentionTechniques for employee retention
Techniques for employee retention
Elijah Ezendu
 
Employee Engagement
Employee EngagementEmployee Engagement
Employee Engagement
Karpagam Alagappan
 
Employee engagement final
Employee engagement finalEmployee engagement final
Employee engagement final
Hareesh M
 
Employee onboarding
Employee onboardingEmployee onboarding
Employee engagement & employer branding summit 13 nov2012
Employee engagement & employer branding summit 13 nov2012Employee engagement & employer branding summit 13 nov2012
Employee engagement & employer branding summit 13 nov2012
Öztürk Taspinar
 
Employee onboarding and employee engagement in it organizations human resourc...
Employee onboarding and employee engagement in it organizations human resourc...Employee onboarding and employee engagement in it organizations human resourc...
Employee onboarding and employee engagement in it organizations human resourc...
AKSHAY KHATRI
 
MindRiver Induction Presentation
MindRiver Induction PresentationMindRiver Induction Presentation
MindRiver Induction Presentation
MindRiver Group
 
Employee retention
Employee retentionEmployee retention
Employee retention
Hanees UK
 
Employee Engagement A To Z Slides
Employee Engagement A To Z SlidesEmployee Engagement A To Z Slides
Employee Engagement A To Z Slides
David Zinger
 
15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now
Hppy
 
Employee connect
Employee connectEmployee connect
Employee connect
Hanees UK
 
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
Anne Van de Catsye
 

What's hot (20)

Retension strategies of employee
Retension strategies of employeeRetension strategies of employee
Retension strategies of employee
 
Employee Engagement Presentation
Employee Engagement PresentationEmployee Engagement Presentation
Employee Engagement Presentation
 
Employee Life Cycle
Employee Life CycleEmployee Life Cycle
Employee Life Cycle
 
Talent acquisition strategy
Talent acquisition strategyTalent acquisition strategy
Talent acquisition strategy
 
Onboarding
OnboardingOnboarding
Onboarding
 
Recruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionRecruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
Recruiting Metrics - Strategic and Tactical KPIs for Talent Acquisition
 
Employee induction and orientation
Employee induction and orientationEmployee induction and orientation
Employee induction and orientation
 
Employee retention
Employee retentionEmployee retention
Employee retention
 
Techniques for employee retention
Techniques for employee retentionTechniques for employee retention
Techniques for employee retention
 
Employee Engagement
Employee EngagementEmployee Engagement
Employee Engagement
 
Employee engagement final
Employee engagement finalEmployee engagement final
Employee engagement final
 
Employee onboarding
Employee onboardingEmployee onboarding
Employee onboarding
 
Employee engagement & employer branding summit 13 nov2012
Employee engagement & employer branding summit 13 nov2012Employee engagement & employer branding summit 13 nov2012
Employee engagement & employer branding summit 13 nov2012
 
Employee onboarding and employee engagement in it organizations human resourc...
Employee onboarding and employee engagement in it organizations human resourc...Employee onboarding and employee engagement in it organizations human resourc...
Employee onboarding and employee engagement in it organizations human resourc...
 
MindRiver Induction Presentation
MindRiver Induction PresentationMindRiver Induction Presentation
MindRiver Induction Presentation
 
Employee retention
Employee retentionEmployee retention
Employee retention
 
Employee Engagement A To Z Slides
Employee Engagement A To Z SlidesEmployee Engagement A To Z Slides
Employee Engagement A To Z Slides
 
15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now
 
Employee connect
Employee connectEmployee connect
Employee connect
 
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...HR Strategy - How to develop and deploy your hrm strategy  - a manual for HR ...
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...
 

