May 28 Client Training: Employee Engagement
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Learn more about developing an employee engagement strategy for your culture in this Glassdoor May 28 client training!
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May 28 Client Training: Employee Engagement
- 1. #GDChat Client Training How to Develop an Employee Engagement Strategy for Your Culture
- 2. #GDChat Webinar Tips for Attendees • You can connect to audio using your computer’s microphone and speakers. • Or, you may select “Use Telephone” after joining the Webinar. • All lines will be muted to avoid background noise. • You can ask questions at any time by typing them into the Questions Pane.
- 3. #GDChat Kelly Payne Director of Client Services at Glassdoor kelly.payne@Glassdoor.com @kelly_payne22 Featured Speaker
- 5. #GDChat Agenda • Why Employee Engagement Matters • Sharing the Vision • Soliciting Feedback • Listen to Employees • Respond to Feedback • Invest in Employees • Q&A
- 7. #GDChat Happier, more content employees do better work and increase productivity at your organization. Why Employee Engagement Matters
- 8. #GDChat Opower Response Dec 8, 2014 – Employer Brand Manager Thanks for the review and diving into our company culture. It’s nice to hear you are feeling this way – and you are right about the conference rooms! Good thing we’re heading to a much larger office space in May. Less 69% Why Employee Engagement Matters of Glassdoor members agree their perception of a company improves after seeing an employer respond to a review
- 10. #GDChat Share the Vision Define and Align
- 11. #GDChat Share the Vision of highly engaged employees believe they can positively impact the quality of their organization’s products, compared with only 31% of the disengaged 84%
- 12. #GDChat Case Study: CARFAX Ensures that every contributor at the company shares in the company’s overall vision #34 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 13. #GDChat Case Study: CARFAX CARFAX boasts a group of highly trained players, all with clear roles and responsibilities #34 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 14. #GDChat Company-Wide Huddles Include: CEO Q&A Company Success Metrics Roadmap to Getting There
- 15. #GDChat say that it’s important to work for a company that embraces transparency 96%of job seekers
- 17. #GDChat Solicit Feedback Engage Your People
- 18. #GDChat Solicit Feedback Utilize Your Employer Center
- 19. #GDChat Solicit Feedback 68%of consumers trust reviews more when they see both good and bad reviews
- 20. #GDChat Case Study: Intacct Leverages employee feedback to help them refine this strategy as they continue to grow #4 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 21. #GDChat Solicit Feedback: Tips Get recruiters to include a “Check us out on Glassdoor!” badge with their email signatures Ask new hires to submit reviews after their onboarding Send company-wide emails encouraging employees to offer feedback Place signs and stickers around the office, encouraging employees to “let their voice be heard” Communicate during team meetings that you would like to hear from employees
- 24. #GDChat Strategy #3: Listen to Employees of Best Place to Work winning companies use Glassdoor reviews to keep a real-time pulse on their company’s culture 86% Listen to Employees
- 25. #GDChat Case Study: Zerve Proud that their employee reviews come from every team and every level of experience within the company #37 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 26. #GDChat Identify Key Trends Based on Employee Feedback Listen to Employees
- 30. #GDChat Respond to Feedback of Best Places to Work winning companies said that they respond to reviews on Glassdoor. 55%
- 31. #GDChat Case Study: Opower On average, Opower responds to more than 90% of reviews, both negative and positive #25 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 32. #GDChat Respond to Feedback: Embrace. Share. Summarize. 1 2 3 Embrace Transparency Share What Makes You Unique Get Executive Support 3 Steps to Make Your Company Stronger:
- 34. #GDChat Invest in Employees Boost Productivity
- 35. #GDChat Invest In Employees increase profits by $2,400 per employee, per year Increasing employee engagement investments by 10% can
- 36. #GDChat Case Study: MediaMath Invests much time and resources into onboarding and training programs to meet the needs of a growing global employee base #12 on Glassdoor’s 2015 Best Small and Medium Companies to Work for List
- 37. #GDChat Invest In Employees 202% Companies with engaged employees, outperform those without engage employees by
- 38. #GDChat 3 Ways to Invest in Your Employees 1 2 3 Promote From Within Give Out Company Stock to Employees Invest in Onboarding and Training Programs
Editor's Notes
- Mallory Greet everyone
- Mallory A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Marcus and Susan will be happy to answer them at the end of the session. If we don’t get to your question on today’s webinar, we will follow up with you after the webinar.
