http://www.qualtrics.com/employee-engagement/
Bryce Winkelman talks about employee engagement at the Talent Summit (Dublin Mansion House, March 4th).
Qualtrics 360: Sophisticated employee development made simple
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Onboarding Analytics - Metrics that Matter Onboarding EditionJeff Grisenthwaite
Effective onboarding of new employees increases retention by 58% in the first 3 years on the job. On the flip side, employees decide whether or not they belong within an organization in the first 3 weeks.
Organizations need to establish effective onboarding programs and have a robust approach to measuring the effectiveness and business outcomes of those programs.
KnowledgeAdvisors and Metrics that Matter provide cloud-based software and expertise to improve the impact of employee onboarding, as well as programs across the talent spectrum.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Onboarding Analytics - Metrics that Matter Onboarding EditionJeff Grisenthwaite
Effective onboarding of new employees increases retention by 58% in the first 3 years on the job. On the flip side, employees decide whether or not they belong within an organization in the first 3 weeks.
Organizations need to establish effective onboarding programs and have a robust approach to measuring the effectiveness and business outcomes of those programs.
KnowledgeAdvisors and Metrics that Matter provide cloud-based software and expertise to improve the impact of employee onboarding, as well as programs across the talent spectrum.
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast - the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running
alongside each other!
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Increasing the Growth & Scale of Your BusinessJC Duarte
A Strategic Execution Framework to grow & scale your business
✓ Are you looking to improve your revenue growth by 3x within the next 12 months?
✓ Would you like to improve profitability by +10 - 30%?
✓ What could you accomplish with an increase of productivity by +30 - 50%?
✓ What would an increase in employee engagement by +40 - 70% look like?
✓ How about Net Promoter Score based Customer Success by +30 - 50%?
The Mobile Effect-Measuring New Shopping Behaviors & AttitudesRyan Rothe
This presentation will explore findings from a study combining both mobile exit surveys and passive behavioral data collected on a group of shoppers’ phones while they were in store. By connecting attitudinal, demographic, passive behavioral, and survey data streams, we can glean who is doing what while they’re shopping—and even why they’re doing it.
• Insights into how in-store usage (and non-usage) breaks out by demographics, trip mission and channel
• What kind of apps are used in store and what kind of websites are visited
• An understanding of top phone-based activities conducted in store
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast - the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running
alongside each other!
Although 88 percent of companies measure employee engagement, few organizations succeed in creating an engagement-driven culture. Gallup surveys show that 68 percent of U.S. employees are “not engaged” or “actively disengaged”—resulting in lost organizational productivity and industry competitiveness.
In this interactive webinar, corporate performance experts discuss innovative ways to mobilize and sustain employee engagement by moving beyond metrics to actions that drive business results. By converting retrospective assessments into foresight-focused performance tools, managers and talent professionals can energize the organizational culture and boost business outcomes.
In this webinar, attendees will learn:
Practical “to-do’s” for improving employee engagement immediately.
Best practices for promoting sustainable, affordable engagement over time.
Tips to strengthen engagement through employee skill-building and career development.
Insights for fueling an engagement-friendly learning culture.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
This presentation provides an overview of the One Page Strategic Planning process and why you should consider this framework for planning in your mid-sized firm. Growing businesses must ensure that 4 key decisions are correct in order to grow - People, Strategy, Execution and Cash as outlined in Verne Harnish's books Mastering the Rockefeller Habits and The New Rockefeller Habits.
http://au.linkedin.com/in/bradleygiles/
http://www.evolutionpartners.com.au/
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Increasing the Growth & Scale of Your BusinessJC Duarte
A Strategic Execution Framework to grow & scale your business
✓ Are you looking to improve your revenue growth by 3x within the next 12 months?
✓ Would you like to improve profitability by +10 - 30%?
✓ What could you accomplish with an increase of productivity by +30 - 50%?
✓ What would an increase in employee engagement by +40 - 70% look like?