Viewers also liked

Using the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementUsing the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee Engagement
Elizabeth Lupfer
 
Employee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdfEmployee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdf
Red Thread Creative Group
 
PeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life CyclePeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life Cycle
TrainingPeoplesHR
 
The employment cycle
The employment cycleThe employment cycle
The employment cycle
College
 
The employment cycle establishment phase, recruitment and selection
The employment  cycle   establishment phase, recruitment and selectionThe employment  cycle   establishment phase, recruitment and selection
The employment cycle establishment phase, recruitment and selection
coburgpsych
 
Optimize the Employee Lifecycle
Optimize the Employee LifecycleOptimize the Employee Lifecycle
Optimize the Employee Lifecycle
DelphiaLLC
 
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Elizabeth Lupfer
 
Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©
Enwisen Software
 
Finding Intranet ROI (Whitepaper)
Finding Intranet ROI (Whitepaper)Finding Intranet ROI (Whitepaper)
Finding Intranet ROI (Whitepaper)
Elizabeth Lupfer
 
The Social Transformation of HR
The Social Transformation of HRThe Social Transformation of HR
The Social Transformation of HR
Elizabeth Lupfer
 
Employee Engagement and Retention
Employee Engagement and Retention Employee Engagement and Retention
Employee Engagement and Retention
Kelly Services
 
The 5 Elements of Employee Engagement
The 5 Elements of Employee EngagementThe 5 Elements of Employee Engagement
The 5 Elements of Employee Engagement
Bonusly
 
Innovative newspaper reading workshop 2 @ columbia foundation school
Innovative newspaper reading workshop 2 @ columbia foundation schoolInnovative newspaper reading workshop 2 @ columbia foundation school
Innovative newspaper reading workshop 2 @ columbia foundation school
PiyushJaidev
 
Technology is the Enabler for a Complete HCM Strategy
Technology is the Enabler for a Complete HCM Strategy Technology is the Enabler for a Complete HCM Strategy
Technology is the Enabler for a Complete HCM Strategy
Uni Systems S.M.S.A.
 
5 Stages of the Human Resources Life Cycle in Need of Improvement
5 Stages of the Human Resources Life Cycle in Need of Improvement5 Stages of the Human Resources Life Cycle in Need of Improvement
5 Stages of the Human Resources Life Cycle in Need of Improvement
MJ Management Solutions
 
Empowering Agile Teams
Empowering Agile TeamsEmpowering Agile Teams
Empowering Agile Teams
AgileDad
 
Warum ein Social Workplace mehr als ein Intranet 2.0 ist
Warum ein Social Workplace mehr als ein Intranet 2.0 istWarum ein Social Workplace mehr als ein Intranet 2.0 ist
Warum ein Social Workplace mehr als ein Intranet 2.0 ist
netmedianer GmbH
 
Human capital management
Human capital managementHuman capital management
Human capital management
Syed Faisal Hasan
 
Learning in the Social Workplace
Learning in the Social WorkplaceLearning in the Social Workplace
Learning in the Social Workplace
Jane Hart
 
Redesigning the Human Resource Department
Redesigning the Human Resource DepartmentRedesigning the Human Resource Department
Redesigning the Human Resource Department
Greg Chartier, PhD
 

Viewers also liked (20)

Using the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementUsing the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee Engagement
 
Employee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdfEmployee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdf
 
PeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life CyclePeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life Cycle
 
The employment cycle
The employment cycleThe employment cycle
The employment cycle
 
The employment cycle establishment phase, recruitment and selection
The employment  cycle   establishment phase, recruitment and selectionThe employment  cycle   establishment phase, recruitment and selection
The employment cycle establishment phase, recruitment and selection
 
Optimize the Employee Lifecycle
Optimize the Employee LifecycleOptimize the Employee Lifecycle
Optimize the Employee Lifecycle
 
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
 
Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©
 
Finding Intranet ROI (Whitepaper)
Finding Intranet ROI (Whitepaper)Finding Intranet ROI (Whitepaper)
Finding Intranet ROI (Whitepaper)
 
The Social Transformation of HR
The Social Transformation of HRThe Social Transformation of HR
The Social Transformation of HR
 
Employee Engagement and Retention
Employee Engagement and Retention Employee Engagement and Retention
Employee Engagement and Retention
 
The 5 Elements of Employee Engagement
The 5 Elements of Employee EngagementThe 5 Elements of Employee Engagement
The 5 Elements of Employee Engagement
 
