Employee Engagement: Stop Measuring and Start Doing

transcript

Employee EngagementStop Measuring and Start Doing

Alicia MandelChief Learning Officer and Vice President of Learning and Organizational Development Apollo Education Group

Moderator

Join the Conversation: #ActivelyEngagedWithApollo

Improve engagement today

Sustain engagement over time

Foster employee skill-building and career development

Fuel an engagement-friendly learning culture

Target Takeaways

#ActivelyEngagedWithApollo

Tips to:

Kami BondSenior Vice President of People and CultureCielo®

Karen BasileSenior Director, TalentTyco

Sue StephensonVice President, Community Footprints The Ritz-Carlton®

Panelists

Stop Measuring, Start Doing

@AliciaMandel

Source: Gallup, Status of the American Workplace, 2013.

Engagement Drives Business Outcomes

High-engagement teams outperform low-engagement teams on key business metrics

22% higher

profitability

21% higher

productivity

10% higher

customer ratings

37% lower

absenteeism

25-65% lower turnover

18 56 26 2008 20 51 29

18 54 28

19 53 28

19 52 29

18 52 30

18.8 51.5 29.6

17.5 51 31

16.5 48 31.5

16 54 30

17 53 30

17 55 28

17 54 29

15 59 26

15 55 30

actively disengaged not engaged engaged actively disengaged not engaged engaged

20 50 30

15 Years of Employee Engagement Metrics

Source: Gallup, 2015.

Actively disengaged Not engaged Engaged Actively disengaged Not engaged Engaged

Gallup Survey: Industry Standard

Measures levels of engagement through 12-question survey

Engaged Not engaged Actively disengaged

Involved and committed, going

above the call of duty

Going through the motions, “sleepwalking,”

not passionate

Disruptive, undermining

organizational culture

Sources: Brookings Institution, 2014; Bersin by Deloitte, Global Human Capital Trends, 2014.

Engagement is Critical in Millennial Workforce

of workforce will be made up of Millennials by 2025

75%of employers say engagement &

retention are critical

Be proactive and future oriented

Listen first, then act

What Do We DO About It?

Focus on the drivers

Change the Questions

1. How can I empower you to do your best every day?

2. How can I help you learn?

3. How can I encourage your development?

4. What can I do to make your opinions count?

5. How can I help make your job feel important?

Replace retrospective, yes/no questions with proactive, open-ended questions.

Sample Questions

Answer

Results

Employees answer anonymously, ensuring feedback is authentic. Unlike a survey, they can answer as many times as they like. The more input, the better.

Tool for real-time employee input

Questions for Alicia

? Submit questions using Chat

Career DevelopmentKami Bond, Senior Vice President of People and Culture Cielo®

LearningKaren BasileSenior Director, Talent Tyco

Skill DevelopmentSue Stephenson, Vice President Community Footprints The Ritz-Carlton®

Panelist Case Studies: Key Engagement Drivers

Skills-Based Volunteering Boosts Engagement

The Ritz-Carlton® Case Study

@SueOStephenson

Skills-based volunteering 16

Providing opportunities for employees to share their skills externally

• Engagement• Retention• Skill development• Professional development• Personal growth

Skills-Based Volunteering Drives…

Succeed Through Service18

Mentoring program in 90 Ritz-Carlton hotels worldwide

Serve With Purpose

Engage. Retain. Develop.

Millennials are engaged when given opportunities to make a difference

Aligning volunteer impact with the UN’s Sustainable Development Goals

Questions for Sue

Enhancing Engagement Through Learning

Tyco Case Study

6 Principles of High-Engagement Learning

1. Connect it to the business

2. Support the learners

3. Blend and Balance

4. Make it social

5. Personalize it

6. Make it fun

Tyco’s Growth & Innovation System#1 Connect it to the

Business

Tyco University Strategy

Tyco University aligned to 4 key priorities

Sales Capability & Excellence

Growth & Innovation

Leadership Development

Change Leadership

#2 Support the Learners

Learning Drives Engagement & Innovation

36 Innovation Workshop

Leaders trained globally

Design Thinker / Innovation Workshops

Innovator’sAccelerator

online learning course

Innovation Overview 2-hour

workshop to enable readiness

Experiential learning helps employees collaborate to innovate

#3 Blend and Balance

Accelerator Course Experience™

An innovative, award-winning approach: making learning fun, engaging and effective.

Developed for Apollo Education Group by IDEO, a leading international design and innovation firm.

Example: Innovator’s Accelerator™Turnkey course created with 3 of the world’s foremost experts on innovation.

#6 Make it Fun#5 Personalize It #4 Make it Social

Results at Tyco

Course completion rate: 100%

Duration of student engagement with content and other participants: All 7 weeks

Average Impact Score: 587

Average Skills Tracker Score: >70% of maximum

Net Promoter Score for Cohort: 80

2822242929

Questions for Karen

Career Development in an Engagement Culture

Cielo® Case Study

When you have a great culture,

engaged employees invest

discretionary effort in innovation

and delight your customers.

36WE BECOME YOU™

37WE BECOME YOU™

HighGround Employee Engagement Platform

People

Employee expectations are changing

Performance Reviews

Continuous Feedback

ServiceAwards

Real-time Recognition

AnnualSurveys

PulseSurveys

CascadingGoals

AgileGoals

Complicated Software

ConsumerFeel

40WE BECOME YOU™

Start Doing!

Invest in relevant employee development

Provide training that helps employees be more impactful in their jobs

Boost employee capabilities, which boosts performance, recognition and value

Empower employees to be problem solvers

Questions for Kami

Training

Degrees

Courses

Innovative Learning & Development

Capabilities

Global Learning

Knowledge

Talent Management

Expertise

Empowering Working Learners

Join the conversation: #ActivelyEngagedWithApollo

Visit Apollo.edu/APD

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Contact us at Apollo.edu/ContactAPD

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Employee Engagement: Stop Measuring and Start Doing

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