Is your company getting the most from its employee experience efforts?
Join us for a 45-minute webinar on building employee experiences that deliver business results.
The term "employee experience" is everywhere today, and its importance goes beyond mere buzzword status and HR circles. Employee experience programs are driving bottom-line results — one recent study found companies that invest in the employee experience are four times as profitable than those that don't.
Join YouEarnedIt's CEO and Director of Employee Experience for this 45-minute webinar guiding you through our most important discoveries from hundreds of research pages and thousands of employee surveys.
Watch for this webinar, and you will see:
The employee experience defined — learn exactly what the employee experience is, and how it can be tailored to your culture.
The employee experience quantified — get research-backed stats revealing how the employee experience boosts your bottom line, helping you build a business case for it.
The employee experience optimized — tips, tactics, and best practices based on survey data and successful companies for building a best-in-class employee experience.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
Capture the hearts of your audience with an engaging vision, decked up in our, employee experience PowerPoint presentation slides. This bundle of 37 high-quality slides is all set to take you on a ride with intrinsic employee experience topics in a business environment. Special graphs, charts, and spreadsheets are included here for a precise analysis. Pic charts, line charts, and dot graphs are included here to write on employee engagement key statics, survey analysis, activities to increase employee engagements. Our predesigned employee experience PowerPoint presentation editable layouts assist planners to segment and clarify the topic with brevity. Consider all important discussions and consider the minutest possibilities. Our layouts highlight the ingredients with clarity and can be applied by all kinds of professionals, managers, individuals, temporary permanent teams involved in any business. Everyone feels galvanized with our Employee Experience PowerPoint Presentation Slides. They foster great drive and determination.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
Capture the hearts of your audience with an engaging vision, decked up in our, employee experience PowerPoint presentation slides. This bundle of 37 high-quality slides is all set to take you on a ride with intrinsic employee experience topics in a business environment. Special graphs, charts, and spreadsheets are included here for a precise analysis. Pic charts, line charts, and dot graphs are included here to write on employee engagement key statics, survey analysis, activities to increase employee engagements. Our predesigned employee experience PowerPoint presentation editable layouts assist planners to segment and clarify the topic with brevity. Consider all important discussions and consider the minutest possibilities. Our layouts highlight the ingredients with clarity and can be applied by all kinds of professionals, managers, individuals, temporary permanent teams involved in any business. Everyone feels galvanized with our Employee Experience PowerPoint Presentation Slides. They foster great drive and determination.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer
This is the complementary presentation to the "Using Employee Lifecycle as Your Roadmap to Employee Engagement" #infographic. Presented by Elizabeth Lupfer at the Talent Management Alliance's Employee Engagement conference in July 2014, this presentation is a walkthrough each area of the employee lifecycle and identifies how organization's can develop an employee engagement framework through adaptability, relevancy, sustainability and execution. If you've realized this spells ARSE, then you've got it. Because an ARSE is the foundation for any successful relationship -- employee engagement and the employee lifecycle.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Gamification in employee engagement - 10 compelling case studies - Manu Melw...manumelwin
Apple Bee Case Study
Aspire
DWP Case Study
Idea Street
KEAS Success Story
Kudos Badges
LIVE OPS Case Study
Loyalty One Case Study
Microsoft Case Study
Next Jump Case Study
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
How to ditch objectives (and find a simpler way to manage performance)Hedda Bird
What to do when the CEO says 'DON'T waste time setting goals' and 'DO manage performance'. This innovative case study explores a powerful alternative to traditional objectives.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
This presentation seeks to understand all possible factors behind Employee Attrition in the Philippine Corporate setting with challenges to HR departments to be innovative in addressing this problem.
