metrics that matter engagement edition

Metrics that MatterEngagement Edition

13 February 2014

Jeff GrisenthwaiteVP, Client Success

Agenda

1. Setting the Stage

2. Metrics that Matter Talent Analytics Suite

3. A Day in the Life

Yes, you will get this Slide Deck and a link to the recording emailed

to you after the session.

ENGAGEMENTCreate the kind of employeesfeatured in stock photography

You Already Know It’s Important

Sources:• http://www.ceo.com/wp-content/uploads/2013/04/Employee-

Engagement-Infographic_FINAL-small.png• http://www.engageforsuccess.org/infographic-internal-comm

unications-and-employee-engagement/• http://www.socialbling.com/wp-content/uploads/2013/06/em

ployee-engagement.jpg• http://www.zanebenefits.com/blog/bid/312123/Employee-Re

tention-The-Real-Cost-of-Losing-an-Employee

19%

44%

Shareholder Returns

High EE Low EE

+56%

Innovation

creative ideasfrom Engaged Employees

Reduce Turnover

by 87%Cost to replace employee:

6-9 months salary

You Know It’s a Critical Issue

Sources:• http://www.dalecarnegie.com/assets/1/12/engaged-employee-infographic_z.jpg• http://tribehr.com/images/uploads/blog/archive/employee-engagement-infographic.jpg• http://staffingtalk.com/wp-content/uploads/2012/05/employee_engagement_FINAL-500x2266.png

Actively Disengaged

Not Engaged

Engaged

26%

45%

29%

Definitely57%

Might34%

Will Stay8%

Do you plan to leave?Disengaged Managers

more likely to haveDisengaged Employees

3X

What’s the typicalemployee engagement measurement strategy?

Engagement Survey every 12-24 months

Track Voluntary / Involuntary Turnover

Oh boy.

So how do we fix it?

Don’t miss the

TREESfor the

FOREST

Stop Treating Everyone Equally

Stop treating all employees

EQUALLY

Analytics: Answers “How do we…”

Improve employee productivity?

Increase innovation?

Improve high performer retention?

Predict turnover?

TALENT ANALYTICS SUITE

Talent Analytics SUITE

Onboarding EDITION

Learning EDITION

Leadership EDITION

Engagement EDITION

Capabilities EDITION

Performance EDITION

1st Year Retention

Speed to Performance

Expertise & Skills

Workforce Performance

Manager Capability

Strategic Vision & Execution

Bench Strength

Talent for Future Success

Retention of Talent

Workforce Productivity

Goal Achievement

Organizational Alignment

Engagement Analytics

Actions

Key Metrics

Visualization

Data Collection

Engagement Dashboard

Enterprise Engagement Report

Departmental Report

Attrition Root Cause Report

Employee NPS

Engagement Drivers

Quality of Turnover

Employee Productivity

Engagement Survey

Exit Interview

Manager Dialog

Leadership 360

Target engagement drivers

Assess engagement programs

Intervene with flight risks

Prioritize employee initiatives

Surveys

Business Metrics

Engagement Pulse Exit Interviews

360s Engagement Perceptions Manager Assessments

IntegrationTalent Systems

Automatedata collection

Data Collection

Analytics

CRM TMS Finance

ERP HRIS AccountingLMS HRIS TMS

Role-Based Reporting Filtering & Automation Dashboards Executive Summaries

Automates Engagement Analytics

UInnovate

AleaDirector, Talent EngagementHas just taken on this new role, overhauling measurement approach

Victor1558

Shifted to Engagement asa process, not a project

Adds Employee Net Promoter Scoreas a key engagement metric

How likely are you to recommend this company as a great place to work?

Sees that Sales function islagging for Quality of Turnover

Replaces traditional turnover metricswith Quality of Turnover

100%% of employees that are recurring low performers% of employees that were high performers and exited

Quality of Turnover

—

100%9% of employees are recurring low performers4% of employees were high performers and exited

87% Quality of Turnover

—

Institutes an automatedexit interview survey

HRIS

Exit Interview

Reviews Januaryexit interview feedback

Victor1558

DamianHigh performing account executive, started polishing his LinkedIn profile

TMS

In random sample for January’sEngagement Pulse survey

Engagement Pulse

Filters January Pulse feedbackto High Performers

Employee Engagement – High Performers

Reviews all January pulse feedback,reinforces focus on Sales function

Distributes department-levelengagement reports to managers

Victor1558

GordonCareer sales manager,everybody likes him,starting to lose key people

HRIS

Manager 360 Assessment

Name of the person you are rating: Voytko, GordonEvaluation End Date: Feb 13, 2014

Participates in Manager 360 Assessmentas a follow up to Engagement Survey

Reviews 360 reportwith manager

Reviews Manager 360 Assessmentsacross all managers

Pilots approach to increase managersupport and performance feedback

EmployeeEnters developmental goals, tracks monthly

Manager

Tracks progress, offers support

Communicates stretch projectshe would like to work on

Focuses on individual performanceand developmental goals

How Did Analytics Help?

Alea

Engagement Dashboard and summary reporting

Automated data collection

Damian

Opportunity to voice concerns

Starting to see changes in his department

Gordon

Received timely, actionable feedback

Will reverse trend of losing key talent

Expert Implementation Services

Leverage best practices Tailor to programs Establish key metrics System integrations

Engagement Pulse Exit Interviews 360s Manager Dialogue

Define Approach Configure Forms

Administration Authoring Reporting

Define stakeholders Automate reports Dashboards

Train Users Implement Reporting

Get Started

Contact me to learn more

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Engagement Edition

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Q&A and Thank You!

Jeff GrisenthwaiteVP, Client Success

+1 312.676.4450

jeffg@knowledgeadvisors.com

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