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.
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