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bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
7 Primary Drivers
of
Employee Engagement
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Rachel Bitte
Chief People Officer
Jobvite
@rachelebitte
Rusty Lindquist
VP HCM Strategy & IP
BambooHR
@rustylindquist
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
CEO’s rate human capital
as their top challenge
3 years in a row
McKinsey and the Conference Board
CEO Challenge 3016
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
- Ram Charan
BUSINESSES
PEOPLE DO
don’t create value;
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
War for talent
is increasingly
a defensive game.
Forcing us to optimize, engage, and
retain our existing human resources.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Evolution of HR
Business
Value
H
L
Strategic
Micro Small Mid Large
Operational
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Evolution of HR
Business
Value
H
L
Strategic
Micro Small Mid Large
Operational
HR viewed as a cost center
Transactional HR High-Impact HR
HR as a strategic investment
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee Engagement
in the US is only
32%
Gallup
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee Engagement
in the US
Gallup
13%Highly Engaged
26%Actively Disengaged
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Companies with an engaged
workforce outperform their
competition, with
21%
Gallup
higher productivity
22%higher profitability
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Companies with an engaged
workforce outperform their
competition, with
Gallup
147% in earnings per share
41% 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
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
HR Professionals’most
important issue in 2015:
Culture and Engagement
Bersin, By Deloitte
Purpose Alignment
Help your people be inspired by a cause
1
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inspiration
Engagement
VS
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inspired Employees
are most productive
Dissatisfied Satisfied Engaged Inspired
71
100%
144
225
Bain & Company and EIU Research, 2015
Productive Output
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Intrinsic
Extrinsic
VS
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employer Brand
v
HOW
OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR ActivitiesEmployee Perception Candidate Perception
WHAT
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
1
Build a Narrative
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Hiring to the Brand
Agood team starts with recruiting
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Engagement starts before a
requisition is opened.
84 percent of jobseekers would
consider another role at a company
with an excellent reputation.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Branding promotes what’s
true for your company.
Engage the right people through
honesty and transparency.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Empower your interview
teams to do the work.
Identify key positions and outline
important questions, qualifications,
and interviewers.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Make interviewing a
2-way street.
Progress Inertia
People in motion tend to stay in motion
2
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
We tend to be carried forward in
life by the inertia of our past.
The Law of Inertia
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
The Law of Inertia
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inertia Killers
Path is
Unclear
Destination
Ambiguity
Progress
Slows
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Inertia Killers
Path is
Unclear
Destination
Ambiguity
Progress
Slows
Restate and
refocus on the
objective
Have a plan of
attack
Divide work into
small chuncks
Task Autonomy
Making your own decisions matters
3
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
It’s About Ownership
Task to Skill Alignment
Getting to do what you do best
4
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
COP Model
Competency
Opportunity Passion
The sweet spot
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Optimizing for FLOW
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Aligning to Attributes
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Are your interviewers asking
the right questions?
61 percent of employees
say new job realities differ
from expectations set during
the interview process.
Rewards & Recognition
Gamification at work
5
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Reward to Retain
Organizations with recognition programs
which are highly effective at enabling
employee engagement had 31% lower
voluntary turnover.
Bersin
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Recognition Matters
78% say recognition is a major motivator
52% aren’t satisfied with the recognition we receive
39% don’t feel appreciated at all
BambooHR
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Reward your best
“recruiters”
Recognize your employees who put in the
effort to refer their friends and colleagues.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Celebrate success
as a company
Friends at Work
Social gravity
6
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee Recruiting
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
78% of recruiters find their
best quality candidates
through employee referrals
But do your employees know that?
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Enable every employee
to be a recruiter.
78 percent of recruiters find
their best quality candidates
through employee referrals.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
56% of new hires feel
having a buddy or mentor
will help them be productive
more quickly.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Employee referrals are
5x more likely to be hired
than any other candidate source.
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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 Enemy
The enemy of my enemy is my friend
7
DRIVER
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Measure and Adapt
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Signal to noise ratio
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Increase Cycle Time
Intended Direction Actual Direction
Don’t wait till here
Catch them here
And here
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
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 (%)
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
UP THEIR GAME
RIGHT NOW
perhaps more than in the last 20 years
HUMAN RESOURCE JOBS
are some of
THE MOST IMPORTANT
Roles in business, forcing HR to
Bersin, by Deloitte
bamboohr.com jobvite..com
7 Drivers That Power Employee Engagement
Follow BambooHR and Jobvite on social media:
bamboohr.com/blog | jobvite.com/blog/
Thank you!

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7 Practical Solutions to Power Employee Engagement