- Mallory I’d like to introduce our speaker. Kelly Payne is Director of Client Services at Glassdoor.
- Mallory We encourage you to join the conversation online using our hashtag, GDChat.
- Kelly We all know that happier, more content workers increase workplace productivity, drive higher company profits and make it easier for your organization to recruit. But how do you create an employee engagement strategy that fits with your company’s unique culture? Well, there’s a variety of ways you can go about this. Our goal today is to share some techniques and programs that will help inspire your employees to do better work, become actively engaged in suggesting company improvements, and ultimately become de facto brand ambassadors for your organization. Some things we’ll touch on are: Why Employee Engagement Matters Sharing the Vision Soliciting Feedback Listening to Employees Responding to Feedback Investing in Employees
- Kelly Before we dive in, let’s discuss why we’re even here today. Why does Employee Engagement matter? Employee engagement has major benefits for organizations, one of which is boosting employee morale and recruitment efforts.
- Kelly I’m sure most of you on the line already know that current and former employees influence whether or not job candidates will be interested in your company. A solid employee engagement plan can turn your current employees into brand ambassadors, amplifying your recruitment efforts. Another perk of Employee Engagement is that happier, more content employees do better work and increase productivity—which contributes to your overall employer brand strategy.
- Kelly Having a game plan for employee engagement is a must, but the last thing I want is for you to feel overwhelmed and like this is a tall order. This is not rocket science! Your strategy will include things as basic as listening to and responding to feedback. We know that 69% of Glassdoor members agree their perception of a brand improves after seeing an employer respond to a review.
- Kelly
- Kelly Having a clearly defined mission and vision is critical to ensuring that your company is aligned toward the same goal.
- Kelly The second step is an even larger challenge for organizations: ensuring each person at the company shares in this vision and knows the role they play in getting your company there.
- Kelly Laser-focused on organizational goals, CARFAX ensures that every contributor at the company shares in the company’s overall vision and knows exactly what they need to do to help realize it.
- Kelly Like any sports team, CARFAX boasts a group of highly trained players, all with clear roles and responsibilities. When one understands clearly what’s expected, and how one contributes to the success of the company, doubt and second guessing are removed from the equation.
- Kelly Company-wide huddles are a great way to motivate employees and ensure everyone is on the same page regarding company vision. Huddles are also a great opportunity to demonstrate organizational transparency and authenticity, top to bottom. *Talk about Glassdoor huddle, how Robert answers questions from the crowd.
- Kelly
- Kelly Candidates want realistic job previews before they go and apply to work for your organization. Your employees know your company and what each job entails best! Leverage them to promote your company and uncover areas for improvement. Having recent reviews on your Glassdoor profile improves your search relevancy and ensures that your company remains at the top of search results on Glassdoor. Yet another reason to ask your employees for reviews! Everyone from new hires to managers to your CEO should be leaving Glassdoor reviews. But, when it comes to asking these employees for reviews, the messages you send should be targeted.
- Kelly New hires are ideal to target because they’re fresh to an organization and they bring enthusiasm and fresh eyes. Invitations to new hires should be extended during the onboarding process – here at Glassdoor for example, we ask new hires to leave reviews of their hiring experience during their first day of training! After 90 days, new hires should also be invited to follow up and reflect upon their first three months on the job. Managers are also a key resource to help encourage team members to leave reviews. For example, if the Engineering department is looking to fill a QA Engineering position, the Head of Engineering should be reaching out to all those currently in a QA Engineering role to invite leave reviews on Glassdoor. Potential applicants will then have up-to-date explanations of what their job would entail. C-Level staff members can offer a broader point of view as leaders of the company. CEOs and other top-level staff have a unique perspective about the organization and overall vision.
- Kelly While specific groups such as new hires and managers are definitely crucial when it comes to reviews, all employees matter. Your HR department should be responsible for inviting the company as a whole to leave reviews on Glassdoor. Plus, content should be updated at least once a year to maintain a truly authentic and current view of what it’s really like to work at a company. It’s easy to send e-mails asking for reviews through the Employer Center.