Innovative newspaper reading workshop 2 @ columbia foundation school
Innovative newspaper reading workshop 2 @ columbia foundation schoolInnovative newspaper reading workshop 2 @ columbia foundation school
Innovative newspaper reading workshop 2 @ columbia foundation school
 
Technology is the Enabler for a Complete HCM Strategy
Technology is the Enabler for a Complete HCM Strategy Technology is the Enabler for a Complete HCM Strategy
Technology is the Enabler for a Complete HCM Strategy
 
5 Stages of the Human Resources Life Cycle in Need of Improvement
5 Stages of the Human Resources Life Cycle in Need of Improvement5 Stages of the Human Resources Life Cycle in Need of Improvement
5 Stages of the Human Resources Life Cycle in Need of Improvement
 
Empowering Agile Teams
Empowering Agile TeamsEmpowering Agile Teams
Empowering Agile Teams
 
Warum ein Social Workplace mehr als ein Intranet 2.0 ist
Warum ein Social Workplace mehr als ein Intranet 2.0 istWarum ein Social Workplace mehr als ein Intranet 2.0 ist
Warum ein Social Workplace mehr als ein Intranet 2.0 ist
 
Human capital management
Human capital managementHuman capital management
Human capital management
 
Learning in the Social Workplace
Learning in the Social WorkplaceLearning in the Social Workplace
Learning in the Social Workplace
 
Redesigning the Human Resource Department
Redesigning the Human Resource DepartmentRedesigning the Human Resource Department
Redesigning the Human Resource Department
 

Similar to Embedding Employee Engagement throughout the Employee Lifecycle

Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
Richard Harbridge
 
Correlation Analysis
Correlation AnalysisCorrelation Analysis
Correlation Analysis
L Vijay
 
Correlation analysis
Correlation analysisCorrelation analysis
Correlation analysis
Gladymacs
 
Correlation analysis between learning and employee experience.
Correlation analysis between learning and employee experience.Correlation analysis between learning and employee experience.
Correlation analysis between learning and employee experience.
MonaSri3
 
20-soft-skills-path-2-perf.pdf
20-soft-skills-path-2-perf.pdf20-soft-skills-path-2-perf.pdf
20-soft-skills-path-2-perf.pdf
AqeelaAliYALSWAIKET
 
Modernising Learning: Delivering Results (2014)
Modernising Learning: Delivering Results (2014)Modernising Learning: Delivering Results (2014)
Modernising Learning: Delivering Results (2014)
Laura Overton
 
Laura Overton on 'Modernising Learning and Making it a Reality'
Laura Overton on 'Modernising Learning and Making it a Reality'Laura Overton on 'Modernising Learning and Making it a Reality'
Laura Overton on 'Modernising Learning and Making it a Reality'
Learning Pool Ltd
 
Team Building for Change
Team Building for ChangeTeam Building for Change
Team Building for Change
Scholar Consultants
 
ASK Guide to Learning Transfer 2016
ASK Guide to Learning Transfer 2016ASK Guide to Learning Transfer 2016
ASK Guide to Learning Transfer 2016
Nicole Stead MBPsS
 
Characteristics Of The New Era Of Leadership
Characteristics Of The New Era  Of LeadershipCharacteristics Of The New Era  Of Leadership
Characteristics Of The New Era Of Leadership
David Kiger
 
Information session detailed deck
Information session detailed deckInformation session detailed deck
Information session detailed deck
Angela de Longchamps
 
Leading change management feb. lagos
Leading change management feb. lagosLeading change management feb. lagos
Leading change management feb. lagos
Petro Nomics
 
Hr digital transformation in malaysia
Hr digital transformation in malaysiaHr digital transformation in malaysia
Hr digital transformation in malaysia
agileinhr
 
Training Trends Report 2022.pdf
Training Trends Report 2022.pdfTraining Trends Report 2022.pdf
Training Trends Report 2022.pdf
MuhanmmadSalmanRafiq
 
Intergen Interconnect
Intergen InterconnectIntergen Interconnect
Intergen Interconnect
Intergen
 
