Drivers of Employee Engagement Rachel Bitte Chief People Officer Jobvite rachelebitte Rusty Lindquist VP HCM Strategy amp IP BambooHR rustylindquist CEOs rate human capital ID: 552182
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Slide1
7 Primary
Drivers
of
Employee
EngagementSlide2
Rachel
Bitte
Chief People Officer
Jobvite
@
rachelebitte
Rusty Lindquist
VP HCM Strategy &
IP
BambooHR
@
rustylindquistSlide3
CEO’s rate
human capital as their top challenge
3 years in a row
McKinsey and the Conference Board
CEO Challenge 3016Slide4
- Ram
Charan
BUSINESSES
PEOPLE DO
don’t create value;Slide5
War
for talent
is increasingly
a defensive game.
Forcing us to optimize, engage, and retain our
existing human resources.Slide6Slide7
HR’s
Focus
HR
spends less than 15% of its time as a strategic business partner, and spends most of it’s time dealing with the implementation and administration of HR policies and practices.
But when HR is
involved, organizations function better, and are much more successful.
-ForbesSlide8
Nearly
one half of respondents rated their HR department as “
not ready
” to reskill itself to meet today’s business needs.
Only 8% of HR leaders have confidence in their HR teams
skills and abilities to
meet business demands
.
Bersin, By DeloitteSlide9
Evolution
of HR
Business
Value
H
L
Strategic
Micro
Small
Mid
Large
OperationalSlide10
Evolution
of HR
Business
Value
H
L
Strategic
Micro
Small
Mid
Large
Operational
HR viewed as a cost center
Transactional HR
High-Impact HR
HR
as
a strategic investmentSlide11
Employee Engagement
in the US is only
32%
GallupSlide12
Employee Engagement
in the US
Gallup
13%
Highly Engaged
26%
Actively DisengagedSlide13
Companies with an engaged workforce
outperform
their competition, with
21%
Gallup
higher productivity
22%
higher profitabilitySlide14
Companies with an engaged workforce
outperform
their competition, with
Gallup
147% in earnings per share
41% fewer quality defects 48% fewer safety incidents 28% less shrinkage 65% less turnover (low-turnover organizations) 25% less turnover (high-turnover organizations) 37% less absenteeism Slide15
HR Professionals’ most important issue in 2015:
Culture and Engagement
Bersin
, By DeloitteSlide16
Purpose
Alignment
Help your people be inspired by a cause
1
DRIVERSlide17
Inspiration
Engagement
VSSlide18
Inspired Employees
are most productive
Dissatisfied
Satisfied
Engaged
Inspired
71
100%
144
225
Bain & Company and EIU Research, 2015
Productive OutputSlide19
Have a safe work environment
Have the tools, training, and resources to do their jobs well
Can get their jobs done efficiently, without excess bureaucracy
Are valued and rewarded fairly
Are pat of an extraordinary team
Have autonomy to do their jobs
Learn and grow every day
Make a difference and have an impact
Get meaning and inspiration from
their company’s mission
Are inspired by the leaders in their company
Satisfied Employees
…
Engaged Employees
Inspired Employees
Bain & CompanySlide20
Intrinsic
Extrinsic
VSSlide21
Employer
Brand
v
How
Outside-In (conventional)
Inside-Out (remarkable)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR Activities
Employee Perception
Candidate Perception
WhatSlide22
1
Build a
NarrativeSlide23
Hiring to the
Brand
A good team starts with recruitingSlide24
Engagement starts before a requisition is opened.
84 percent of jobseekers would consider another role at a company with an excellent reputation.Slide25
Branding
promotes what’s true for your company
.
Engage the
right
people through honesty and transparency.Slide26
Empower
your interview teams to do the work.
Identify key positions and outline important questions, qualifications, and interviewers.Slide27
Make interviewing a
2-way street
.Slide28
Progress
Inertia
People in motion tend to stay in motion
2
DRIVERSlide29
We
tend to be carried forward in life by the inertia of our past.
The Law of
InertiaSlide30
The Law of
InertiaSlide31
Inertia
Killers
Path is
Unclear
Destination Ambiguity
ProgressSlowsSlide32
Inertia
Killers
Path is
Unclear
Destination Ambiguity
ProgressSlows
Restate and refocus
on the objective
Have a plan of attack
Divide work into small
chuncksSlide33
Task
Autonomy
Making your own decisions matters
3
DRIVERSlide34
Have a safe work environment
Have the tools, training, and resources to do their jobs well
Can get their jobs done efficiently, without excess bureaucracy
Are valued and rewarded fairly
Are pat of an extraordinary team
Have autonomy to do their jobs
Learn and grow every day
Make a difference and have an impact
Get meaning and inspiration from
their company’s mission
Are inspired by the leaders in their company
Satisfied Employees
…
Engaged Employees
Inspired Employees
Bain & CompanySlide35
It’s About
OwnershipSlide36
Task to Skill
Alignment
Getting to do what you do best
4
DRIVERSlide37
COP
Model
Competency
Opportunity
Passion
The sweet spotSlide38
Optimizing for
FLOWSlide39
Aligning to
AttributesSlide40
Are your interviewers asking the right questions
?
61 percent of employees say new job realities
differ from expectations
set during the interview process.Slide41
Rewards &
Recognition
Gamification
at work
5
DRIVERSlide42Slide43
Reward to
Retain
Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover.
BersinSlide44
Recognition
Matters
78% say recognition is a major motivator
52% aren’t satisfied with the recognition we receive
39% don’t feel appreciated at all
BambooHRSlide45
Reward your best
“recruiters”
Recognize your employees who put in the effort to refer their friends
and colleagues.Slide46
Celebrate success
as a companySlide47
Friends
at Work
Social gravity
6
DRIVERSlide48
Employee
RecruitingSlide49
78% of recruiters find their
best quality candidates through employee referrals
But do your
employees know that?Slide50
Enable every employee to be a recruiter.
78 percent of recruiters find their best quality candidates through employee referrals.Slide51
56% of new hires feel
having a buddy or mentor
will help them be productive
more quickly.Slide52
Employee referrals are
5x more likely to be hiredthan any other candidate source.Slide53
17% of employees who left a job
in the first six months said a friendly smile or helpful coworker would have
made a difference
.Slide54
A Common
Enemy
The enemy of my enemy is my friend
7
DRIVERSlide55
Measure
and AdaptSlide56
Signal
to noise ratioSlide57
Increase
Cycle Time
Intended Direction
Actual Direction
Don’t
wait till here
C
atch
them here
And hereSlide58
e
NPS
(Employee Net
Promoter Score)
“On a scale of 1 to 10, how likely are you to recommend this company as a place to work?”
10
9
8
7
6
5
4
3
2
1
0
Promoters
Passives
Detractors
eNPS
= Promoters (%) – Detractors (%) Slide59
UP THEIR GAME
RIGHT NOW
perhaps more than in the last 20 years
HUMAN RESOURCE JOBS
are some of
THE MOST IMPORTANT
Roles in business, forcing HR to
Bersin
, by DeloitteSlide60
Follow
BambooHR and
Jobvite
on social media:
bamboohr.com
/blog
|
jobvite.com/blog/Thank you!