This presentation shares how ANZ Bank transformed employee engagement and empowered their people with data.

1. Creating an Engagement Eco-System:
transforming engagement measurement and
empowering people with data.
KIRSTEN DALE
SENIOR MANAGER: CULTURE, ENGAGEMENT
AND PERFORMANCE
ANZ

2. 2
HOUSEKEEPING
©2015QUALTRICSLLC.
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3. KIRSTEN DALE
SENIOR MANAGER: CULTURE, ENGAGEMENT
AND PERFORMANCE
As Senior Manager for Culture, Engagement and Performance
globally, Kirsten leads a team of professionals responsible for
defining, embedding and enabling culture across the bank,
together with leading the employee engagement strategy and
performance management. ANZ has operations across 34
markets globally employees about 46,000 people. Kirsten
brings close to 20 years of experience across HR Consultancy,
Learning and Development, HR and OD roles. With a passion
for culture, learning, leadership, career development, coaching,
employee experience and wellbeing – the opportunity to work
with others on building and sustaining a fantastic work culture is
a genuine privilege.

4. ANZ: Who we are
©2015QUALTRICSLLC.
ANZ provides banking and financial
products and services to individual
and business customers.
We operate in 34 markets
internationally, we are one of the four
largest banks in Australia and one of
the 25 largest banks in the world by
market capitalisation.
Our business is structured across
five divisions – Australia, New
Zealand (includes Asia Retail and
Pacific), Institutional, Wealth
Australia, and Technology, Services
and Operations.
Head quartered in
Melbourne, ANZ employs
approximately 46,000
people globally and has
been operating since 1835

5. Our Engagement Eco-System Vision
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Building an ‘engagement eco-system’ to capture
different ways to ‘listen’ to our employees
Annual ‘My Voice’
Survey
Sentiment
Analysis
• Digital & interactive
• Flexible & business led
• Agile & fast
• Empowering leaders
• Supporting targeted actions
• Integrated data & consolidating insights
Annual ‘My Voice’
Survey
Business Led Pulse
Surveys
Strategic Pulse
Surveys
Sentiment Analysis

6. What problem are we
trying to solve?
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• Outdated & lengthy annual survey
• Static pdf reports
• Long lag time to results
• Limited data for managers
• Disconnected results to other metrics
• Limited ‘holistic view’ of the employee experience
• Lack of action on engagement feedback

7. Transforming the Annual Engagement Survey

8. Step 1: Improving our Annual Survey
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Survey Component 2015 Survey 2016 Survey Change
Main body questions 64 40 38% reduction
Demographic questions 7 8 14% increase
Total survey questions 71 48 32% reduction
Key Engagement Categories 1. Engagement
2. Risk Culture
3. Diversity & Inclusion
4. Performance Excellence
5. Behaviour Change
1. Engagement
2. Risk Culture
3. Diversity & Inclusion
4. Leadership
5. Strategic Alignment
New questions on
meaningful work,
discretionary effort,
purpose and strategic
alignment
Survey Format • Lengthy online and paper-
based survey
• Short survey, mobile enabled 13 minutes faster to
complete
Timing and access to reports • 6 to 8 weeks between survey
close and report
• Cascaded, multi-layered release
of results
• Static pdf & excel reports
• 1 week between survey close and
Executive report
• Post releasing results to Executive
team all Line Managers access
dashboards approx. 3 weeks post
survey close
• Results via interactive dashboard
with demographic filters
Reduced lag to reporting
and increased transparency
Line managers can analyse
team results using filters

9. How we did it
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• Partnered with Qualtrics on survey design &
administration; dashboard design & implementation;
results analysis
• 3 mth timeframe (longer in the planning & approvals)
• Dedicated project team (6p) + HR Working Group +
Group Communications + CEO & Executive
Sponsorship
• Communication & change management plan;
training; workshops; resources; toolkits; videos;
infographics

10. What we achieved
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• Participation rate 77% in 2015 to 83% in 2016
(43,350 people)
• Approx. 3,700 line managers received a dashboard
• Well received by HR partners, line managers and
executive team members “Only took
six minutes…
look forward to
the feedback”
“Very easy to
understand
and complete”
“It was super
easy… and
even fun”
“Love the platform and the fact that we can
dive into the demographics where the
population is large enough. A very good tool
which encourages insights and actions.”
“The Dashboard was
easy to navigate.”
“The new dashboard was very easy to
use….. It was quick and intuitive. The
word cloud is great!”

11. Dashboard Example
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12. Lessons Learned & Challenges
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• Communicate, communicate,
communicate
• Managing complexity of people
hierarchies in dashboard
• Minimising changes post design
and implementation
• Transitioning historical data from
one platform to another
• IE8 dashboard access

13. Next Steps in our Engagement
Eco-System Journey

14. Off to a good start, but just the beginning
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• Advanced analytics – linking
engagement data to people metrics
• Survey design refresh
• Business led pulse surveys
• Sentiment analysis
• Supporting engagement actions
“Beware survey fatigue and only measure as frequently as you are prepared to take action”

15. Thank you!
For any follow up questions, contact me at:
kirsten.dale@anz.com or
www.linkedin.com/in/kirsten-dale-a826853a