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer
This is the complementary presentation to the "Using Employee Lifecycle as Your Roadmap to Employee Engagement" #infographic. Presented by Elizabeth Lupfer at the Talent Management Alliance's Employee Engagement conference in July 2014, this presentation is a walkthrough each area of the employee lifecycle and identifies how organization's can develop an employee engagement framework through adaptability, relevancy, sustainability and execution. If you've realized this spells ARSE, then you've got it. Because an ARSE is the foundation for any successful relationship -- employee engagement and the employee lifecycle.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Gamification in employee engagement - 10 compelling case studies - Manu Melw...manumelwin
Apple Bee Case Study
Aspire
DWP Case Study
Idea Street
KEAS Success Story
Kudos Badges
LIVE OPS Case Study
Loyalty One Case Study
Microsoft Case Study
Next Jump Case Study
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
How to ditch objectives (and find a simpler way to manage performance)Hedda Bird
What to do when the CEO says 'DON'T waste time setting goals' and 'DO manage performance'. This innovative case study explores a powerful alternative to traditional objectives.
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?
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Lessons learned from working with thousands of SMB clients - Entrepreneurs Organization presentation - EO New Jersey - Oct 2014.
Management in the Digital Age
We are entering an era of “Digital Darwinism,” when society and technology is evolving faster than many companies can adapt. More specifically, it is the way we manage people that has struggled to keep pace with the rate of change. We need to reinvent management
Using Radical Transparency to drive Accountability and Engagement
Despite good intentions, most EO business leaders make the same fundamental mistake when they set goals for their people. Learn what really works and what doesn’t in terms of engaging and motivating your people, and holding them accountable for performance - based on direct observations of more than 5000 clients.
Key Performance Indicators - the right way
Research shows that 92% of companies do a poor job of measuring KPI's. Learn how to choose and track the key measures that will drive the success of your current business model, and drive the key functional areas of your company (the outcomes for this workshop are even more powerful if other members of your leadership team are present)
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in his workshop.
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.
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.
This presentation is based on two books - "The Leader's guide to Radical Management" by Stephen Denning and "Joy Inc" by Richard Sheridan. The problems of Traditional management, and the shift towards Radical management along with Innovative practices followed at Menlo Innovations are covered in this presentation.
The Carrot Principle Book and Strategy Review by Deb Bandyopadhyay
A Profit & Solutions Research & Publications
Lonely Star Consultancy Research
Find Me Anywhere @debadipb
Linkedin: https://www.linkedin.com/in/debadipb
Website: www.debadip.co
Profit & Solutions Website: www.profitsolutions.tk
Webinar: Defining your Employee ExperienceYouEarnedIt
Companies that invest in the Employee Experience are, on average, 4.2 times more profitable than those that don’t, 28 times more likely to be on FastCompany’s innovation list, and 11.2 times more likely to be one of Glassdoor’s best places to work (according to the Harvard Business Review).
How do you build an Employee Experience that works for your brand, your employees, and your organization?
Watch this webinar to see why investing in a comprehensive Employee Experience strategy builds engagement more effectively than traditional programs.
Watch now! In this webinar, you will learn how to:
- Define and measure the quality of your company's Employee Experience
- Embed the four pillars of the Employee Experience into your culture
- Encourage employees to opt into their work
- Customize the Employee Experience to the unique needs of your organization
To request a demo, visit www.youearnedit.com/demo
How to use perks to increase employee retentionComptPerks
Read about tactics and tips for People Operations/HR folks to improve the employee experience. Give your employees meaningful, personalized perks and watch their engagement and productivity increase.
Learn more on www.Compt.io
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
Similar to Webinar: How to Create the Ultimate Employee Experience (20)
2. 2
Kim Dawson
Director of Employee Experience
YouEarnedIt
Presenters
Autumn Manning
Co-Founder & CEO
YouEarnedIt
3. 3
Overview
& Agenda
Define it — What are we trying to achieve?
Quantify it — How do we get executive buy-in?
Optimize it — How do we get there?
Takeaways + Q&A
5. 5
The employee experience is the result of the connection,
meaning, impact, and appreciation employees find in their jobs.
