In its “Employee Engagement Survey,” the International Association of Business Communicators (IABC) Research Foundation teamed with Buck Consultants, an ACS company, to determine how organizations are communicating with employees to keep them engaged and productive. The survey includes responses from nearly 1,500 participants representing a broad industry and geographic base.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
An Insight into Internal Cross Functional Stakeholder Engagement. References from Online data & my professional experience of 14 Years in various roles
Stakeholder Engagement: Simple Steps to Better Public ConsultationCam McAlpine, APR
What is stakeholder engagement? Why on earth would you want to engage with the negative nellies and nimby's who just want to oppose what you're doing? And how might you go about conducting a stakeholder engagement or public consultation program?
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
In its “Employee Engagement Survey,” the International Association of Business Communicators (IABC) Research Foundation teamed with Buck Consultants, an ACS company, to determine how organizations are communicating with employees to keep them engaged and productive. The survey includes responses from nearly 1,500 participants representing a broad industry and geographic base.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
Managing Employee Engagement through Organizational ChangeTalentMap
Our experience in working with hundreds of organizations shows that undergoing significant organizational change does not mean that employee engagement has to suffer as a result. Managed well, organizational change can drive big improvements in engagement. Yes, improvements! In fact, one client very recently achieved a 16% improvement in employee engagement while undergoing significant change and restructuring. How?
An Insight into Internal Cross Functional Stakeholder Engagement. References from Online data & my professional experience of 14 Years in various roles
Stakeholder Engagement: Simple Steps to Better Public ConsultationCam McAlpine, APR
What is stakeholder engagement? Why on earth would you want to engage with the negative nellies and nimby's who just want to oppose what you're doing? And how might you go about conducting a stakeholder engagement or public consultation program?
Improving Employee Engagement through a Culture of InnovationTalentMap
The top organizations in Canada in terms of employee engagement all foster a strong culture of innovation. What does this mean? How can we do that in our organizations? How do we do this in the public sector or not-for-profit sectors (as well as in our companies)?
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Presented during Tshikululu's first Serious Social Investing workshop, which took place on 25 and 26 February 2010. Desiree Storey (Manager, FirstRand Volunteers Programme) discusses what works in staff volunteerism.
Achieving org success through manager effectivenessPlamen Petrov
A few check-in questions for the 1-2-1 remote weekly meetings:
1) What went well last week?
2) What can be improved?
3) How do you manage distractions during the day? Is it a challenge for you?
4) On a scale of 1-10, how would you rate your ability to show up as your Best-Self over the last week?
5) How could I better support you?
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Join the founder and president of TalentMap, as he looks to answer your questions related to the challenges associated with employee engagement in Nonprofit organizations. We explore topics such as: What engagement is and how it differs for Nonprofits; the drivers of employee engagement in Nonprofits, and finally, best case practices and recommendations to improve engagement drivers. To register for a live Webinar,please visit us at TalentMap.com
5/22 Effective Communications and the Employee Experience WebinarLimeade
Today’s workforce is overloaded with information and the majority of employees work in places where access to that information can be challenging. Over 80 percent of the workforce are in ‘non digital’ jobs — they're on manufacturing floors, in hospitals and retail stores.
Even traditional ‘digital’ employees are spending less time at their desks. Now more than ever companies are challenged to connect with each and every employee and give them an experience that lets them know that their company cares.
Watch our webinar to learn how TE Connectivity approaches connecting with their large workforce, spread out over 100 manufacturing and engineering centers. This webinar will explore:
- How effective communications can positively impact the employee experience
- Best practices for reaching your deskless and disconnected workforce
- Scaling company communications for a global audience
4 Steps for Improved Stakeholder EngagementBrightWork
Project managers need to secure stakeholder support early on to help work proceed smoothly. Creating a stakeholder engagement strategy involves four principal steps - Define, Analyze, Plan and Engage.
A helping hand: The benefits of consultants to SMEsJames Baker
Published in Autumn 2020 print edition of Inside Small Business Magazine.
Small Businesses rely on consultants for a range of activities to meet their potential. However, without a clear direction no consultant can reach their potential.
