7 primary driver of employee engagement

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7 Drivers That Power Employee Engagement

7 Primary Driversof

Employee Engagement



Rachel Bitte

Chief People Officer

Jobvite

@rachelebitte

Rusty Lindquist

VP 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

Business

Value

H

L

Strategic

Micro Small Mid Large

Operational



Evolution of HR

Business

Value

H

L

Strategic

Micro Small Mid Large

Operational

HR viewed as a cost center

Transactional HR High-Impact HRHR as a strategic investment



Employee Engagement

in the US is only

32%Gallup



Employee Engagement

in the US

Gallup

13%Highly Engaged

26%Actively Disengaged



Companies with an engaged

workforce outperform their

competition, with

21%

Gallup

higher productivity

22%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 Employees

are 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 is

Unclear

Destination

Ambiguity

Progress

Slows



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 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 motivator

52% aren’t satisfied with the recognition we receive

39% 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 success

as 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 Time

Intended 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 NOW

perhaps 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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7 primary driver of employee engagement

Recruiting & HR