7 Practical Solutions to Power Employee Engagement

bamboohr.com jobvite..com

7 Drivers That Power Employee Engagement

7 Primary Driversof

Employee Engagement



Rachel BitteChief People Officer

Jobvite@rachelebitte

Rusty LindquistVP HCM Strategy & IP

BambooHR@rustylindquist



CEO’s rate human capital as their top challenge

3 years in a row

McKinsey and the Conference BoardCEO Challenge 3016



- Ram Charan

BUSINESSES

PEOPLE DOdon’t create value;



War for talent is increasingly

a defensive game.Forcing us to optimize, engage, and retain our existing human resources.





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.

-Forbes



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 Deloitte



Evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

Operational



Evolution of HR

BusinessValue

H

L

Strategic

Micro Small Mid Large

Operational

HR viewed as a cost centerTransactional HR High-Impact HR

HR as a strategic investment



Employee Engagementin the US is only

32%Gallup



Employee Engagementin the US

Gallup

13%Highly Engaged

26%Actively Disengaged



Companies with an engaged workforce outperform their

competition, with

21%Gallup

higher productivity22%higher profitability



Companies with an engaged workforce outperform their

competition, with

Gallup

147% in earnings per share41% 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



HR Professionals’ most important issue in 2015: Culture and Engagement

Bersin, By Deloitte

Purpose AlignmentHelp your people be inspired by a cause

1DRIVER



Inspiration

Engagement

VS



Inspired Employeesare most productive

Dissatisfied Satisfied Engaged Inspired

71

100%

144

225

Bain & Company and EIU Research, 2015

Productive Output



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 & Company



Intrinsic

Extrinsic

VS



Employer Brand

v

HOW

OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)

WHY

ValuesMissionBeliefs

Culture | Corp. Brand

HR ActivitiesEmployee Perception Candidate Perception

WHAT



1Build a Narrative



Hiring to the Brand

A good team starts with recruiting



Engagement starts before a requisition is opened.

84 percent of jobseekers would consider another role at a company with an excellent reputation.



Branding promotes what’s true for your company.

Engage the right people through honesty and transparency.



Empower your interview teams to do the work.

Identify key positions and outline important questions, qualifications, and interviewers.



Make interviewing a 2-way street.

Progress InertiaPeople in motion tend to stay in motion

2DRIVER



We tend to be carried forward in life by the inertia of our past.

The Law of Inertia



The Law of Inertia



Inertia Killers

Path isUnclear

Destination Ambiguity

ProgressSlows



Inertia Killers

Path isUnclear

Destination Ambiguity

ProgressSlows

Restate and refocus on the

objective

Have a plan of attack

Divide work into small chuncks

Task AutonomyMaking your own decisions matters

3DRIVER



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 & Company



It’s About Ownership

Task to Skill AlignmentGetting to do what you do best

4DRIVER



COP Model

Competency

Opportunity Passion

The sweet spot



Optimizing for FLOW



Aligning to Attributes



Are your interviewers asking the right questions?

61 percent of employees say new job realities differ from expectations set during the interview process.

Rewards & RecognitionGamification at work

5DRIVER





Reward to Retain

Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover.

Bersin



Recognition Matters

78% say recognition is a major motivator52% aren’t satisfied with the recognition we receive39% don’t feel appreciated at all

BambooHR



Reward your best “recruiters”

Recognize your employees who put in the effort to refer their friends and colleagues.



Celebrate successas a company

Friends at WorkSocial gravity

6DRIVER



Employee Recruiting



78% of recruiters find their best quality candidates

through employee referrals

But do your employees know that?



Enable every employee to be a recruiter.

78 percent of recruiters find their best quality candidates through employee referrals.



56% of new hires feel having a buddy or mentor

will help them be productive more quickly.



Employee referrals are 5x more likely to be hired

than any other candidate source.



17% of employees who left a job in the first six months said a friendly smile or helpful

coworker would have made a difference.

A Common EnemyThe enemy of my enemy is my friend

7DRIVER



Measure and Adapt



Signal to noise ratio



Increase Cycle TimeIntended Direction Actual Direction

Don’t wait till here

Catch them here

And here



eNPS(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 (%)



UP THEIR GAME

RIGHT NOWperhaps more than in the last 20 years

HUMAN RESOURCE JOBSare some of

THE MOST IMPORTANTRoles in business, forcing HR to

Bersin, by Deloitte



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Date post:	10-Jan-2017
Category:	Recruiting & HR
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7 Practical Solutions to Power Employee Engagement

Recruiting & HR