Turning Performance Feedback Into Positive Employee EngagementTalentMap
Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Presented during Tshikululu's first Serious Social Investing workshop, which took place on 25 and 26 February 2010. Desiree Storey (Manager, FirstRand Volunteers Programme) discusses what works in staff volunteerism.
Achieving org success through manager effectivenessPlamen Petrov
A few check-in questions for the 1-2-1 remote weekly meetings:
1) What went well last week?
2) What can be improved?
3) How do you manage distractions during the day? Is it a challenge for you?
4) On a scale of 1-10, how would you rate your ability to show up as your Best-Self over the last week?
5) How could I better support you?
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Join the founder and president of TalentMap, as he looks to answer your questions related to the challenges associated with employee engagement in Nonprofit organizations. We explore topics such as: What engagement is and how it differs for Nonprofits; the drivers of employee engagement in Nonprofits, and finally, best case practices and recommendations to improve engagement drivers. To register for a live Webinar,please visit us at TalentMap.com
5/22 Effective Communications and the Employee Experience WebinarLimeade
Today’s workforce is overloaded with information and the majority of employees work in places where access to that information can be challenging. Over 80 percent of the workforce are in ‘non digital’ jobs — they're on manufacturing floors, in hospitals and retail stores.
Even traditional ‘digital’ employees are spending less time at their desks. Now more than ever companies are challenged to connect with each and every employee and give them an experience that lets them know that their company cares.
Watch our webinar to learn how TE Connectivity approaches connecting with their large workforce, spread out over 100 manufacturing and engineering centers. This webinar will explore:
- How effective communications can positively impact the employee experience
- Best practices for reaching your deskless and disconnected workforce
- Scaling company communications for a global audience
4 Steps for Improved Stakeholder EngagementBrightWork
Project managers need to secure stakeholder support early on to help work proceed smoothly. Creating a stakeholder engagement strategy involves four principal steps - Define, Analyze, Plan and Engage.
A helping hand: The benefits of consultants to SMEsJames Baker
Published in Autumn 2020 print edition of Inside Small Business Magazine.
Small Businesses rely on consultants for a range of activities to meet their potential. However, without a clear direction no consultant can reach their potential.
Unidad 2 tema 1 actividad de aprendizaje 2_ignacio tomás fernández covarrubiasThomas Fernández
Construcción de diferentes tipos de líneas a partir de las tres soluciones posibles: por medio de compás y escuadras, por medio de escuadras solamente y por medio de coordenadas.
Nuestra sociedad es ambiciosa y nosotros también, porque se nos ha engañado –perdón, enseñado- a creer que el éxito y la felicidad están en desear más y más; en la acumulación. Sin embargo, la realidad es que cuanto más avanzamos por ese camino, más desgraciados nos sentimos. Ser feliz no debería ser difícil. Basta la sencillez, el verdadero “Síndrome de Diógenes”.
Cooperativas Estudiantiles de Servicios de Ornato para la MunicipalidadAldo Naranjo
Las "Cooperativas Estudiantiles de Alquiler de Bicicletas", son parte de una política para fomentar la "Movilidad Sostenible", provellendo de Transporte Sano y deporte a todos los visitantes de otros países. Son también una excelente manera para obtener dinero para los proyectos de los estudiantes y sus colegios, en momentos en que el Presupuesto Nacional se verá reducido por los recortes en el "Deficit Fiscal".
Si tiene problemas para leer el documento, puede copiar este vínculo en su PC o dispositivo Android, y obtendra una copia perfectamente funcional de la NUBE: https://drive.google.com/file/d/0B-ksTqQeqgL_YjRIWXNGcm52LWM/view?usp=sharing
Que disfrute el Proyecto.
GRACIAS.
Robert oblon - Why traveling is essential to personal developmentRobert Oblon
Traveliing help in to improve personal development. Traveling help to improve communication,build self confidence and improve knowledge whether its social or Historic . Robert oblon, who is owner of greatest vacation company describe importance of traveling in personal development
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
Our task as CDFIs is to deploy our loan capital as effectively and quickly as possible to meet the needs of the community. "Sales" is not a bad word in nonprofits, because you are working to make capital access equal for all. Learn how you can implement this within your own organization.
