0 employee engagement. why is employee engagement important? o employee engagement is a measurable...

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Employee Engagement

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Why is employee engagement important?

oEmployee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues, and organization that profoundly influences their willingness to learn and perform at work

oThus, research shows that employee engagement has a distinct, correlational effect on the success of an organization

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How are Internal Communications and Employee Engagement connected?

High Employee Engagement

Increased Performance

Internal Communication

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Where are we?

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“I thought it was a great opportunity to make a real difference in people’s lives, and also a chance to be a part of something big from the early stages. I can say that that I’ve never worked at a company where every single person is so clearly focused on a single goal.”

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“The Exact Sciences Solution”

Clinical

R&D Commercial

Operations

Mgmt Team

Cologuard

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Where are we headed?

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The EXAS Team

Clinical

R&D Commercial

Operations

Mgmt Team

Cologuard

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oFocus on the IntranetLacked a relative purposeContained outdated informationWas not being used

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What do employees really want?

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Generating Employee Engagement on the Intranet

Daily trivia question

Regular updates and employee profiles

Daily headline posting

Job postings section

More regular user activity including discussion forums and increased page views

Live chat function

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Reactions?oPositive feedback from the focus group

TRIVIA: pulled users in HEADLINES: make our mission realistic,

relevant to outside world JOB POSTINGS: appreciate that internal

employees are finally being notified when new opportunities arise

CHAT FUNCTION: great resource, but should be more utilized

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MetricsoBeginning usage:

17 employees/ 1 poll questionTimeframe: ~3 months

o Improved data: Average of 22 employees answering daily poll

questionsRange from 15 to 31 employees/day

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FOCUS GROUP

OBSERVATIONS

Culture of Exact Sciences: goal oriented and hard working

Titles: no differentiation between many in Operations and R&D. Leads to some employees feeling lost/underappreciated.

Inter-team communication: weekly scheduled meetings, and email blasts when managers can’t make meetings/ when most employees are too busy to join.

NEXT STEPS

Try to redefine the culture, and make that visible.

If new titles aren’t appropriate, develop department org charts

GOOD!

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Future

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Intranet

oContinue Employee ProfilesoStay on track with weekly updatesoStronger partnership with QTI to form a solid HR

base for employees to refer to oAuthor FAQ “sessions” when big changes are

implemented or for processes that employees have difficulty understanding

oTry to begin department blog posts

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Employee Development

o Product development seems to be key, as opposed to employee development

“Sometimes, we are referred to as ‘resources’ instead of people... Its like, hi, my name is _______, I am a person.”

o Through increased and properly planned communication from managers to their staff, employees will feel more like valuable members of an inclusive team.

oUncertainty surrounding job security can be addressedo Job performance will never plateau because you know

how hard/much harder you must work to attain job success

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Annual Evaluations

oOnly the employee’s direct supervisor is evaluatingEmployees at Exact wear multiple hats, and are

therefore, performing tasks for a variety of people/departments

Issuing a multi-source assessment, asking for feedback from an employee’s subordinates, peers, supervisors, and self, might be a more rewarding, truthful, and eye-opening practice

Open up from the 3-point scale to a value scale to add a layer of granularity

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Onboarding

oAs Exact Sciences grows, it will be important to fully engage new hires, to ensure full, active, aware participation in the brand. This can be accomplished through:

AccommodationAssimilationAcceleration

oCan be achieved through proper implementation of prior suggestions

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Thank you