✓ How about Net Promoter Score based Customer Success by +30 - 50%?
The Mobile Effect-Measuring New Shopping Behaviors & AttitudesRyan Rothe
This presentation will explore findings from a study combining both mobile exit surveys and passive behavioral data collected on a group of shoppers’ phones while they were in store. By connecting attitudinal, demographic, passive behavioral, and survey data streams, we can glean who is doing what while they’re shopping—and even why they’re doing it.
• Insights into how in-store usage (and non-usage) breaks out by demographics, trip mission and channel
• What kind of apps are used in store and what kind of websites are visited
• An understanding of top phone-based activities conducted in store
Join Leanne Waldal, head of research at Dropbox as she describes the Dropbox customer experience: how people work and collaborate. Typically a work or employee experience company, Dropbox delves into major trends in the cultures of digital tools, the dynamic of people working on many teams, and more.
Multi-rater Reviews: How Technology is Improving the 360-degree Feedback ProcessQualtrics
Multi-rater feedback is invaluable when it comes to developing better leaders and building a stronger company. Still, the process of getting that information can be time-consuming and challenging. At Qualtrics, we’re all about simplicity.
Join us on this webinar as we share three key ways the Qualtrics 360 product helps organizations leverage technology to improve their 360-degree feedback process.
If organizations are serious about retaining and growing their female talent, it’s about more than offering flexible work solutions. Clearbird Coaching will discuss whether the traditional linear career model is the only way for females to progress and whether companies are ready for the culture shift around leadership traits and capabilities.
In this webinar, you’ll learn what’s really happening for women in the mid-career phase and what organizations can do to help their female talent to continue to navigate their career forward.
Archer Daniels Midland: The Journey from 100% Paper to 100% DigitalTradeshift
Discover how this Fortune 50 agricultural giant is transforming its 100% paper-based AP & P2P departments into an automated, effective, value-adding machine! Nick Shields, Operations Supervisor, explains how & why ADM is innovating with Tradeshift, improving collaboration and transaction efficiency across their global supplier network.
We often hear that people are a company's most important asset, but it's historically been very hard to quantify that, or understand the ROI of it. In this presentation, I walk through a framework for understanding the Employee Lifetime Value (ELTV) and show a case study that demonstrates the ROI of being great at People practices.
A recent study by Best Practice Institute uncovered some very interesting, and surprising findings into what causes employees to "love" their workplace, what impact "loving" their workplace has on performance, and what talent executives can do to impact creating a most "loved" workplace.
In this webinar BPI's Founder and CEO Louis Carter will share insights from BPI’s recent study on most loved workplaces. You’ll learn strategies for achieving better engagement, better retention, and most important, better results from your workforce.
Qualtrics - Salesforce Integration for SFDC MVPsQualtrics
Qualtrics loves MVPs! We liked meeting with many of you at Dreamforce and want to keep the conversation going. Join us for a deeper dive into the Qualtrics - Salesforce integration.
Speakers:
Jon Tresko, Salesforce MVP and CodeScience Solution Architect
Josh Cazier, Sales Engineer, Qualtrics
How Do We Get Everyone in the House: Building a Culture of InclusionQualtrics
Diversity is a critical topic, but we rarely get it right. Organizations who focus on inclusion by promoting diverse cultures in the workplace and strategically create an environment where everyone can work together inevitably see higher levels of innovation.
In this session we’ll...
· Explore the difference between legal compliance, diversity and inclusion
· Define inclusion
· Discuss ways to promote inclusion
· Review the concept of unconscious bias
· Promote the idea of “Everyone in the home."
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
LTEN Qstream Webinar: The 3 C's of Successfully Linking Training to Business ...QstreamInc
For years, the Holy Grail of training has been the ability to go beyond information delivery and simple skills assessment to identify a direct, positive impact on business results. Sales managers in particular are frequent victims, frustrated by their inability to associate training investments to sales performance and new revenue acquisition.