TakeON! Management Matters brochure
TakeON! Management Matters brochureTakeON! Management Matters brochure
TakeON! Management Matters brochure
GrantCostello
 
Leading through engagement management strategies to motivate and retain 28 au...
Leading through engagement management strategies to motivate and retain 28 au...Leading through engagement management strategies to motivate and retain 28 au...
Leading through engagement management strategies to motivate and retain 28 au...
Charles Cotter, PhD
 
Transformation_in_Business
Transformation_in_BusinessTransformation_in_Business
Transformation_in_Business
Frank Edelkraut
 
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
BizLibrary
 
7 Steps to Create a Competency-Based Training Program
7 Steps to Create a Competency-Based Training Program7 Steps to Create a Competency-Based Training Program
7 Steps to Create a Competency-Based Training Program
BizLibrary
 

Similar to Embedding Employee Engagement throughout the Employee Lifecycle (20)

Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
Accelerating Employee Onboarding & Your Hybrid Workplace With Microsoft 365
 
Correlation Analysis
Correlation AnalysisCorrelation Analysis
Correlation Analysis
 
Correlation analysis
Correlation analysisCorrelation analysis
Correlation analysis
 
Correlation analysis between learning and employee experience.
Correlation analysis between learning and employee experience.Correlation analysis between learning and employee experience.
Correlation analysis between learning and employee experience.
 
20-soft-skills-path-2-perf.pdf
20-soft-skills-path-2-perf.pdf20-soft-skills-path-2-perf.pdf
20-soft-skills-path-2-perf.pdf
 
Modernising Learning: Delivering Results (2014)
Modernising Learning: Delivering Results (2014)Modernising Learning: Delivering Results (2014)
Modernising Learning: Delivering Results (2014)
 
Laura Overton on 'Modernising Learning and Making it a Reality'
Laura Overton on 'Modernising Learning and Making it a Reality'Laura Overton on 'Modernising Learning and Making it a Reality'
Laura Overton on 'Modernising Learning and Making it a Reality'
 
Team Building for Change
Team Building for ChangeTeam Building for Change
Team Building for Change
 
ASK Guide to Learning Transfer 2016
ASK Guide to Learning Transfer 2016ASK Guide to Learning Transfer 2016
ASK Guide to Learning Transfer 2016
 
Characteristics Of The New Era Of Leadership
Characteristics Of The New Era  Of LeadershipCharacteristics Of The New Era  Of Leadership
Characteristics Of The New Era Of Leadership
 
Information session detailed deck
Information session detailed deckInformation session detailed deck
Information session detailed deck
 
Leading change management feb. lagos
Leading change management feb. lagosLeading change management feb. lagos
Leading change management feb. lagos
 
Hr digital transformation in malaysia
Hr digital transformation in malaysiaHr digital transformation in malaysia
Hr digital transformation in malaysia
 
Training Trends Report 2022.pdf
Training Trends Report 2022.pdfTraining Trends Report 2022.pdf
Training Trends Report 2022.pdf
 
Intergen Interconnect
Intergen InterconnectIntergen Interconnect
Intergen Interconnect
 
TakeON! Management Matters brochure
TakeON! Management Matters brochureTakeON! Management Matters brochure
TakeON! Management Matters brochure
 
Leading through engagement management strategies to motivate and retain 28 au...
Leading through engagement management strategies to motivate and retain 28 au...Leading through engagement management strategies to motivate and retain 28 au...
Leading through engagement management strategies to motivate and retain 28 au...
 
