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7 Primary Drivers
of
Employee Engagement
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Rachel Bitte Chief People Officer
Jobvite
@rachelebitte
Rusty Lindquist
VP HCM Strategy & IP
BambooHR
@rustylindquist
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CEO’s rate human capital
as their top challenge
3 years in a row
McKinsey and the Conference Board
CEO Challenge 3016
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- Ram Charan
BUSINESSES
PEOPLE DO
don’t create value;
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War for talent
is increasingly
a defensive game.
Forcing us to optimize, engage, and retain our existing human resources.
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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
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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
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Evolution of HR
Business
Value
H
L
Strategic
Micro
Small
Mid
Large
Operational
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Evolution of HR
Business
Value
H
L
Strategic
Micro
Small
Mid
Large
Operational
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Employee Engagement
in the US is only
32%
Gallup
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Employee Engagement
in the US
Gallup
13%
Highly Engaged
26%
Actively Disengaged
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Companies with an engaged workforce outperform their competition, with
21%
Gallup
higher productivity
22%
higher profitability
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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
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HR Professionals’ most important issue in 2015: Culture and Engagement
Bersin, By Deloitte
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Purpose Alignment
Help your people be inspired by a cause
DRIVER
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Inspiration
Engagement
VS
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Inspired Employees
are most productive
Dissatisfied
Satisfied
Engaged
Inspired
71
100%
144
225
Bain & Company and EIU Research, 2015
Productive Output
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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
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Intrinsic
Extrinsic
VS
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Employer Brand
v
How
Outside-In (conventional)
Inside-Out (remarkable)
WHY
Values
Mission
Beliefs
Culture | Corp. Brand
HR Activities
Employee Perception
Candidate Perception
What
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1
Build a Narrative
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Hiring to the Brand
A good team starts with recruiting
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Engagement starts before a requisition is opened.
84 percent of jobseekers would consider another role at a company with an excellent reputation.
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Branding promotes what’s true for your company.
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Empower your interview teams to do the work.
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Make interviewing a 2-way street.
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Progress Inertia
People in motion tend to stay in motion
DRIVER
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We tend to be carried forward in life by the inertia of our past.
The Law of Inertia
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The Law of Inertia
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Inertia Killers
Path is
Unclear
Destination Ambiguity
Progress
Slows
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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
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Task Autonomy
Making your own decisions matters
DRIVER
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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
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It’s About Ownership
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Task to Skill Alignment
Getting to do what you do best
DRIVER
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COP Model
Competency
Opportunity
Passion
The sweet spot
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Optimizing for FLOW
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Aligning to Attributes
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Are your interviewers asking the right questions?
61 percent of employees say new job realities differ from expectations set during the interview process.
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Rewards & Recognition
Gamification at work
DRIVER
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Reward to Retain
Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover.
Bersin
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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
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Reward your best “recruiters”
Recognize your employees who put in the effort to refer their friends and colleagues.
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Celebrate success
as a company
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Friends at Work
Social gravity
DRIVER
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Employee Recruiting
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78% of recruiters find their best quality candidates through employee referrals
But do your employees know that?
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Enable every employee to be a recruiter.
78 percent of recruiters find their best quality candidates through employee referrals.
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56% of new hires feel
having a buddy or mentor
will help them be productive
more quickly.
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Employee referrals are
5x more likely to be hired
than any other candidate source.
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17% of employees who left a job
in the first six months said
a friendly smile or helpful coworker would have
made a difference.
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A Common Enemy
The enemy of my enemy is my friend
DRIVER
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Measure and Adapt
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Signal to noise ratio
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Increase Cycle Time
Intended Direction
Actual Direction
Don’t wait till here
Catch them here
And here
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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 (%)
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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
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