The good news is that in the current era of Big Data, mobile and gamification, managers have powerful new options for monitoring and measuring learning transfer, making it possible for trainers and educators to document with increasing precision what sales teams really know, and then make that data available and actionable for managers.
Join LTEN and Qstream for this interactive webinar reviewing how to apply predictive analytics to training outcomes, helping teams connect the dots between sales metrics such as engagement, performance and content proficiency to actual business results.
Attendees of this webcast will discover the 3 C’s of successfully transforming real-time data from your training program into executive insights that managers love, including:
• Coaching,
• Confidence, and
• Correlation to sales performance.
Using Brand Advocates (Employees) for InfluenceLiz Bullock
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
Sustainability is not a concept; it’s a strategic imperative. To be competitive sustainability must be woven throughout your business beginning with your strategy, leveraging your human resources and optimizing your business processes. Sustainability = profitability.
Start Turning Data Into Actionable InsightsTiffani Allen
Research shows that when consumer insights are translated into action a company is 84% more likely to surpass revenue and profitability goals. Ciceron is a full service digital marketing agency that believes that data points can be used to tell a story, gleaning consumer insights and using those to maximize your ROI.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
An Experimentation Framework: How to Position for Triple Digit GrowthOptimizely
You’ve done the button color A/B test, you’ve optimized your landing pages for better conversion. What next? At B2B organizations large and small, there is still tremendous potential for experimentation to drive innovation and growth. Learn how Brion’s growth team enables rapid iteration across a variety of different domains, teams, and organizations within Cisco. With an organization of 70,000 employees and many distributed divisions, enabling experimentation can be a complex initiative. Learn the framework for upleveling from random testing to
explicit strategy to position your org for triple digit growth.
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...Paige Pulaski
Change management is done through culture. Understanding the strengths of your human capital is imperative to fully implementing a plan and expecting successful execution. As you’re investing time, energy and budget into planning for 2018, you should be asking questions such as, “Do our current employees have the right skills? Do we have the right people in the right roles? If not, how do we remove these barriers?”
You’re checking the most important box – getting a plan in place that, when executed, will propel your organization to the next level. However, many organizations are failing to run the proper diagnostic before implementation to make sure all your assumptions are, in fact, true and in working order. Optimizing your plan is imperative, but execution in 2018 looks bleak without optimizing your workforce first.
In this webinar recording, Tanya Bakalov of BetterSkills, Inc. discusses how to achieve the most success with your plans for 2018 by giving three ways to fully assess the teams you’re trusting to execute.
You will learn how to:
>> Gauge the “do-ability” of your plan with your organization’s current skills
>> Delegate initiative assignments to use each employee in their best capacity
>> Motivate employees to be agents of change and dedicated to your organization’s success
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
WEBINAR: K12 - How to shape student experiencesQualtrics
Understanding the students whose experiences fuel your school’s purpose isn’t just a good idea – it’s absolutely essential to keep your students thriving.
It is no longer enough to simply track a grade or score as students now make decisions based on their experience. Student feedback gives you insight into what is going on and measuring this alongside what you already know about a student is giving parents, teachers and schools the ability to truly understand a students experience.
The digital age has propelled the feedback process to new heights, both in how a students response is given and received, and how teachers can utilise these discoveries. Where schools used to rely on annual surveys, verbal feedback sessions and paper comment cards to gauge student engagement, digital technology can now help to implement a more omnipresent feedback strategy that not only delivers almost immediate results, but aggregates those results into crucial analytics.
Catastrophic failures, single-mindedly focusing on happy customers and relying solely on your marketing team will not move the dial on customer experience. Luke Williams, head of Customer Experience at Qualtrics and author of The Wallet Allocation Rule, will reveal the three CX myths that can kill your brand.
Join Luke to learn about the real drivers of CX success. He’ll show you how not to fall into common traps and where best to focus your CX efforts for maximum return.