Creating a 12-month Engagement Plan: How to Build Digital Relationships with ...Bloomerang
https://bloomerang.co/resources/webinars/
Brian Lauterbach will show you the steps you take in the next 10 days will determine how many of your donors and volunteers you retain, upgrade, or lose in 2020.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Elevating Well-Being as a Business Strategy with NWILimeade
Research shows a clear connection to business results, but even the best programs remain siloed, underutilized, and are often the first to get cut when budgets tighten. In this session, learn how to elevate your well-being program as a business imperative through strategic planning, bridge-building, and thoughtful analytics.
What do you want from this session?
- first timers to employee research?
- some involvement – want to move forward?
- experienced: looking for new ideas?
Let’s look at how to jump the pitfalls
And join the stars
Innovative Solutions for Building Healthy Communities PresentationSalesforce.org
At their best, communities are places where we make connections and share knowledge, stories, and support. They are places where we learn and become something greater than we were. They are places where problems big and small are tackled by groups of people working towards a common goal. Join this webinar to learn more about how Salesforce Communities can help you better engage with your supporters and how Health Leads is using Communities to connect patients with the basic resources they need to be healthy. We will also discuss best practices for building a thriving healthy community.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
Giving and receiving feedback can be intimidating, but that doesn't make it any less important for leaders, employees and the business. But how do you make feedback discussions an effective driver of employee engagement, retention and productivity?
Join us for this one-hour webinar where we'll share real-world strategies for fostering a culture of feedback in your organization.
You'll gain insights into:
How continuous coaching strengthens work relationships
The role of feedback in ongoing performance management
Tips for giving, receiving and interpreting feedback
Similar to The Business Challenge 10 1 12 with Drip (20)
3. WHO ARE WE?
Engagement consultants with proven
results within the industry.
3
Janette Butler
Keeta Harris
Eowyn Hayden
Nikki Mihalovich
Jared Wojcikowski
4. OUR MISSION
To Increase Humana’s Engagement by
aligning the Cincinnati Service Center’s
Culture with their Engagement Metric
4
5. Humana Cincinnati Service Center’s
(CSC) engagement is “iconic” and
“empowering”
HUMANA CINCINNATI SERVICE CENTER’S
CULTURE
5
6. THE BUSINESS CHALLENGE
The average response rate to the engagement
surveys from 2006 to 2011 was 75%.
From 2009 to 2011, there was a significant drop in
CSC engagement scores.
From a top leader perspective, the culture does not
match the engagement metric.
6
8. GOAL STATEMENT
Implement a sustainable solution that will align the
engagement metric with CSC’s culture; as a result it
will increase Humana’s Engagement survey response
rate
8
11. SINCE WE DON’T LIVE IN A PERFECT
WORLD…
We must be realistic
We must create something sustainable and
effective
We must create something that will benefit all
Humana associates
11
14. 14
Yes No Sort Of
1. Do Humana’s current engagement strategies
currently engage you (i.e. jean’s passes,
activities, etc.)?
52.8% 13% 34.2%
2. Did you take the 2011 Kenexa survey? 69.5% 30.5%
3. Did you know that the Kenexa survey is
100% anonymous?
73.2% 26.8%
4. If given time off the phone and taken to a
separate room, would you be more inclined to
take the Kenexa survey?
69.2% 30.8%
5. If you knew that the survey helps associates,
like you and I, change Humana regarding our
opinions, would you feel more inclined to
complete the survey?
95.1% 4.9%
Breakdown Per Question
16. VOICE OF THE ASSOCIATES
Q22.- The leadership of Humana has communicated a vision and objectives of Humana?
Strengths: Vitality, Bruce Broussard's observation, Inclusion and Diversity Day in CSC- very positive ; engagement has improved over the
last year; Leadership emails- Kristina monthly updates; Supervisor/ team meetings- involving associates
Opportunities: Follow through on incentives/compensations; Not able to see the whole vision/ only get 1/2 of the vision ; Types of calls
expected from Call Reps. having to learn different skill sets but not being compensated for the additional work; no clear vision; no follow
through; no explanation of future
Q.24- Humana is committed to creating a work environment that contributes to the well-being of associates
Strengths: Fitness Fridays; vitality huddles with MOCHA sponsors; Supervisors in the Ancillary units act as "buffers" for associates- there is
no engagement incentives for leaders
Opportunities: Call Center Reps. are very stressed; need permission for everything; no opportunity or time to solve problems; supervisor list
is not available; Call Center Reps. do not feel valued; Horrible health's plans- need more options; we do not have the worst but we should
have more options; Associates do not know if or ever if they are getting a raise; long-time before breaks for Call Reps.; Job security; Leaders
talk about how much money they are making; Difficulties in getting PTO in Call Center; SPAA reps - week off; High-volume months - freeze
on PTO- not fair; Can not afford to go to DR.
