increase employee engagement, appreciation, satisfaction
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12 Ways To Drive Greater Employee Engagement, Appreciation & Satisfaction In 2015TRANSCRIPT
12 WAYS TO DRIVE GREATER EMPLOYEE
ENGAGEMENT, APPRECIATION
& SATISFACTION IN 2015
12 WAYS TO DRIVE GREATER EMPLOYEE
ENGAGEMENT, APPRECIATION
& SATISFACTION IN 2015
Over the last twelve months employee engagement has become the largest global HR issue.
The latest survey conducted by Deloitte confirmed that a lack of engagement is the top
issue effecting a staggering 87% of HR and business leaders, rising from 79% last year.
50% of business leaders cite employee engagement as being ‘very important’ (26%
previous year)
60% of leaders confirmed that they do not have an adequate process in place to
measure and improve engagement
7% rated themselves as excellent at measuring, driving and improving engagement
and retention
Where do you sit as a business?
Within the ever evolving world of work, the constant need to get the most out of your talent
team resides as a key factor in driving growth, strength and efficiency into every aspect of
business.
As more and more companies look to re-invent their approach to recruiting, retaining and
developing talent, we’ve stressed how integral a focus on engagement and empowerment
is to maintain competitive advantage and deliver more profitable business outcomes.
As they key recruitment partner to many leading national and international brands, we’ve
always extended our approach and service beyond the acquisition and placement of
leading talent. We deliver long term solutions that contribute to your wider business goals.
In this e-book we cover key areas of instrumental value to your company: building stronger
partnerships, attracting top talent and inspiring greater innovation and collaboration within
the workplace.
As your recruitment partner and brand advocate we value and prioritise your business goals
above all else.
1| THE IMPORTANCE OF BUSINESS VALUES
Behind the success of every brand, company decision and new product lies not just a ‘what’
but a ‘why’. Every company has a focus, a driving factor and a set of values establishing
purpose within their market. They don’t just work to support your company’s vision, they work
as a uniting factor within your organisation, they set a higher purpose to what you do, and
they are the essence of your identity.
Whilst it’s so important to demonstrate these values externally to differentiate your brand, it’s
also imperative (and often overlooked) that these values should feed into every aspect of
your business and personnel internally.
Never before has the concept of a ‘cultural fit’ been so important within the area of
recruitment. As a leading Search and Selection company we know just how important
company values are when it comes to bringing top talent into your organisation and it works
both ways. Candidates are looking for companies that they can relate to and environments
that they can thrive within, in turn businesses are looking for individuals who align with their
values and have the ability to immerse themselves in the business ethos.
It’s very difficult to instill core values into individuals, but by building a team of people who
share these values from day one you’ll harvest a like-minded environment which will not just
deliver internal advantages but external advantages to. These values will enable you to
cultivate a particular culture, give rise to opportunities where individuals can develop in line
with your values and reward individuals who reinforce these within your team.
Behind every profit lies a purpose and this purpose should lie within your values, as a
fundamental, fixed and timeless ethos of your organisation.
How have you established your company values?
Are your values imprinted on the work you do and reflected through your
employees?
As a business are you working towards the same goal?
2 | HOW TO DELIVER A COMPETITIVE BENEFITS PACKAGE
Did you know that just 1 in 7 employees are aware of their internal benefits package?
Today's stats from OnRec have sparked discussion into the importance you place on benefits
and how you communicate these to both current & new talent.
When it comes to initially attracting individuals, a high level of emphasis is often placed on
the importance of a high salaries. Whilst this works to initially attract individuals, the follow on
question is always what are you doing to retain them?
Companies who offer competitive salaries combined with a tailored and bespoke benefits
package, don’t just work to entice and incentivise, they also work to engage, retain and
increase morale. From private healthcare to generous holiday allowances, discount
vouchers to company cars the options are endless, but they also don’t need to be at a huge
expense to your company. The key is to offer flexible options and allow your employees
choice, no two people are the same and as a business deliver the understanding that
employee needs are important to you.
You might think it goes without saying to communicate these company-wide but with the
stat announced by OnRec that more than 3.7 million UK employees are unaware or missing
out on their internal benefits offering, awareness is certainly effecting the value of this
incentive. These benefits add security and often encompass key areas such as health and
wellbeing, which work to make individuals feel valued, so don’t forget to shout about them!
Consider perks that individuals within your industry are looking for, deliver options in line with
promoting a work/life balance and add value to your efforts by communicating and
demonstrating these company-wide.
What are you doing to differentiate yourself from competitors and attract desired
talent?
How have you communicated your benefits offering, and how are these being utilised
by your team?
How has your benefits package contributed to recruiting and retaining talent?
3 | DON’T WAIT UNTIL THE EXIT INTERVIEW TO TALK
Exit interviews serve as a great opportunity to listen to your employees and gain further insight
into their experience within your company, but why wait until this point to talk?
When it comes to reviewing, evaluating and improving your working environment, proactivity
rather than reactivity is essential. A recent report from independent charity, the Centre for
Mental Health revealed that unproductivity and disengagement costs UK businesses £15
billion a year. So why are so many employers waiting until it’s too late to react to this, at such
a high financial and talent cost?
Workplace communication is key on so many levels, and it’s absolutely central to carving a
motivated and valued workforce. This communication works both ways, whilst it gives
employees the opportunity to address any concerns and express opinions, it also gives you
as the employer another opportunity to re-enforce your expectations.