Link to webinar: https://success.qualtrics.com/3-cx-myths-register.html
The 5 Competencies for Customer Journey MappingQualtrics
Customer journey mapping brings design thinking into your organization to identify and solve key pain points your customers face. In our new webinar, 5 Competences for Customer Journey Mapping, you’ll learn how to map customer journeys and bring them to life: from recruiting your team to integrating mapping into your Voice of Customer program.
Stop The Fighting, Find Consensus: How To Manage Your Citizen ExperienceQualtrics
This webinar is based on the solutions session given at the 2017 NACo Annual Conference. You'll learn about organizational standards for data collection and how that influenced citizen experience.
Increasing your Value-Based Purchasing Score through 5 Patient Rounding Best ...Qualtrics
This presentation is presented by Qualtrics and Carilion Clinic. You'll learn more about the Hospital Value-Based Purchasing Score (HVBP Score) and how patient rounding best practices can help increase this score and generate more money for your hospital.
Creating an employee value proposition that recruits and engages today's top ...Qualtrics
Recruiting talent that fits your organisation's location, culture and budget can be a challenge for even the best of organisations. Join Gil Sewell, Director of Organisational Development at Auckland District Health board, as she reveals why it is important to develop an Employee Value Proposition to address recruitment challenges and achieve long term success and engagement.
Hear her experience in rolling out a new Employee Value Position across a organisation of 10,000 staff with varying roles in the healthcare industry.
Employee engagement in a high-pressure environmentQualtrics
See how Imperial College NHS Trust responded to being near the bottom of the NHS staff engagement league tables with an employee engagement program that’s already delivering results in its first year.
Engagement and Talent Lead at the Trust, Nathaniel Johnson talks through the set up of the program and gives his tips for success in staff engagement.
Development and evaluation of digital solutions for weight loss maintenanceQualtrics
Professor James Stubbs from the University of Leeds talks through the NoHoW porject, that’s helping to trackweight loss programmes in digital, pulling data from sources like Fitbit and using Qualtrics to collect and analyse it as part f his research.
Pierre Saouter from the World Economic Forum shows how the Global Shapers Survey is giving a voice to millenials in often under-represented countries in order to impact discussions at a geo-political level.
What paradata can tell you about the quality of web surveys?Qualtrics
Google’s Mario Callegaro explains how paradata works – the data that shows not just what your survey respondents said but how they answered the question, opening up new avenues for researchers to interrogate and analyse the survey data they receive.
Digital Research in Low-Resource CountriesQualtrics
When you’re doing research in areas with no internet, collecting and analysing the data could be a pain. Lando and David from Health Focus spoke at Qualtrics Converge Europe about how they’re collecting data using the offline app in order to avoid the costly and time-consuming research often needed in low-resource countries.
Your data is only as good as the survey behind it – here, Qualtrics’ Dave Vanette talks best practice for designing surveys and how to manage them to get the best possible data back.
Recipe for success: balancing the art & science of employee feedbackQualtrics
Disruption is affecting organisations everywhere – and it’s the same for their employees according to Google’s Yuval Dvir. See how new developments like artificial intelligence are changing the employee experience and how you can get the balance right when it comes to collecting and analysing feedack.
At Ireland’s biggest energy supplier, the customer is at the heart of everything they do. See what Head of Customer Experience & Operations Aisling McCarthy had to say at Qualtrics
Converge Europe as she presented their journey to refocus the orgaisation on the customer.
The Age of Customer Empowerment and its Impact on Brand ExperienceQualtrics
Customers have never been so savvy – in her speech at Qualtrics Converge Europe, KPMG Nunwood’s Customer Experience Design Director talks about how consumer demands are growing and how brands need to keep up to stay ahead of the competition.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