Transformation_in_Business
Transformation_in_BusinessTransformation_in_Business
Transformation_in_Business
 
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15
 
7 Steps to Create a Competency-Based Training Program
7 Steps to Create a Competency-Based Training Program7 Steps to Create a Competency-Based Training Program
7 Steps to Create a Competency-Based Training Program
 

More from Elizabeth Lupfer

Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Elizabeth Lupfer
 
2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen
Elizabeth Lupfer
 
Employe Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteEmploye Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhite
Elizabeth Lupfer
 
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
Elizabeth Lupfer
 
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Elizabeth Lupfer
 
Employee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsEmployee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360Solutions
Elizabeth Lupfer
 
Eight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupEight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay Group
Elizabeth Lupfer
 
Employee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonEmployee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red Balloon
Elizabeth Lupfer
 
HR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsHR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude Systems
Elizabeth Lupfer
 
2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC
Elizabeth Lupfer
 
Placing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilPlacing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas Council
Elizabeth Lupfer
 
2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers
Elizabeth Lupfer
 
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
Elizabeth Lupfer
 
State of the American Workplace by Gallup
State of the American Workplace by GallupState of the American Workplace by Gallup
State of the American Workplace by Gallup
Elizabeth Lupfer
 
Employee Engagement by PERKS
Employee Engagement by PERKSEmployee Engagement by PERKS
Employee Engagement by PERKS
Elizabeth Lupfer
 
Building Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesBuilding Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction Associates
Elizabeth Lupfer
 
The Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by DeloitteThe Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by Deloitte
Elizabeth Lupfer
 
A Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPDA Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPD
Elizabeth Lupfer
 
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
Elizabeth Lupfer
 
Social HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your OrganizationSocial HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your Organization
Elizabeth Lupfer
 

More from Elizabeth Lupfer (20)

Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
 
2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen
 
Employe Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteEmploye Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhite
 
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
 
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
 
Employee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsEmployee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360Solutions
 
Eight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupEight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay Group
 
Employee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonEmployee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red Balloon
 
HR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsHR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude Systems
 
2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC
 
Placing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilPlacing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas Council
 
2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers
 
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
 
State of the American Workplace by Gallup
State of the American Workplace by GallupState of the American Workplace by Gallup
State of the American Workplace by Gallup
 
Employee Engagement by PERKS
Employee Engagement by PERKSEmployee Engagement by PERKS
Employee Engagement by PERKS
 
Building Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesBuilding Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction Associates
 
The Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by DeloitteThe Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by Deloitte
 
A Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPDA Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPD
 
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
 
Social HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your OrganizationSocial HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your Organization
 

Recently uploaded

Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
my Pandit
 
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Niswey
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
Adnet Communications
 
AI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your BusinessAI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your Business
Arijit Dutta
 
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
concepsionchomo153
 
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian MatkaDpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
dpbossdpboss69
 
Industrial Tech SW: Category Renewal and Creation
Industrial Tech SW:  Category Renewal and CreationIndustrial Tech SW:  Category Renewal and Creation
Industrial Tech SW: Category Renewal and Creation
Christian Dahlen
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results
 
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineEllen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
CIOWomenMagazine
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
APCO
 
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
 
CULR Spring 2024 Journal.pdf testing for duke
CULR Spring 2024 Journal.pdf testing for dukeCULR Spring 2024 Journal.pdf testing for duke
CULR Spring 2024 Journal.pdf testing for duke
ZevinAttisha
 
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
my Pandit
 
DearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUniDearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUni
katiejasper96
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
aragme
 
Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessingCall8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
➑➌➋➑➒➎➑➑➊➍
 
Discover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling ServiceDiscover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling Service
obriengroupinc04
 
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital ExcellenceDigital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
Operational Excellence Consulting
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
hartfordclub1
 
Prescriptive analytics BA4206 Anna University PPT
Prescriptive analytics BA4206 Anna University PPTPrescriptive analytics BA4206 Anna University PPT
Prescriptive analytics BA4206 Anna University PPT
Freelance
 

Recently uploaded (20)

Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
 
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
 
AI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your BusinessAI Transformation Playbook: Thinking AI-First for Your Business
AI Transformation Playbook: Thinking AI-First for Your Business
 
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
欧洲杯投注-欧洲杯投注外围盘口-欧洲杯投注盘口app|【​网址​🎉ac22.net🎉​】
 
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian MatkaDpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
 
Industrial Tech SW: Category Renewal and Creation
Industrial Tech SW:  Category Renewal and CreationIndustrial Tech SW:  Category Renewal and Creation
Industrial Tech SW: Category Renewal and Creation
 