Creating the ultimate employee experience depends on how
much these pillars are embedded in day-to-day interactions with:
• Corporate values • Coworkers
• Management • Customers
• Work content • Tools and
technology
• Physical environment
6. 6
The good news:
We're already making employee
experience efforts:
● Perks
● L&D
● Culture
● Wellness
● Engagement
● Recognition and rewards
7. 7
The bad news:
Most efforts aren't working:
● Only 33% of employees are
engaged at work (Gallup)
● 82% of employees don't feel
recognized enough (BambooHR)
● Just 24% of employees use
wellness programs (Gallup)
8. 8
Gut Check
Are your employee experience efforts...
Motivating
building employees'
intrinsic motivation
to do their jobs
Organic
connected to the day-
to-day actions seen
across the company
Ongoing
starting from Day 1 on
the job and evolving
with employees
Interactive
allowing both the
employee and
organization to contribute
Culture-Driven:
connecting naturally
to your company
culture goals
Employee-Centric
appealing to
employees' unique
motivations
9. 9
Are your EX
efforts reactive,
or addressing
real needs?
We say:
• "People are working in silos."
• "Morale is low."
• "Turnover is up."
10. 10
We react with:
• More parties and events
• More gift cards
• Recognition tools
Are your EX
efforts reactive,
or addressing
real needs?
12. 12
If senior leadership views the employee experience as an
expense rather than an opportunity, there is a high risk of failure.
Research shows EX directly impacts these six KPIs:
• Revenue • Earnings
• Productivity • Retention
• Customer experience • Absenteeism
13. 13
– Kevin Dasch, COO and Advisor
“In my 10 years being in a role like this, I've come to
appreciate how meaningful it is for employees to know
that on a day to day basis they are doing a good job. It
keeps them motivated — there's intrinsic value to them
knowing how their roles affect the company.”
Talking to the COO
14. 14
– Branndon Stewart, Founder, OutboundEngine
“My first stop would be Finance. I need to know where
the levers are in the business.”
Talking to the CEO
15. 15
Pitching the CEO:
NOT:
"We've lost so many people
lately. Morale is low."
TRY:
"Our turnover rate has
increased. This is how much
it's going to cost to replace
who we've lost. This is how
much we're losing everyday
in terms of productivity."
"Investing in the employee
experience is a business
opportunity in front of us."
16. 16
– James Mann, CFO
“When I see employees trying to justify technology
purchases or any purchase for that matter, I'm really
looking for a pain point that's going to be solved and a
remedy for how that's going to be addressed.”
Talking to the CFO
17. 17
Pitching the CFO:
NOT:
"HR needs a budget increase
for an employee experience
program."
TRY:
"Our productivity and
engagement scores are
falling, and turnover is
increasing."
"An investment in employee
experience could be paid
back in five months, and our
turnover and recruiting costs
could easily cover the
budget."
18. 18
Recap
Creating the ultimate employee experience business case
● What's happening at our company today.
● What we need a solution to help with.
● The features our solution needs to be successful.
● The metrics we'll use to measure success.
19. 19
Example
What's happening at our company today:
● Employee recognition is a manual process happening inconsistently
● Our KPIs are falling flat and aren't top of mind for employees
We are looking for a solution to:
● Enable real-time, meaningful recognition — tied to the behaviors that
deliver success — that's visible to everyone
● Bring visibility and increase participation in multiple initiatives across the
business while surfacing insights to leadership
20. 20
Example
In order to achieve results, our solution needs:
● Easy to use, intuitive interface
● Real-time recognition tied to core values
● Opportunity to bring in other key initiatives/ programs into one platform
● Robust reporting for leadership
We will measure effectiveness with these metrics:
● Adoption rate
● Training completing rate
● Increase in upsells and customer satisfaction
● Decrease in voluntary turnover
22. |22
Our research found three elements that are critical to the
employee experience:
• Leadership that models your core values
• Manager-employee communication
• The "10 Culture Building Blocks"
When all of these are in place, 95% of employees report a good
to excellent employee experience. Without any of them, just
15%
PURPOSE OF SLIDE:
We recently published The Employee Experience Simplified to help companies define, quantify, and optimize their employee experience.