2. Brands & Organizations
6.6K+
of the top 100
business schools
99
Users
1.8M+
Used In
Countries
75+
The World’s
Leading
Insight
Platform
PROVO / USA
DUBLIN / IRL
SYDNEY / AUS
SEATTLE / USA
3. Customer Insights
Voice of the Customer Programs
Customer Satisfaction Surveys
Net Promoter Systems
Website Experience Feedback
Employee Insights
360-degree Employee Feedback
Employee Engagement Surveys
Employee Satisfaction Surveys
Exit Interviews
Market Insights
Ad Testing
Concept Testing
Market Research
Academic Studies
All your insights in one place
9. How Engaged are Employees?
If your company were a 10-person bicycle, statistically speaking:
• 1 employee is peddling with all their heart
• 6 are just along for the ride, pretending to pedal
• 3 are slamming on the brakes
According to Gallup’s 2014 State of the Global Workplace
Only 13% of employees are engaged in their work.
10. Diagnosing Disengagement:
Stop the Infection From Spreading
• Actively disengaged employees
cost the US economy ½ a trillion
dollars per year.
• “Low levels of engagement among
global workers continue to hinder
gains in economic productivity and
life quality in much of the world.”
Gallup, State of the Global Workplace: Employee Engagement Insights for US Business Leaders, 2012
11. • Selling the program to the employees and executives
• Can be difficult for the right managers to get simple actionable data
fast enough
Employee Engagement
The Challenges
12. Why Organizations Should Care About
Employee Engagement
Employee Engagement is a proven driver of:
• Retention
• Productivity
13. Why Organizations Should Care About
Employee Engagement
Employee Engagement is a proven driver of:
• Retention
• Productivity
• Customer Loyalty
• Retention
• Advocacy
• Spend per Customer
• Overall Growth
• Employee Engagement = Customer Engagement = Revenue
14. Linkage Analytics
How do your employee engagement
levels tie to Customer Loyalty? What
does that connection mean to the
bottom line?
16. Linkage Analytics
Best Buy identified that a 0.1% increase in
employee engagement led to an over
$100,000 increase in a store’s annual
operating income
Harvard Business Review, Competing on Talent Analytics, October 2010
Sanford Health has measured a 3x increase
in patient satisfaction in high engagement
vs. low engagement hospitals and clinics
18. Real-time Results
Real-time engagement results led to:
• Increase survey engagement by 25%
• Reduce reporting time by 75%
• Substantial boost in
engagement/morale.
World Wide Technologies Co.
20. Engagement
If I can’t create culture, what can I do?
1. Get the right people into the environment
1. Reward and value the right things
1. Create an environment where culture and engagement can thrive
Autonomy
Mastery
Purpose
Physical location
4. Branding Internally, internal brand engagement influences external engagement
24. Meritocracy
1. An elite group of people whose progress is based on ability and talent
rather than on class privilege or wealth.
2. A system in which such persons are rewarded and advanced.
3. Leadership by able and talented persons
29. Overcoming International Challenges
1. Exchange programs
2. Adopt the corporate culture
while building your own
3. Company-wide
updates/meetings
4. Embrace Technology to foster
engagement internally
International Water Cooler
Selling the program – We struggle to talk in terms of balance sheets and income statements. Maybe it is the human side of all of us, but it is important, as seen above, that we focus on what employee engagement really means.
When selling an idea upward, like that of employee engagement, it is important to speak in terms of bottom-line impact. What does employee engagement really mean? It means reduced costs through attrition, and increased productivity per employee.
However, is that all it really means?
In the technology and insights industry, there is a major wave right now around understanding and acting on the Voice of the Customer. Companies that can do this well achieve better retention rates (decreased churn), higher spend per customer, and customer advocacy/word of mouth marketing. Overall, it translates into growth.
That’s great, but why am I talking about Voice of the Customer?
The root of the customer experience (which drives these outlined business impacts) for better or worse starts with how engaged your employees are. It has been shown, that if your employees are engaged, the customer experience will improve, and the business benefits will come through customer engagements. Employee engagement = customer engagement.
Thus, the impact of positive employee engagement goes beyond productivity and reduced attrition, and directly influences and impacts customer loyalty.
