The document outlines strategies for enhancing employee engagement and performance through goal alignment, effective compensation practices, and recognition of top performers. It highlights the importance of understanding employee satisfaction, utilizing data to identify top talent, and creating a compensation strategy that supports retention. Overall, it emphasizes the need for organizations to adapt their engagement methods and compensation structures to align with business outcomes and the competitive job market.

1. ENRICHING THE EMPLOYEE EXPERIENCE –
engagement, goals, talent & beyond

2. Isaac Mallory Jennifer Dickey
Director at HR Performance
Solutions
HR Consultant
Interested in a copy of
this presentation?
Contact us today at
hello@hrperformamcesolutions.net

3. How do you know if
your employees are
engaged in the things
that matter most?

4. Gallup’s “real
unemployment” metric,
which takes into account
those who are unemployed,
underemployed or who
have stopped seeking
employment sits at 7.9%;
down from 17.1% over the
same period.
They
have
choices!
35% of
employees are so
unsatisfied with
their salary that
will leave to get a
pay increase.
In a study of over
1000 workers,
31% reported
having quit a job
within their 1st
6 months.

5. Engaging Top
Performers
Identifying Top
Performers
Developing Top
Performers

6. GOALS –
developing
top
performers

7. WHY GOALS -
• Only 50% of employees
know what is expected of
them at work – Gallup
• Provide direction, set
expectations and measure
success!
• When used to drive an
effective performance
management strategy,
you’ll see higher
performance and
engagement levels
GOALS
COMPENSATIONPERFORMANCE

8. GOAL ASSIGNMENTS

9. Build & Maintain
Strong Employee
Relationships -
• Lead and coach
employees to success
• Align employee goals
to business outcomes

10. GOAL ALIGNMENT

11. One size fits all
annual
engagement
recommendations
don’t work for
today’s
organizations.
GOALS &
ENGAGEMENT
• Correlations between goals
and employee engagement
• Link goals to other critical
indicators such as
performance ratings,
resignations, or promotions
• Frequent pulses combined
with instantaneous analytics
There is a huge
gap between
engagement
data and
workforce
outcomes.
Time for the
annual
survey!

12. GOALS & ENGAGEMENT

13. Increase in
Performance &
Employee
Resilience
Decrease in
Motivation &
Engagement
HONEST &
CANDID
FEEDBACK

14. ESTABLISH A GOAL
STRATEGY
When I give feedback, I’m signaling to people that I’m interested in
their growth and that I see a path for their future.
- Larry
Bossidy
Know how many employees
have goals1
2 Correlate the goals with your
strategies
3 Put processes in place to
ensure accountability

15. TOP
PERFORMERS

16. QUICK PITSTOP
Footage of a pitstop right
from pit row 10 yards from
the vehicle. Shot at Charlotte
Motor Speedway during the
Bank of America 500.
TIRES GAS

17. Justo Thomas
Le Bernadrin
Serena Williams
Tennis Player
Nascar Pit Crew
Kyle Bush
• 1000 lbs. a day
• 3 people to replace
him
• Only man or
woman to win 6
singles titles in
GS tournaments
• 73 maneuvers in
12.12 seconds!
• Replace 1 member,
the time doubles

18. WHY CARE?
Top performers
outpace the average
performer by …..
4 : 1

19. Data Case Study: Hiring a Top Sales Person
A look inside a large financial institution…
Top
Colleges
Top of The
Class
Impeccabl
e
Reference
s
Typo-Free
Resume
College
Degree
Home or
Auto Sales
Experience
$4,000,000 additional revenue in 6 months
Let’s
Hire
This
Or
This?