Q.25- I trust my leadership of my business unit
Opportunities: Associates are not told the whole vision of the Company/CSC; no raises/no incentives; compensation for skill-sets ; no
consistency with supervisors with in the same dept.- same associates get picked for projects; Leadership should support their team- progress
feedback ( face to face)- management grievance sessions; "Raising the bar of REACH"- feels like a punishment; Communication stops at
each Leadership level- usually does not cascade down to the associate level; no information sharing from leadership regarding other
associates and their peers- very disengaging
Our Survey Question
Q5.- If you knew that the survey helps associates, like you I, change Humana regarding our opinions, would you feel more inclined
to complete the survey?
If given time to take it/ off phones; take survey in separate rooms; long lunches ( i.e.. SPAA DAY); Engage Leaders then it will trickle down;
leaders are not visible; no one stands up for leaders; Associates felt misinformed about the vacation time and sick being combined.
Representatives were told that the change was a result from Gallop survey; Tied to the phones-no extra time to participate in the events; push
for engagement around survey and then no follow through ( drops off); Engagement council is all leadership- no associate voice; No interest
in Wacky Wednesdays, Jean passes, or ice cream handouts
What they want: Increase in pay based on skill set; more PTO ; flexible schedules; not tied to the phones; no more business attire; survey to
the associates to see what they want; more call center input; time for the entire CSC to engage each other.
16
17. WHAT DOES ALL OF THAT MEAN?
Your associates have a lot to say!
17
19. CURRENT CSC ENGAGEMENT COUNCIL
The team consists of leadership associates from all
departments
Ideas come from 1DEA and direct contact with
Engagement Team member
Tracking measures are informal
Limited research into low engagement drivers
19
20. RECOMMENDATION
Redefine and Expand the Current Engagement Council
Consists of associates from all business units including WAH.
Council will rotate on a quarterly basis.
Meetings will be held bi-weekly
20
21. WHY SHOULD WE DO THIS?
Data analysis confirms low
engagement scores
Little associate feedback due to the
limited number of vehicles to
provide insight
The current engagement team
creates engagement activities with
limited input from frontline
associates
21
22. OBJECTIVES
o Listen to all associates
o Create small engagements between associates from different
departments
o Create new events
o Identify disengagement factors and design strategies to engage
associates
22
23. FUTURE CULTURE ALIGNMENT
Add the associate engagement council as a vehicle on
the 1DEA site
Conduct Engagement Encounters, individually, with
Humana associates
Create Focus groups to define what is working and what
needs improvement
Send out quarterly emails disclosing who is on the
Engagement council
Create a group on “The Buzz”
23
25. IMPACT ON THE BUDGET
No direct impact due to utilizing current resources
Potential to have indirect impact on the back end
due to lower service levels and rerouting of work
25
26. HOW DOES OUR RECOMMENDATION
ALIGN TO THE BUSINESS DRIVERS?
1. People- Gives associates a voice and addresses
concerns to help feel connected to the organization
(Perfect Service)
Investing into associates produces longevity, trust, and a
positive return (engagement)
2. Growth- Influencing associates to enhance the
customer experience (net promoter)
26
27. MEASURES OF SUCCESS
Feedback received in Engagement Encounters
Event “thumbs up/thumbs down” records
Future surveys; i.e. Pulse, Kenexa, etc.
The engagement metric
1DEA comments
27
29. AND SO OUR SOLUTION…
Assists in increasing the CSC engagement metric
Measurable, sustainable, and implementable
Does not directly impact the budget
Allows direct associate feedback
Creates an environment to foster diverse ideas
29