When selling an idea upward, like that of employee engagement, it is important to speak in terms of bottom-line impact. What does employee engagement really mean? It means reduced costs through attrition, and increased productivity per employee.
However, is that all it really means?
In the technology and insights industry, there is a major wave right now around understanding and acting on the Voice of the Customer. Companies that can do this well achieve better retention rates (decreased churn), higher spend per customer, and customer advocacy/word of mouth marketing. Overall, it translates into growth.
That’s great, but why am I talking about Voice of the Customer?
The root of the customer experience (which drives these outlined business impacts) for better or worse starts with how engaged your employees are. It has been shown, that if your employees are engaged, the customer experience will improve, and the business benefits will come through customer engagements. Employee engagement = customer engagement.
Thus, the impact of positive employee engagement goes beyond productivity and reduced attrition, and directly influences and impacts customer loyalty.
How are organizations making the business case?
The trend in the industry is tying financial, employee, and customer experience data together. This is enabling organizations to understand how one element impacts another.
This helps them see, if we can increase engagement by X%, we will increase loyalty by Y%, and thus have a bottom-line impact of Z.
Managers had moved on – they had different problems and no longer felt the results were relevant or reflective of the problems they were faced with for their piece of the business.
Managers had moved on – they had different problems and no longer felt the results were relevant or reflective of the problems they were faced with for their piece of the business.
In a consumer-driven world, customers are king. You are working hard to deliver the best products and services to your customers. But how do you know if you’re getting it right across your entire organization.
In 1911, in the midst of the industrial revolution, Frederick Winslow Taylor was the primary management theorist. His axiom was: “manage your people for efficiency”. He basically turned workers into robots, and had them do the same thing for 8-12 hours a day. Sounds like fun?
Along came the 1950’s and Frederick Herzberg emerged as a new thought leader. He admitted that everyone was efficient, but everyone hated life. He felt that a job should have a variety of tasks. So, he introduced job rotation. He simply programmed robotic workers to multi-task.
Then, in the 1960’s, along came Peter Drucker. He observed that the workforce was changing, and that a small minority were now paid to think. They were a small niche inside of the organization that he called “knowledge workers”. Fast forward 50 years, and everyone at Qualtrics is paid to think.
So how do you foster this environment?
From the basement, there have been some common founding principles:
Eat what you kill
Nail It before you scale it
Protect the culture – you get what you reflect.
You will notice that I didn’t say, “create a great culture”. If someone tells you that you can create “culture” they are in the wrong. Culture is driven by employees, and shouldn’t be run by a small group of leaders. There are three things you can do as a manager within an organization. You can:
Dan Pink talks about how to build lasting motivation in a knowledge economy. He focuses on three points known as the “motivation trifecta”. They are:
Autonomy
Mastery
Purpose
Pay is a hygiene factor.
At Qualtrics, we believe that every single employee has a right to come to work. They have a choice. So how do we provide autonomy, mastery, and purpose? How do we create an environment where culture and engagement thrives? Let’s explore how Qualtrics does this.
How do you manage Indiana Jones or James Bond? You give them an objective and then figure out where to drop supplies and where you can remove roadblocks.
In a knowledge economy, we pay people to think. We give them autonomy, and empower them to do their job, and to do it well.
Our job is to develop, coach, and help people.
However, you can only function in a new school approach if 1. You get the right people on the bus and 2. You have an environment of accountability for the objectives and results. New School doesn’t mean “do what you want”. It means, figure out how to solve this problem, let me know where I can help, and then get the objective accomplished.
One of our mechanisms for accountability is Odo. We all are setting OKRs and weekly snippets that are an integral part of our business. If you aren’t doing your job, you don’t hide.
We believe that the ideal system for accountability is one where the employees and management hold themselves accountable. We can do this through transparency.
This idea of transparency eminates from our corporate management practice and philosophy down to our physical office space. TGIT is used to make sure we are all rowing together to Odo that creates full transparency in performance and objectives, to glass conference rooms so there is never a “secret” meeting that takes place.
