Patti Clifford, Global Chief Talent Officer at Havas Worldwide, shares some of the strategies and programmes they are following to keep talent engaged. View the Havas Lofts blog here https://medium.com/havas-lofts/

1. T A L E N T B I T E S :
F U T U R E T A L E N T S T R A T E G I E S
D E C 2 0 1 5

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P A T T I C L I F F O R D
GLOBAL CHIEF TALENT OFFICER, HAVAS WORLDWIDE
CHIEF TALENT OFFICER, HAVAS CREATIVE GROUP

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“At the end of the day, Talent is the
only thing that matters.”
-Yannick Bollore, NY ADWEEK 2014

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GREAT PLACE TO WORK
GREAT WORK FOR OUR CLIENTS
GREAT BUSINESS RESULTS

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H A V A S L O F T S
A 4 week mobility training program for highly skilled HAVAS employees
focused on :
• building global skills sets,
• expanding cultural awareness. and;
• Enhancing leadership competencies.

6. HOW DOES IT WORK?
• Participants are matched with a coach in a “Host Office”
• Coaches are responsible for immersing the employee into the agency’s culture,
process, and tools.
• Participants set learning objectives prior to departure and work with their coach
to accomplish them.
• Experiences are shared through the Havas Lofts blog & social media (Twitter,
Instagram) using #HavasLofts
2014 PILOT PROGRAM
• 3 cities: New York, Paris, London
• 10 Agencies
• 20 Total Participants from both Havas Creative & Havas Media

7. SHARING EXPERIENCES | HAVAS LOFTS BLOG
BLOG COLLECTION
HOSTED ON
MEDIUM.COM/havas-lofts
75+
BLOG POSTS CREATED IN
JUST 4 WEEKS
7,000+
VIEWS INTERNALLY &
EXTERNALLY

8. SHARING INSIGHTS | HAVAS LOFTS BLOG
“Lofts is about broadening understanding of
your job, your role, and yourself within the
agency and the group”
“We can still improve our collaboration. I will
for sure keep in touch with the people I have
met here”
“This experience really helped me to
understand our organization as a global
operation –- the Havas Group.”
“They have similar tools, but their
approaches are slightly different.”
“I’m struck by how similar our collective
challenges are.”

9. WHAT’S NEXT FOR LOFTS?
We will leverage the success of Havas Lofts 2014 to engage more employees and offices in 2015
2014 2015
• Expand the program in 2015 to
include 30 total participants in
each session
• Two classes in 2015: June and
November
• Explore adding more countries,
including at least one agency in
Asia
• Program pilot took place
October 27th-November 21st,
2014
• A total of 20 Havas Lofts
participants from New York,
London, and Paris offices

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N E X T G E N
A learning program to prepare the organization’s high potential, best and
brightest, to take on future leadership roles within the Havas network

11. NEXT GEN LEADERSHIP PROGRAM: OVERVIEW
February 2015
PARIS
MODULE 1
Focus:
Developing Leadership
Competencies
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September 2015
USA
MODULE 2
Focus:
Leveraging Industry Insight &
Driving Innovation
February 2016
ASIA
MODULE 3
Focus:
Emerging Technologies &
Consumer Behavior

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E M P L O Y E E
E N G A G E M E N T
The level of enthusiasm employees have for the work they do, their
commitment, organizational pride, alignment with organizational goals and
a willingness to go the extra mile to get the job done.

13. EMPLOYEE ENGAGEMENT SURVEY | THE BENEFITS
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Delivers fact-based data on how our people feel about the
overall Havas experience
Provides data to help prioritize our actions by identifying
common global hotspots
Engagement metrics to help drive Havas’ overall business
objectives.
Demonstrates that we care by taking action how what our
employees shared
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Engaged employees not only plan to stick around; they are enthused and in-gear to impact your bottom-line. During difficult
times, their energy and effort can help your organization survive, even thrive’.
– global engagement vendor

14. THE IMPACT OF EMPLOYEE ENGAGEMENT ON BUSINESS OUTCOMES
Kenexa has conducted studies exploring the relationship between engagement and financial performance across companies. These
studies are among the first to examine the relationship across industries and countries and assess the degree of relationship between
engagement and two important end-result variables: annual net income and total shareholder return.
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6000
5000
4000
3000
2000
1000
0
Annual Net Income ($ U.S. in millions)
Top 25% of Organisations
on Engagement
Bottom 25% of Organisations
on Engagement
20
15
10
5
0
-5
Total Shareholder Return
Top 25% of Organisations
on Engagement
Bottom 25% of
Organisations
on Engagement
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ENGAGEMENT MATTERS
Source: Kenexa (2009).

15. SURVEY IN ACTION
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Vision and Trust in Senior Leadership
Rewards and Recognition
Performance Management
Embracing Creative Excellence
Growth and Development

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W O M E N @ H A V A S
An opportunity for women from the 200 Hudson Havas Village to come
together and participate in a variety of discussions, trainings,
presentations, volunteer initiatives, etc.

17. WOMEN @ HAVAS: 2014 SUMMARY
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18. WOMEN @ HAVAS: 2015 AREAS OF FOCUS
WELLNESS PROGRAM MILLENIAL PANEL LIFE SKILLS TRAINING
MENTORSHIP
PROGRAM
An opportunity to educate
women on the
importance of physical
health, utilizing their
benefits program, etc.
A program allowing
women at Havas to learn
from each other’s
experiences and
exchange support and
insight
An event centered
around introducing
women to the various
generational
perspectives.
An opportunity to educate
women on essential life
skills such as 401k,
financial & professional
advice, etc.

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T H A N K Y O U