- Kelly Remember: No company is perfect! Research shows that candidates want to see the good and the “needs to be improved” sides of a potential place to work.
- Intacct regularly surveys employees and monitors its feedback on Glassdoor, including anonymous employee feedback regarding job satisfaction, leadership direction, compensation and benefits, culture and work-life balance. Intacct believes that once you understand areas that need improvement, it’s much easier to begin making positive changes to the organization. Committed to building a company of distinction, Intacct leverages employee feedback to help them refine this strategy as they continue to grow.
- Kelly
- Kelly
- Kelly Once you have substantial feedback from employees, it becomes critical for an employer to analyze the content and identify common themes, noting areas for improvement.
- Kelly
- Kelly Zerve is proud that its body of employee reviews comes from every team and every level of experience within the company—from a new intern to veteran leader, product to customer service, and sales to engineering. Reading its Glassdoor reviews, Zerve noticed that while it tries to provide as many perks and benefits as possible, employee passion and satisfaction is not really driven by little things like ping pong tables and happy hours. Instead, Zerve noted its employees have a deep-seated passion in the company mission and for thrilling partners and customers, as well as a loyalty for teammates. Remember: Extra perks are welcome, but at the end of the day, they won’t determine whether or not employees are truly happy and fulfilled.
- Kelly As you analyze reviews, note employees’ likes and dislikes. Weave the positives into job descriptions so that potential hires and new hires know what each position entails. By being transparent about the pros and cons, employees can be set up for success for the long run!
- Kelly Don’t have time to read all your reviews? Glassdoor has quick assessment tools. For example, Glassdoor Insights lets you review top-level sentiments and identify key themes in your Glassdoor reviews.
- Kelly
- Kelly It’s one thing to receive feedback and read what employees are saying, and another to act on it! Be sure that you are utilizing feedback to make your company a better place to work.
- Kelly
- Kelly As a growing company, Opower faced a challenge in maintaining its culture across global offices, including London. This year, an employee left a review noting that although they loved working at Opower, they had two issues: The London office wasn’t getting enough swag! The company review cycle wasn’t optimal. Because of that employee left feedback on Glassdoor, Opower’s People Team jumped into action and sent a box of swag and handwritten note to the London office. Then they got to work tailoring review cycles for employees working in different countries, a great way to ensure everyone at Opower feels included and valued, even if they are thousands of miles away from HQ.
- Kelly Embrace Transparency: The days of one-way conversation are over. The more transparent you are as an organization, the healthier your culture will be. Share What makes You Unique: Don’t be shy to post photos, videos and company updates. Get Executive Support: Summarize activity on Glassdoor to your executive team and point out the trends, good and bad.
- Kelly
- Kelly Employers are starting to realize the ROI behind engaged employees. According to the Workplace Research Foundation, highly engaged employees are 38% more likely to have above-average productivity. And this engagement tends to have a ripple effect.
- Kelly Engaged employees lead to higher service, customer satisfaction, increased sales and profit, and higher shareholder returns.
- Kelly MediaMath believes in sharing the company’s long-term success with the people making it happen—everyone there has equity in the company. MediaMath believes this is a great way to align interests and encourage employees to think long-term about investing in relationships, internally and externally. To that end, MediaMath invests much time and resources into onboarding and training programs to meet the learning needs of a growing global employee base working in a dynamic industry.
- Kelly When new positions open, look to promote from within. This helps challenge employees, which, in turn, leads to more growth and positions for more superstars to step into! It’s a virtuous cycle and one of the most important keys to success.
- Kelly 3 Ways to Invest in Your Employees: Promote from Within Give out Company Stock Invest in Onboarding and Training Programs
- Mallory Thanks Kelly! At this time I’d like to open it up to questions. If you haven’t already, please feel free to enter your question into the questions pane. If we run out of time and don’t get to yours, we will follow up with you after the webinar. One last reminder—You’ll receive an email from our marketing team with a recording of today’s presentation. Also, as a thank you for joining us you’ll also receive a copy of our eBook 5 Engagement Strategies from Best Places to Work Winners in that email. Thanks again and enjoy the rest of your day!