It isn’t a surprise when promotions happen within Qualtrics. Due to the transparency, individuals within the organization can see who the performers are. Those that then perform and have the right leadership ability are promoted.
In our support and services teams, then can self nominate to be promoted every six months. If the data is there, then up they go.
We disproportionately reward high performers.
We provide a clear promotion path, and work to enable each employee to control their own destiny.
We also provide a player coach model where all first line leaders are also performing the job they are asking their team to perform. Keep them in the details and connected. - We mentor from the trenches.
Individuals are united in a common cause or a common enemy. Thus, we work to rally behind a common cause that is greater than ourselves. It gives us and our organization a greater purpose beyond revenue.
However, along with charitable causes, another greater purpose for Qualtrics beyond revenue is customer and employee success. When company, customer, and employees all have success, revenue is a byproduct.
Employees under the age of 25 rank Professional Development as their #1 driver for engagement, and #2 for workers up to age 35.
Employees need to feel like they are getting better in their lives and careers. To do this we provide:
Opt-in 360 assessments
Javascript/html courses
Franklin Covey training
Force Management training
Offsite leadership development – Chris Holmberg
Judo classes
Deloitte University Press (January 26, 2015): “Organizations with a strong learning culture are 92% more likely to develop novel products and processes, 52 percent more productive, 56 percent more likely to be the first to market with their products and services, and 17 percent more profitable than their peers. Their engagement and retention rates are also 30-50 percent higher.
Companies are learning that modern office spaces should be more like graduate study areas. For example, they're building offices without walls, walls that prevent team members from interacting. There is also plenty of food — people don't think well when they are hungry. Large common areas are designed to get folks talking, debating, and thinking about solutions.
Sound familiar?
We've modeled Qualtrics after academia.
Jim Barksdale, CEO Netscape – “If we have data, let’s look at data. If all we have are opinions, let’s go with mine”
We have worked to build a culture that respects data. When key decisions are made, data is important. We welcome and encourage contrarian views, for contrarian views bring and develop innovation. However, data needs to be used when making decisions. It also needs to be on point and accurate.
Fix-it session.
How do you start to engage and build culture within an international environment?
In a consumer-driven world, customers are king. You are working hard to deliver the best products and services to your customers. But how do you know if you’re getting it right across your entire organization.
In a consumer-driven world, customers are king. You are working hard to deliver the best products and services to your customers. But how do you know if you’re getting it right across your entire organization.
One of the biggest challenges we see among our clients is that managing the hierarchy and getting it right is error-prone and tedious. This is an area Qualtrics is taking head on to make it sophisticated yet simple.
We built an org hierarchy management directly into the platform so people can automatically build hierarchies, get visual confirmation that it is accurate, and they have the tools to update and modify the hierarchies for their employee insight efforts.
There is a global hierarchy and project hierarchy. When I start my project hierarchy, it won’t change over time. We make a local snapshot of the org hierarchy and it represents the state of your org when you ran this survey. Then you have the global one that is constantly being updated. So when you run your next project, you take a new snapshot.
When I make changes in Qualtrics, they are not pushed back to the HRIS. If there are fundamental issues, they want to make them in their system. But there are some reasons that people want to adjust their EE org hierarchy to be represented differently – for example, COGS or G&A.
Normally, you just track the unit, not the people who were in the unit (so if half of Brad’s team moved to another team, we’re still just looking at the one snapshot vs. the new snapshot)
Getting relevant information to every manager.
What does it mean to be relevant
Data for the group for which I have responsibility
Timely
To meet those needs, we’re using interactive dashboards
Automatically knows who they are when they log in
Brings just the information relevant to them
The whole point of this is not just to throw in bells and whistles. We’re trying to make it simple for managers to get the information they need quickly.
Having this type of tight org hierarchy integration allows us to highlight information specific to each manager. Allows you to get a quick, holistic view of your whole organization and can quickly drill down to diagnose pockets of engagement or disengagement.
Drill down