coffee fest - st. louis - what your employee's want and how giving it to them will make you...
DESCRIPTION
Learn how to leverage technology to drive employee engagement, give them what they really want and add explosive results to your bottom line.TRANSCRIPT
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What your employees REALLY want…
…and how giving it to them WILL make you more money!
Garrett Kramer @garrettdkramer
Linkedin.com/garrettdkramer
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Who am I?
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The demographics
• Hourly employee turnover rates historically average 70-120% per year
• 40% of hourly employees are under 25 years old• 33% are 25-44 • 28% are 45 or over• 80% work within a 5 mile radius to their house• 56% consider their jobs a FT career• 74% prefer to work 30 hrs or less per week• Over 50% apply for 3 or more jobs at one time
http://www.tlnt.com/2010/10/29/how-to-find-and-recruit-the-best-hourly-employees/
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What WE THINK they want...
1. Good Wages2. Job Security3. Growth opportunities4. Good working conditions5. Interesting work6. Personal loyalty to workers7. Tactful discipline8. Appreciation of work done9. Sympathetic help with personal problems10. Feeling “In” on things
http://www.selfgrowth.com/articles/Dunn110.html
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What THEY really want…
1. Appreciation for Work done2. Feeling “In” on things3. Sympathetic help on personal problems4. Job security5. Good wages6. Interesting work7. Growth opportunities8. Personal loyalty to workers9. Good working coditions10. Tactful discipline
http://www.selfgrowth.com/articles/Dunn110.html
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What they want at work?
• In the Workplace– Purpose – Goals– Empowerment– Belief – Empathy– Understanding– Thanks– Recognition
http://www.inc.com/guides/2010/08/10-things-employees-want.htmlhttp://www.inc.com/geoffrey-james/10-things-employees-want-more-than-a-raise.htmlhttp://www.inc.com/what-your-employees-really-want.html http://www.tlnt.com/2010/10/29/how-to-find-and-recruit-the-best-hourly-employees/
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But wait…
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How will tech help me?
• Let technology be the catalyst – To empower– To communicate goals– To drive purpose– To recognize and thank– To streamline
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The Job Seekers
• Logistics:– 37% cited being hired quickly as the most important
aspect of the process– 33% said it was Pay– 17% said is was proximity to home– Focus on already employed people (top performers)
http://www.workforceinstitute.org/wp-content/uploads/2008/06/kleiman-recruit-the-best-hourly-06.pdf comScore Media Metrix, 2007; U.S. Bureau of Labor Statistics; CIBC World Markets; BorrellAssociates.
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That HAS to be a better way
• How do you– Get the word out about openings– Write your job descriptions– Source new candidates– Receive new resumes/applications– Sort through resumes/applications
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Finding
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That HAS to be a better way
• How do you– Source new candidates– Receive new resumes/applications– Filter through resumes/applications/applicants– Ensure those candidates are the BEST for YOU– Handle new employee on-boarding/paperwork
• Do you– Know what you are looking for– Know how to spot them
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Hiring
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What to know• Make it easy for the best people to find
your opening• Make it easy to apply• Allow after hours applicants & interviews• 24 hr job hotline or solution– Increase high quality applicants by 30-50%
• Become a Magnet• Find proactive candidates
http://www.workforceinstitute.org/wp-content/uploads/2008/06/kleiman-recruit-the-best-hourly-06.pdf
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There HAS to be a better way
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A Story…
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Scheduling & Attendance
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Scheduling & Attendance
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There HAS to be a better way
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Paying
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Employee Engagement
• Employee engagement is the emotional commitment the employee has to the organization and its goals.
• Engagement promotes
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Employee Engagement
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/3/
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Disengaged Employees =
• Lower productivity– Companies with high levels of employee engagement
improved 19.2% in operating income while companies with low levels of employee engagement declined 32.7% over the study period. (Source: The ISR Employee Engagement Report. Towers Perrin-ISR)
• Higher Turnover – Employees with lower engagement are 4x more likely to
leave their jobs than those who are highly engaged (Source:Driving performance and retention through employee engagement. Corporate Leadership Council)
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/3/
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Disengaged Employees =
• Lower ROI• Lower Revenue– A study of 64 organizations revealed that
organizations with engaged employees have 2 times the Annual Net Income of organizations whose employees are disengaged (Source: The Impact of Employee Engagement. Kenexa)
• Lower Profit
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/3/
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Engaged Employees Lead to…
• Better service, quality, and productivity, which leads to…
• Higher customer satisfaction, which leads to…• Increased sales (repeat business and referrals)
which leads to…• Higher levels of profit, which leads too… (6%
higher Net Profit Margins)• Higher shareholder returns (7 times higher)
– A study conducted across 39 organizations indicates that orgs with highly engaged employees achieve 7 times great 5-year total shareholder return (TSR) that orgs whose employees are less engaged (Source: The Impact of Employee Engagement. Kenexa)
http://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/
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A Means, Not an End
• It will STILL take work• It will STILL take effort• It WILL get better• You WILL see results
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Questions?
THANK YOU!!!