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan ChartSatta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
 
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineEllen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
 
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
 
CULR Spring 2024 Journal.pdf testing for duke
CULR Spring 2024 Journal.pdf testing for dukeCULR Spring 2024 Journal.pdf testing for duke
CULR Spring 2024 Journal.pdf testing for duke
 
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
 
DearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUniDearbornMusic-KatherineJasperFullSailUni
DearbornMusic-KatherineJasperFullSailUni
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
 
Call8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessingCall8328958814 satta matka Kalyan result satta guessing
Call8328958814 satta matka Kalyan result satta guessing
 
Discover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling ServiceDiscover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling Service
 
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital ExcellenceDigital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
 
Prescriptive analytics BA4206 Anna University PPT
Prescriptive analytics BA4206 Anna University PPTPrescriptive analytics BA4206 Anna University PPT
Prescriptive analytics BA4206 Anna University PPT
 

Embedding Employee Engagement throughout the Employee Lifecycle

  • 1. ATTRACTION RECRUITMENT ONBOARDING DEVELOPMENT RETENTION SEPARATION Using the Employee Lifecycle asYour Roadmap to Employee Engagement Elizabeth Lupfer | @socialworkplace
  • 2. Let’s Get Cozy • The new work environment • HR’s changing role • Strategic focus through the Employee Lifecycle 2
  • 4. Time is not frozen Frequent Change
  • 7. Fighting fire with fire will only burn everything to the ground Managers Manage Employees Against the Past Not the Future Technology is part of the solution but it’s also part of the problem Technology is most effective when it is invisible We need leaders and change champions, not just managers To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed
  • 8. What does this mean? Technology is most effective when it’s invisible Technology is part of the solution but it’s also part of the problem Technology is most effective when it is invisible We need leaders and change champions, not just managers To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed In the new work environment, we need to use technology as a seamless enabler to get work done. Fighting fire with fire will only burn everything to the ground
  • 9. What does this mean? To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed Managers Manage Employees Against the Past Not the Future Managers Manage Employees Against the Past Not the Future We need leaders and change champions, not just managers Fighting fire with fire will only burn everything to the ground The development and adoption of technology outpaces the systems capabilities of a company. Technology is part of the solution but it’s also part of the problem
  • 10. What does this mean? To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed Technology is most effective when it is invisible We need leaders and change champions, not just managers Fighting fire with fire will only burn everything to the ground Technology is part of the solution but it’s also part of the problem Manager roles need changed into those of leaders who represent the new work environment or the empowerment that technology provides Managers Manage Employees Against the Past Not the Future
  • 11. What does this mean? To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed We need leaders and change champions, not just managers Fighting fire with fire will only burn everything to the ground Technology is part of the solution but it’s also part of the problem Managers Manage Employees Against the Past Not the Future Technology needs to be an enabler of something more natural – an extension of corporate culture and embedded into employee behavior Technology is most effective when it is invisible
  • 12. What does this mean? To get different results we need different actions The Digital Renaissance of Work, Paul Miller and Elizabeth Marsh How Work has Changed Fighting fire with fire will only burn everything to the ground Technology is part of the solution but it’s also part of the problem Managers Manage Employees Against the Past Not the Future Technology is most effective when it is invisible Change can come from anywhere in the organization but managers are the leaders who drive it all the way through the organization We need leaders and change champions, not just managers
