7 Drivers for Building Employee Engagement from Hire to Retire

Introduction

Kim Dixon, Global VP

Brand & Media

Kim Dixon is an entrepreneurial marketing professional

with a wide variety of technology industry experience

in public, private and venture-funded organizations

spanning sectors including graphics, education,

telecommunications and digital content.

Kim has lead teams and programs for the consumer,

small business and enterprise markets including new

product introductions of software, hardware and Web

services, nationally and internationally. In 2006, she was

named businesswoman of the year by the Ottawa

Women’s Business Network in the corporate category.

Agenda

1. The State of Employee Engagement in Canada

2. Key Findings from the 2014 Pulse of Talent Survey

3. 7 Drivers for Building Engagement

4. Recommendations for Engagement Success

Employee Engagement Matters• Employee engagement leads to retention.

• It is a more reliable indicator of performance.

• It results in higher productivity, profitability and lower turnover.

SOME NUMBERS:

• Turn over costs of disengaged employees: $5B/Year

• Total number of employees leaving organizations: 2M/Year

• The average cost of employee replacement per year: $10K

• Average replacement cost: 20% of salary

Why Engagement Matters?

2011

• Measured perceived Job Security,

Confidence in Leadership and Career

Satisfaction

2012

• Focused on the impact

of recognition on employee

engagement and job satisfaction.

2013

• Focused on the agile approach to

recognition and rewarding; Gen Y, Gen X

and Boomers

Previous Pulse of Talent Surveys (2011-2013)

• The Pulse of Talent 2014

edition was commissioned

by Ceridian and conducted

in partnership with Nielson

• 800+ Canadians were

surveyed nationwide during

April and May

• 3 Key Findings were

revealed in the report

“Estimated Replacement Costs For Disengaged

Employees Is 5 Billion Dollars Annually.”

2014 Pulse of Talent Survey

1 IN 3 EMPLOYEES

ARE FULLY ENGAGED

ON THE JOB

1 IN 3 EMPLOYEES

BELIEVE THEIR

EMPLOYER CARES ABOUT

THEM

Key Finding #1: Employers Can

Improve Engagement Levels

Highly engaged workers fall into one

of the following groups:

• Young or older (18-24 & 55+ years old)

• Post-graduates, secure in their job,

salaried, have the possibility to work from

home, have access to an Employee

Assistance Program

• People who would like to work 3 years or

more for their employer, are not looking for

a new job and are not exploring new

career paths

1. HIGH TURNOVER

• Want to explore new career paths

• Think promotions are given externally

• Current job <5 years

Top 3 Symptoms of

Low Employee Engagement

2. LOW PRODUCTIVITY

• Feel more stress

• Get less sleep

Top 3 Symptoms of

Low Employee Engagement

3. SLOW TO ADAPT

TO CHANGE

• Higher training costs

• Difficulty keeping up-to-date on

the job

Top 3 Symptoms of

Low Employee Engagement

Key Finding #2: Recruitment policies

and processes are critical to building

and maintaining a strong company

brand.

NO FEEDBACK DURING RECRUITING CREATES NEGATIVE IMPACT

Engagement Growth is an Ongoing Process

EMPLOYEE DEVELOPMENT

+ INTERNAL PROMOTIONS

= HIGHER ENGAGEMENT.

• In a company where employees

are developed and promoted

internally, engagement levels are

higher.

Key Finding #3: Highly engaged

employees are more loyal to their

employer.

REASONS FOR NOT

LOOKING FOR A NEW JOB:

• Work is interesting - 57%

• Good conditions - 57%

• Security - 53%

• Fair compensation - 51%

• Respected - 45%

Engagement and Retention Rates

OF EMPLOYEES ARE IN

SOME FORM ACTIVELY

LOOKING FOR A NEW

JOB WITH A NEW

EMPLOYER

AREN’T ACTIVELY

LOOKING, BUT WOULD

CONSIDER A NEW JOB

WITH A NEW

EMPLOYER

• Despite everything employers are doing right, many

employees are at least open to the idea of changing

employers:

7 Drivers for Building Employee Engagement

Engaged Employees give higher ratings

to all 7 drivers

Engaged Employees give higher ratings

to all 7 drivers

Engaged Employees give higher ratings

to all 7 drivers

Recommendations

REWARD EMPLOYEES WITH MONETARY

& NON-MONETARY COMPENSATION

Recommendations

RECOGNIZE AND VALUE EMPLOYEES

Recommendations

MOTIVATE AND CHALLENGE EMPLOYEES

+ PROVIDE OPPORTUNITIES FOR GROWTH

Recommendations

SHOW YOU CARE ABOUT THEIR OPINIONS

AND PERSONAL WELL-BEING

Recommendations

COMMUNICATE/EDUCATE REGULARLY ABOUT

THE COMPANY’S CORPORATE VISION

Recommendations

• Reward your employees with monetary & non-monetary compensation

• Recognize and value your employees

• Motivate and challengeyour employees professionally & provide opportunities for growth

• Show employees you care about their opinions and personal well-being

• Communicate/educate regularly about your company’s corporate vision

2014 Pulse of Talent Wrap

#1: Employers Can Improve

Engagement Levels

#2: Recruitment policies and

processes are critical to

building and maintaining a

strong company brand.

#3: Highly engaged

employees are more loyal to

their employer.

THANK YOU

To find out more about Ceridian Human Capital Management Solutions

contact us at: 1-877- CERIDIAN (1-877-237-4342) or visit www.ceridian.ca.