Notes de l'éditeur

  1. BHR
  2. BHR
  3. BHR
  4. BHR
  5. BHR
  6. BHR
  7. BHR
  8. BHR And this perception is not isolated to those outside of HR. Research done by Bersin’s of HR leaders showed that nearly one half of all respondents rated their HR departments not ready to reskill itself to meet today’s business need. And only 8% of HR leaders have confidence in their HR teams skills and abilities to meet business demands.
  9. BHR
  10. BHR
  11. BHR
  12. BHR
  13. BHR
  14. BHR
  15. BHR
  16. BHR Recent research by Deloitte showed that of the top 3 drivers of employee engagement, purpose alignment was first.
  17. BHR
  18. BHR In the research, we surveyed over 300 senior executives from companies all over the world. We asked them to assess, based on their impressions of employee output, the relative productivity of dissatisfied, satisfied, engaged, and inspired employees. The results point to the productive power of an engaged and inspired workforce. If satisfied employees are productive at an index level of 100, then engaged employees produce at 144, nearly half again as much. But then comes the real kicker: inspired employees score 225 on this scale. From a purely quantitative perspective, in other words, it would take two and a quarter satisfied employees to generate the same output as one inspired employee.
  19. BHR
  20. BHR
  21. BHR
  22. BHR
  23. JV
  24. JV Your employment branding and reputation in the job market are vitally important when 84% of job seekers would consider another role at a company with an excellent reputation. This includes people who are happy at their current job. People are always on the lookout for the next best thing.   (Corporate Responsibility Magazine / Allegis Group Services Study, August 2012) 78% of job seekers say that employee ratings and reviews are influential when deciding where to work (glassdoor survey) 78% of recruiters find their best quality candidates through employee referrals.
  25. JV Not every company can be Google, but not everyone wants to work for Google. Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.
  26. JV Not every company can be Google, but not everyone wants to work for Google. Make sure that everything from your branding, career sites, and initial interactions with candidates highlights what’s the best and most honest to your company. Meet with whoever manages your website and career site and align your goals. You don’t need unlimited vacation or dry cleaning services to attract the best talent. Some people love their privacy, enjoy security of a big company or the freedom of a small company.
  27. JV It’s critical to find a cultural fit.
  28. BHR overcoming negative inertia Gravity
  29. BHR
  30. BHR From Switch by Dan & Chip Heath A local car wash ran a promotion featuring loyalty cards. Every time customers bought a car wash, they got a stamp on their cards, and when they filled up their cards with 8 stamps, they got a free wash. Another set of customers at the same car wash got a slightly different loyalty card. They needed to collect ten stamps (rather than eight) to get a free car wash--but the were given a "head start." When they received their cards, two stamps had already been added. The "goal" was the same for both sets of customers: buy eight additional car washes, get a reward. But the psychology was different: in one case, you're 20% of the way toward a goal, and in the other case, you're starting from scratch. A few months later, only 19 percent of the eight stamp customers had earned a free wash, versus 34 percent of the head-start group. (And the head-start group earned the free was faster.) People find it more motivating to be partly finished with a longer journey than to be at the starting gate of a shorter one... One way to motivate action, then, is to make people feel as though they're already closer to the finish line than they have thought.
  31. BHR
  32. BHR
  33. JV Dan Pink in his book Drive:The Surprising Truth About What Motivates Us demonstrated that the three things that lead to motivation are autonomy, mastery, and purpose. Psychologist Edward Deci, and his colleague Richard Ryan, have been exploring the nature of what’s called self-determination theory, a theory of motivation that takes into account people’s psychological needs. They discovered in a study of workers at an investment bank that managers who offered “autonomy support” — which means helping employees make progress by giving meaningful feedback, choice over how to do things, and encouragement — resulted in higher job satisfaction and better job performance. Workplaces can support autonomy by giving people real control over various aspects of their work — whether it’s deciding what to work on or when to do it.
  34. JV We saw Autonomy repeated in the research conducted by Bain & Company, that we referenced above.
  35. JV Really, it’s all about ownership. When people have autonomy to do their jobs they have an increased sense of ownership, they take more pride in their work, simply put… they care more. But when they don’t have autonomy, when they’re just doing what they’re told, that sense of ownership goes away, they care less about what they’re doing, and that leads not only to reduced engagement, but lower productivity and performance as well.
  36. BHR
  37. BHR
  38. BHR
  39. JV
  40. JV It’s critical that in our interview process, we’re asking the right questions, making sure that we’re not only measuring for competency and experience, but for attributes, especially because specific job duties tend to change.
  41. BHR
  42. BHR The power of rewards and recognition cannot go understated. Rewards and recognition activate the most primitive part of our brain, our limbic brain, which is responsible for emotions. When this part of the brain is active, it steels energy from all other parts of the brain (which is why we have such a hard time thinking logically when we feel strong emotions). It also produces a surge in dopamine, which creates a powerful drive to repeat whatever behavior caused that dopamine rush in the first place. Game designers understand this neurological mechanism extremely well, and leverage it to create powerfully addictive games. But they’re not the only ones with access to this powerful behavioral motivator. Each of us in our ogranizations can find the right activities to reward and recognize, creating powerful incentives to repeat those desired behaviors.
  43. BHR At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.
  44. BHR Research done first-hand by BambooHR showed that 78% of workers say recognition is a major motivator. 52% of us aren’t satisfied with the level of recognition receiveD at work. 39% of workers did not feel appreciated at all.
  45. JV At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.
  46. JV Promote what’s happening in the company. Everyone at your company benefits from great recruiting; they should know all the great work you’re doing, from great candidates, quick hires, and other successes you’ve achieved.   Celebrating success as a group fosters unity and community, both of which help contribute to increased at-work engagement.
  47. JV
  48. JV
  49. JV Encourage your employees to promote and seek out employee referrals. Make them aware of open reqs, rewards for referring their colleagues. Do they know that employee referrals make the best hires? Do they know how excited you get when you see that “Employee Referral” source next to a new candidate with their name on it? Make sure your employees feel rewarded for their time and energy with recognition and with actual rewards. It can start small with a $5 starbucks gift card, but it’s important to encourage the behavior.
  50. JV Encourage your employees to promote and seek out employee referrals. Make them aware of open reqs, rewards for referring their colleagues. Do they know that employee referrals make the best hires? Do they know how excited you get when you see that “Employee Referral” source next to a new candidate with their name on it? At Jobvite, we run “I am Jobvite,” promoting our top employee recruiters: the ones who refer the most people, the most actual hires, the most frequent interviewers, the ones who provide the most feedback, so that every employee can see the ways they can promote their company and their own recruiting performance.
  51. BHR
  52. BHR
  53. BambooHR
  54. BHR
  55. Bamboo