  • 13. Partners in Engagement 13 Corporate Communications Human Resources Strategic brand Tactical Events Storytellers Informers Collaboration Transactional Indirect messages Direct messages Broad Audience Targeted Audience •Developing tomorrow’s leaders •Building engagement •Defining employer brand •Measuring outcomes •Planning and communicating change •Leveraging internal platforms
  • 14. HR Functions as Verticals 14 TALENT ACQUISITION DEVELOPMENT COMPENSATION ADMIN BENEFITS SEPARATION RECRUITING ONBOARDING CAREERS TALENT REFERRAL PERFORMANCE RECOGNITION DIVERSITY & INCLUSION TOTAL PERFORMANCE LEADERSHIP TRAINING PAYROLL JOB ALIGNMENT GLOBAL MOBILITY 401K DEFERRED COMPENSATION HRIS ETHICS HR SYSTEMS COMPLIANCE SAFETY WORKFORCE RELATIONS ANNUAL ENROLLMENT HEALTH AND WELLNESS BENEFITS PARTNERS TERMINATIONS RETIREMENT EXIT INTERVIEWS EMPLOYEE EXPERIENCES
  • 15. PHAT ASIAN PHAT BABY • Timing of steps taken by me and benefits available before, during, and after • Short Term Disability • FMLA • Medical Coverage • Life Insurance • Maternity Management Programs • Adding Baby to Benefits • Planning Childcare for my return to work • 401K – Future Savings • 529 Savings • Creating/Updating a Will • Transitioning back to Work
  • 16. Phat Asian’s Experience 17 Intranet Work Life Illness & Injury Initiating Federal FMLA & State Leave Time Off & Leave Mgmt & West Non Bargained for Hourly EE’s Vacation Personal Leave of Absence Personal, Military, FML, Medical, GRW Life Events Having a Baby EAP Health Medical Future Moms Your Health Disability STD Disability SPD Related Links Your Benefits Resource Money Wealth Accumulation Savings Plan
  • 18. 20
  • 19. 21
  • 21. The foundation of the employee lifecycle Adaptability Relevancy Sustainability Execution A R S E 24 Four Key Principles
  • 22. How the Principles Work 25 EMPLOYEE ADVANTAGE BUSINESS OUTCOMES LEADER / HR ROLE Adaptability Needs of the business are met at the same time as the needs of employees Adjust to the demand and supply of the workforce Interactions are more consistent - content is standardized Relevancy Develop engagement opportunities that are relevant to employees Connect with real work goals and processes Reorient managers to guide and empower knowledge workers Sustainability Align employee performance with business performance Build on existing processes and target technology investments to the evolving needs of employees The manager is critical to sustained engagement Execution Interactive and engaging platforms and solutions Technology Investments that meet the evolving needs of the organization and employees Drivers of tools and programs and can guide employees
  • 23. ATTRACTION Candidates are savvy. A good candidate will research a company extensively and ask their personal and professional circles about a company’s value proposition. 26 ADAPTABILITY Employers must listen to external and internal conversation and contribute and influence as much as possible. RELEVANCY What your employees say internally and externally will attract or detract talent. SUSTAINABILITY Listening to the chatter generated by candidates and employees. Influencing those conversations when applicable. EXECUTION Brand Advocates; Reputation Management
  • 24. SocialChorus makes it easy for employees and ambassadors to actively participate in your brand’s content marketing, social selling, social recruiting, and employee engagement initiatives.
  • 25. RECRUITMENT Even though recruiting has become a social process, nearly 70% of new hires come from employee referrals. But those referrals don’t happen when employees are disengaged. 28 ADAPTABILITY Companies need to adjust to the fact that recruiting is no longer a singular conversation between the recruiter and a candidate. RELEVANCY Engaged employees are champions of your recruiting message and their recommendations can build your talent pipeline. SUSTAINABILITY Implement new technologies that embody a new work environment. EXECUTION Talent Pools; Peer-to-Peer Referrals; Video Recruiting
  • 26.
  • 27. ONBOARDING Engaged employees are not only excited about joining a new company, but they enjoy helping other employees transition into their new roles as well. 30 ADAPTABILITY Companies, specifically managers, need to make sure new hires feel welcome otherwise you risk creating a poor first impression, and slowing down time to productivity. RELEVANCY Managers don’t always have the time to onboard, so quickly connecting new employees to work partners is important. SUSTAINABILITY Ongoing feedback via 90-day interviews, focus groups and surveys are essential to continued refinement. EXECUTION Job Aid Wiki Boards; Mentoring; Gamification