20. FIND YOUR TOP TALENT
1st
2nd
3rd
4th
Align your talent
strategy to your
business strategy
Differentiate roles
by type:
1. Mission-critical
2. Core (sales and
marketing)
3. Foundation
(accounting and
HR)
Identify your Top
Performers!
• Use data,
performance
management
systems and
assessments
• Get manager
buy-in
• Let them know
Develop plans for
continued and
future performers
• Review assigned
goals and
performance
metrics
• Comp align with
performance? Is
it competitive?
USE DATA TO BUILD YOUR MODELS
• Identify your top performers & analyze the characteristics and practices that
contribute to that performance
• Build models that will help you recruit and build more of those performers within
your organization

21. TOP PERFORMER
PROFILE EXAMPLE Takeaway -
• Customize this as you see fit and as you have data points set up within
your performance management system.
• Identify areas that may be a red flag as you review your data

22. Top
Performer
s Strategy
USE DATA
Step 01
Find Your Top Talent
Step 02
Recognize Your Top Talent
Step 03
Create a Guidepost for Top
Talent

23. COMPENSATION

24. GRAVITY – “$70,000 FOR ALL”
3 years ago, CEO Dan Price set a $70K
minimum wage for his employees. WHY?
INNOVATIVE PAY PRACTICES

25. 02
Long
Commute
01Non-
Competitive
Salary
03
Uninteresting
Work
04
No
Opportunities
for Growth
05
Poor
Management
Relationship
• According to the 2017 Ceridian Pulse
of Talent Report, the #1 reason high
performers quit their job is because
they feel their salary is not
competitive.
• Find out why your top performers are
leaving…dig a little deeper.
SHOW ME THE MONEY $$

26. UNDERSTANDING YOUR PAY –
start thinking about the basics
What is Your
Organization’s Culture,
Business Strategy,
and HR Strategy?
What Do You Want to
Reward?
What is Your Talent
Landscape?
Balance What You
Can Afford to Do
Against What You’re
Willing to Do.
Gain Executive Buy-In.

27. The #1 reason employees
stay in a position is
because their pay is
competitive.
CompensationStrategy
Retention
Pay for
Performance
Culture
Hot/Competitive
Jobs
Market
Be Intentional With Your $$’s

28. COMPENSATION
TOOLS – got
data?
• Benchmark jobs against
compensation surveys
• Obtain data from multiple
sources
• Ensure data is relevant to
your marketplace (industry &
region)
• Which market data source
works for you?

29. COMPENSATION TOOLS – Compa-ratio
• Benchmark jobs against
compensation surveys
• Obtain data from multiple
sources
• Ensure data is relevant to
your marketplace (industry &
region)*

30. TOOLS TO EVALUATE PAY
any discrepancies?
PAY FOR PERFORMANCE
Merit Matrix

31. Step 03
Identify the Right Tools
& Partners to
Effectively Drive Your
Strategy
Step 02
Create Your
Compensation
Strategy
Step 01
Why Are Your Top
Performers
Leaving?
COMPENSATION STRATEGY
Take a
deeper dive
into why they
really are
leaving.
What tools
support your
strategy, what
tools will drive it, a
spreadsheet or
technology?
Know the role you
want pay to play
in your
organization.
Price is what you pay. Value is what you get.
- Warren Buffet

32. Isaac Mallory Jennifer Dickey
Director at HR Performance
Solutions
HR Consultant
 Interested in a copy of
this presentation?
 Want to find out if your
pay is competitive?
 Ready to develop pay
strategies to retain top
talent?
Contact us today at
hello@hrperformamcesolutions.net

33.  Identify good tools that
will allow you to easily
track goal assignment
and achievement
 Ensure
goals/performance
assignments align with
business strategy
 Coach to accountability
to ensure success
ENRICHING THE EMPLOYEE EXPERIENCE
Develop Top Performers Identify Top Performers
 Use your data to find
your top talent
 Recognize your top talent
and communicate what
puts them in this category
 Create a guidepost for
your top talent to map out
their career strategy
 Identify if your pay is
competitive
 Create a compensation
strategy
 Identify the right tools
and partners to
effectively drive your
compensation strategy
Engaging Top Performers