May 5, 2015 Employee Engagement HR Tech Group Panel Lisa Ryan, VP Talent Management © Right Management 2014. All Rights Reserved. Client - Employee Engagement Today’s Agenda Introductions Best Practices Ballard Power – Jan Laishley Absolute Software – Daniel Berardo Q&A 2 Right Management Client - Employee Engagement The Business Case Research indicates that only one in three employees are fully engaged Approximately 50% of current employees say they will seek new job opportunities as the recession eases October 3, 2015 3 Right Management Client - Employee Engagement Employee Engagement - Four Factors, Two Levels Commitment I am committed to doing what is required to help my organization succeed I am committed to doing what is required to perform my job well Satisfaction Organization Engagement I am satisfied with my organization as an employer I am satisfied with my job I am proud to work for my organization Pride I am proud of the work I do I speak highly of my organization's products and services Advocacy Job Engagement I would recommend my organization to my friends and colleagues as a great place to work FULLY ENGAGED October 3, 2015 5 Right Management Client - Employee Engagement Driving Organization Performance Drivers Engagement Key Outcomes BUSINESS MODEL Strategy Management Structure Systems Processes Job Engagement Quality Retention CULTURE Organization Engagement Customer Loyalty Leadership Values Beliefs Norms Expectations 6 Strategic Leadership Insights Series Productivity 6 Right Management Client - Employee Engagement Countries Surveyed 15 Countries Surveyed Australia China Germany New Zealand Sweden Brazil Denmark India Norway United Kingdom Canada France Japan South Korea United States English Chinese French Japanese South Korean Brazilian Danish German Norwegian Swedish 10 Languages 7 Strategic Leadership Insights Series 7 Right Management Client - Employee Engagement Engaged Base: 28,810 employees Benchwarmers Star 9% 34% Free Agents Not Engaged Organization Engagement Organization Engagement vs. Job Engagement Disconnected 7% 50% Not Engaged Engaged Job Engagement 8 Strategic Leadership Insights Series 8 Right Management Client - Employee Engagement Top 10 Individual Engagement Drivers 1. I am committed to my organization’s core values 2. Our customers think highly of our products and services 3. My opinions count 4. I have a clear understanding of what is expected of me at work 5. I understand how I can contribute to meeting the needs of our customers 6. I have been fairly rewarded 7. Senior leaders value employees 8. Everyone is treated with respect at work, regardless of who they are 9. I can concentrate on my job when I am at my work area 10. My personal work objectives are linked to my work area’s business plan 9 Strategic Leadership Insights Series 9 Right Management Client - Employee Engagement Delivering Value Through Action Draw valid conclusions from quantitative and qualitative data. Gaining perspective on what is important from an analysis of survey results. This is SCIENCE. This is INSIGHT. Taking TARGETED action to leverage key strengths and focus on critical improvements. This is EXPERIENCE. October 3, 2015 10 Right Management Client - Employee Engagement Focused Driver Analysis Drivers of Engagement (% Favorable) Impact Outcome 16. The reality of working at ABC Corp. matches the promises we make to new recruits.(Work Environment, 42%) 15. There are attractive career opportunities for me at ABC Corp. (Work Environment, 44%) 46. Overall, I trust the information I receive at my location/department. (Communications, 58%) Employee Engagement* 36. There is sufficient incentive to work hard at ABC Corp. (Recognition & Rewards, 63%) 57. The appropriate people are usually involved in making decisions. (Strategic Direction, 69%) *Composite measure of Advocacy, Pride, Commitment, and Satisfaction. October 3, 2015 11 Right Management Client - Employee Engagement The Right Approach - To Engagement Strategy Project Management Continuous Quality Control, Communication, and Planning PHASE I: Survey Design Aligned with Business Strategy PHASE 3: Results and Analysis PHASE 2: Survey Deployment PHASE 4: Action Planning and Performance Improvement Repeat Survey or Pulse Survey October 3, 2015 12 Right Management Client - Employee Engagement Timing is Everything 1. 2. 3. 4. 5. 6. When will employees be able to take the survey? When will managers be available to action plan following the survey? Will HR be available to support managers’ action planning efforts? Will other datasets of interest be available on similar timeframes? Will action planning align with other aspects of business planning? Have there been any significant disruptions to business as usual that might skew the results? October 3, 2015 13 Right Management Client - Employee Engagement Pulse Surveys 1. 2. 3. 4. 5. Keep data current Retaining top talent Evaluating specific efforts Focusing on specific groups Mitigating challenges with survey culture October 3, 2015 14 Right Management Client - Employee Engagement October 3, 2015 15 Right Management Client - Employee Engagement FinCAD 19 Questions every 6 months Quick Pulse Check – under 5 minutes No comments - prefer they talk to their manager Follow-up conversations with a few Participation rates – 97% and 80% Survey Monkey – close at Noon and present next morning Complaints that manager check –ins post survey invalidated confidential Need more context – especially on last question October 3, 2015 16 Right Management 6x Client - Employee Engagement Organizations that subscribe to a career development culture are six times more likely to engage their employees than those that do not Ten of the top 15 engagement drivers can be tied to career development discussions 10 15 October 3, 2015 18 out of Right Management Advancement. Leadership. Energy. Performance. Q & A, Wrap Up and Closure Thank You. © Right Management 2014. All Rights Reserved.