Today we want to take you through our findings as well as real-world examples and executive input to help you build the ultimate employee experience.
Kim: I want to start by defining EX at a high level. Companies do a lot they think ties to engagement. If you're looking to change things up it's important to know — what is this? And what are we truly trying to achieve with employee experience programs?
Autumn: We've been researching this for years. Last year we published The Employee Experience Defined — the definition on screen comes from that report.
(briefly introduces the 4 pillars)
Kim: So, looking at this definition, there's good and bad news about the things we're already investing in to engage employees.
KIM: You always hear what you are doing wrong and why it’s not working. But we know most of you attending today are investing in some, if not all of these things. That's the good news! We care!
Autumn:
The problem is these one-off investments aren’t having the impact we want them to have. It’s not moving the needle. The stats we have on screen are just a few indicators.
Autumn: This is an important point. Now that you have a clear definition of what we're after, let’s level up our efforts.
KIM: Gut check! Does what you're doing today feel forced? Or does it satisfy these 6 criteria?
(briefly touch on some of the criteria)
If not, you could be getting a lot more from your employee experience efforts.
[INTRODUCE POLL QUESTION]
Given how EX is defined, do you think your current employee experience efforts are effective?
- Not really; we don’t do much
- Some are; some could improve
- Yes! We’re seeing great results.
Autumn:
Why don't they work?
Sometimes there is a disconnect in how we think we are selling the value.
The focus isn't on why we're doing these programs. So we do things that are reactive.
"It feels like people are working in silos." -> Throw a party
"Morale is really low around here." -> Give out gift cards.
"Turnover is up. Our best people are leaving." -> Buy a recognition tool.
Kim: Being proactive starts with defining employee experience in a way that real, operational needs can be addressed by it.
KIM: So we do things that are reactive.
"It feels like people are working in silos." -> Throw a party
"Morale is really low around here." -> Give out gift cards.
"Turnover is up. Our best people are leaving." -> Buy a recognition tool.
Kim: Being proactive starts with defining employee experience in a way that real, operational needs can be addressed by it.
Autumn: We know this isn't a nice-to-have, it's a must-have.
We did a survey of 800 employees for another recent report, The Employee Experience Quantified. About one third of them said they've left jobs because they didn't have enough appreciation or connection.
Kim: How do we get others bought in?
There's a disconnect between how HR pitches employee experience programs and what resonates with leadership.
Kim: We need to talk about HR in ways that align with business needs
Research shows EX directly impacts 6 KPIs orgs care about:
Autumn: This is advice we get asked about by HR professionals constantly. Your business case HAS to be executive-level to move these programs forward. NO company reaches their ultimate employee experience unless executives are on board.
Kim: We've talked to some executives about how THEY pitch employee experience programs.
Kim: I spoke to Kevin Dasch, who's been in the C-Suite or an advisor to multiple companies for the last 10 years — he was even an exec here at YouEarnedIt!
Kim: Knowing him personally, he seems like a "finance person," but understands the value of EX and platform like YouEarnedIt.
From a COO standpoint, he emphasized the importance of employees understanding the mission to help the business go in that direction. If everyone is rowing together, business heads towards success efficiently.
To him, that's how a tool like YouEarnedIt helps. It aligned the employee experience towards the mission: emphasize core values, engages employees — things he valued as helping the business be more successful.
It's not that his "operations guy" heart grew three sizes after hearing me talk about employee experience. He sees how making employees more engaged and efficient affects the company's numbers.
Efficient teams. Employees who are aligned with our goals. Being engaged and more productive — this is what he wants to hear from a pitch.