  • 30. Wheeldo is a cloud-based platform that provides context-driven social games for training needs.
  • 31. ADAPTABILITY We need to get to know the employees and their skills so we can understand their specialized talents, moreover, we need to create a place where employees can share their skills and use them. RELEVANCY The best learning comes from learning from each other. Employees can be your best teachers and idea generators. SUSTAINABILITY Sustainability comes in unexpected ways, sometimes through the intrinsic return of employees feeling valued while other times it comes in the form of actual business revenue. EXECUTION Idea Generation; Collaboration Sites; Learning Communities Teaching Opportunities (Internal and External); Job Shadowing DEVELOPMENT Employees have an entrepreneurial desire to grow, feel inspired, and this often comes in the form of collaboration or community. 34
  • 32. Wheeldo is a cloud-based platform that provides context-driven social games for training needs.
  • 33. ADAPTABILITY In order to retain employees, we need to provide tools that reinforce their changing work, connect them with their global work teams and recognizing them for their efforts. RELEVANCY Employees need to feel an emotional connection to the company cares about their well-being as much as they feel connected to their functional work. SUSTAINABILITY Identify key HR programs that will benefit from technology: benefits, health and safety and recognition. EXECUTION Corporate Wellness, Raves & Recognition Walls; Peer-to-Peer Acknowledgement ; Continuous Recognition RETENTION Companies who enable collaborative work environments and also recognize employees for their work see the highest levels of retention. 36
  • 34. 37 Social Incidence Reporting – a new climate for Safety
  • 35. Tapmyback is a simple social and mobile tool that drives employee engagement and motivation through the power of peer-to-peer recognition
  • 36. SEPARATION 39 ADAPTABILITY Understand why employees are leaving. Especially during times of change, it’s important to identify and keep high performers – losing specialized knowledge can be detrimental. RELEVANCY Employees stay in touch with former colleagues. Employees who leave are your best candidate pool for rehire. But they can also be your biggest enemy if they leave feeling unappreciated SUSTAINABILITY Conduct separation surveys and make sure you have knowledge transfer processes in place. EXECUTION Knowledge transfer, Alumni Networks; Reunions; Feedback 89% of employers think employees leave for more money. But only 12% of people actually do. In reality, 75% people voluntarily leaving aren’t leaving their jobs, they’re leaving their bosses.
  • 38. “I think the model for starting employee engagement activities has to be embedded in everything you do.” Richard Branson, Chairman Virgin Group 42
  • 39. How the Principles Work 43 EMPLOYEE ADVANTAGE BUSINESS OUTCOMES LEADER / HR ROLE Adaptability Needs of the business are met at the same time as the needs of employees Adjust to the demand and supply of the workforce Interactions are more consistent - content is standardized Relevancy Develop engagement opportunities that are relevant to employees Connect with real work goals and processes Reorient managers to guide and empower knowledge workers Sustainability Align employee performance with business performance Build on existing processes and target technology investments to the evolving needs of employees The manager is critical to sustained engagement Execution Interactive and engaging platforms and solutions Technology Investments that meet the evolving needs of the organization and employees Drivers of tools and programs and can guide employees
  • 40. Let’s Connect Elizabeth Lupfer The Social Workplace elizabeth@thesocialworkplace.com Twitter: @socialworkplace 44
  • 41. Sources and further reading • “The Digital Renaissance of Work” by Peter Miller and Elizabeth Marsh • “How Do Great Leaders Drive Employee Engagement” by Forum • “Breakthrough Performance in the New Work Environment” by the Corporate Executive Board • “Technology and Communication: How to Leverage Technology to Improve Employee Engagement” by ElevatePoint • “From Hire to Retire: Optimize Productivity Throughout the Employee Lifecycle” by Cisco • “Social Media and the Employee Lifecycle” by HR Ringleader • “Contemporizing the Employment Lifecycle through HR’s Deployment of Social Media & Electronic Technology” by Tiffany Scheff and Josie Trine Cornell University • “The Virtual Edge: How HR Professionals Can Use Tomorrow’s Tools Today” by iMeet by PGi 45