(If you're thinking about it from a cost perspective - the COST is negligible compared to what you're getting back. It's more like how can we NOT afford to do this when you see how it benefits operations at the company.)
Autumn: I talked to Branndon Stewart to get another CEO's perspective on this. As a CEO, how do YOU talk about investing in the employee experience? What would your advice to HR be for pitching a program like this?
Let's jump over to the audio from our call. [CUE BRANNDON AUDIO]
Notice how Branndon's pitch included: "If we increase our retention by X%, here's where we'll be in the future."
He's aligning HR needs with the business strategy.
Kim: We also talked to James Mann, our CFO here at YouEarnedIt! James just joined us recently, so he's seen this from multiple angles.
Here's what he said about getting pitched on the employee experience from a finance perspective. [CUE JAMES VIDEO]
CFOs constantly quantify the costs of people. Lost productivity. Recruiting and efficiency costs caused by turnover. How much you're wasting on events and gift cards.
The budget is already there for employee experience programs — you get it by allocating money away from what's ineffective or realizing the ROI of having a better employee experience.
Autumn
So let's put all this together. You just heard how execs are quantifying and thinking about these programs. We heard their advice for HR.
This can be your mantra for building a business case for the employee experience — or any HR initiative.
The problems happening today.
What a solution would do.
Autumn
So let's put all this together. You just heard how execs are quantifying and thinking about these programs. We heard their advice for HR.
This can be your mantra for building a business case for the employee experience — or any HR initiative.
The problems happening today.
What a solution would do.
Autumn
So let's put all this together. You just heard how execs are quantifying and thinking about these programs. We heard their advice for HR.
This can be your mantra for building a business case for the employee experience — or any HR initiative.
The problems happening today.
What a solution would do.
What the solution needs
How we'll measure success
Autumn
Ok, we've defined employee experience. We've quantified what it means for the company and built a business case for it.
Now how do we get there? What are companies doing that's effective?
Autumn:
Everything in our research and surveys points to these three elements as being critical.
We covered them in depth in The Employee Experience Optimized. Let's look at some examples of these elements.
Autumn:
We've used Uber as a BAD example in many webinars, but they're turning things around. Leadership exhibiting their new core values is a big part of that.
BEFORE: Labeled one of the worst companies in Silicon Valley
THIS YEAR: CEO living values like "Do the right thing"
Disclosed and apologized extent of old security breaches
Called out actions of drivers publicly
Sent legal resources to U.S. border
NEW CORE VALUES (November 2017):
We do the right thing.
We persevere.
We celebrate differences.
We are customer obsessed.
We value ideas over hierarchy.
We make big, bold bets.
We act like owners.
We build globally, we live locally.
Kim: Manager-employee communication is another major contributor to the employee experience.
One of our customers recently did this with YouEarnedIt. It had a major impact on manager-employee feedback and visible recognition, and they saw great results.
And finally, these are the 10 Culture Building Blocks revealed in EEO report)
The data from The Employee Experience Optimized shows doing these 10 things well leads to an exceptional employee experience. Write them down, take them with you — these should be guiding or serving as the structure for your employee experience program.
KIM: If you're wondering where to start, these three on the list have the biggest impact, or the most bang for the buck:
Opportunities for growth and learning
(BancVue implemented program to educate employees on industry; were tested on it - even non-accounting people understood banking better)
Feedback and appreciation for day-to-day work
(YouEarnedIt!)
Sense of pride for what the company does and stands for
(Core values! BancVue/Kasasa puts them everywhere; visual representations of core values; employees even get tattoos of them; Kim to comment)
Poll 2: Would you like to see a demo of the YouEarnedIt platform?
- Sure!
- No, thanks
Thanks!
Takeaways:
Our latest report, The Employee Experience Simplified
It pulls the best stats and tactics from our original three reports on EX:
EX Defined
EX Quantified
EX Optimized
If you ever want to see those, visit our website!