10 Reasons To Communicate More…
1. Reinforce company values and growth aspirations
2. Tackle any personnel issues head on
3. Obtain crucial feedback from employees to aid retention and avoid high turnover
4. Give feedback & drive progression
5. Demonstrate the value you place on your employees
6. Improve office culture
7. Aid diversity and break down barriers
8. Increase trust and give a stronger sense of security
9. Monitor productivity more closely
10. Increase collaborative thinking and working
• What is your internal communication strategy?
• How often do you wish you had done more to retain top talent?
• How has increased communication effected productivity, motivation and engagement?
4 | EMPLOYEE ADVOCATES ARE YOUR STRONGEST ASSETS
Every company is looking to cultivate loyalty & advocacy with their audience, however
many overlook the fact that leverage of this advocacy needs to start internally.
It works in a circle, engaged employees make passionate employees, the more they act as
advocates and talk passionately about your company/brand, the more connected and
engaged they become. By leveraging employee advocates you not only build and
strengthen internal trust, you emphasise to your employees how vital they are to your
company.
The rise of social media, has displaced the influential power of brands with a greater
emphasis on the influential power of individuals, and companies need to react to this. There
are now more customer facing employees than ever before and it’s imperative that your
employees are given the ability to, and encouraged to talk about your brand.
Your strongest assets lie in your team and by bringing your internal advocates in direct
contact with your customer base you have the ability to reflect company passion, brand
values, and customer service standards more credibly than any other channel allows.
Five Key Benefits of Cultivating Employee Advocates:
1. Benefit from engagement, which effects multiple crucial areas of your company
2. Harness the value and credibility of positive word of mouth referrals
3. Build trust internally and as a result externally
4. Ensure your employees feel vital and valued
5. Increase awareness, exposure and loyalty
Whilst awareness drives interest, advocacy goes further than this and drives loyalty, and
customer loyalty is more important to businesses now than ever before.
• How important do you feel it is to create employee advocates?
• Do you encourage advocacy within your organisation?
• How has this reflected positively on your company?
5 | THE IMPORTANCE OF PROGRESSION & ADVANCEMENT
OPPORTUNITIES
It’s a natural attribute that talented people want to advance and look for progression. It also
goes without saying that lack of opportunity for advancement and development still rates
highly as a contributing factor to staff turnover. So, given that control of this lies directly within
your hands as employers, why isn't more being done to define structured and motivational
career paths?
The importance individuals place on advancement and progression opportunities has taken
a sharp rise in-line with the increased levels of uncertainty that have plagued the business
world over the past years of economic instability. Whether businesses are now looking to
expand their team or develop internally, offering advancement is crucial to both recruiting
and retaining talent and this looks set to continue into 2015.
How To Deliver A Clear Path To Progression
1. Build a layered organisation chart detailing clearly defined levels, roles, experience and
competencies. You need a clear set of criteria in order to manage the advancement
process effectively.
2. Consider personality traits and behaviour as well as experience and skillset, you are looking
to advance rounded candidates through your business so all areas are essential
considerations.
3. Offer employees the additional training & development support they require in order to
progress within the company.
4. Make time to review, it’s important that you are able to provide your employees with
insight and feedback on their current position within the company and their opportunity to
progress. Take time to review throughout the year which offers both sides the opportunity to
discuss any areas effecting progression.
5. Be transparent, with clear paths come motivated employees, focused employees and
success driven employees.
Within an environment that welcomes progression, maintains momentum, fosters learning
and drives development you’re contributing to the 360-degree welfare and future of your
business, crucial to maintaining competitive advantage in 2015.
• Do you offer your employees a clear path to progression?
• How have you implemented this process internally?
• How has your organisation benefited from promoting advancement?
6 | SUSTAINABILITY AND THE TRIPLE BOTTOM LINE
It’s a dominant theme within the business world and an essential ingredient to success…but
how many businesses are fully dedicated to managing sustainability in today’s economic
climate?
Growing emphasis on the importance of responsible, transparent and sustainable business
practise has made it almost impossible for businesses to neglect the wider picture of
corporate responsibility. The triple bottom line (TBL), more commonly referred to as ‘People,
Planet, Profit’ has shifted attitudes towards a more rounded reporting system, focusing on the
risks, opportunities and obligations of social and environmental factors as well as financials.
Public perception, brand awareness, and employee attitudes have a greater impact on
businesses today than ever before. From tax avoidance headlines implicating Google,
Apple, Amazon and other leading global brands to the UK horse meat scandal that rocked
the FMCG industry, responsible practise is under scrutiny, and not just from the wider
community.
On a daily basis we are given insight into the driving factors motivating individuals to make
the change within companies, it’s a huge decision to take a new step and individuals have
more to consider today than ever before. It isn’t just about financials; it’s a closer fit than that.
Individuals are looking for transparency & commitment, they are looking for companies that
are dedicated to sustainable practise and environments that drive excitement, possibility
and change. It’s not about being cut throat as a business, it’s about the bigger picture and
it’s the businesses that are internally committed that will win the top talent, survive shocks
and stand the test of time.
The Benefits of Managing Your Business TBL:
Build & manage positive brand awareness
Benefit from the ability to be transparent with your business attitudes
Create greater internal balance
Engage more meaningfully internally & externally
Involve and engage employees, customers, community
Drive possibility and change
Bring about an opportunity to re-engage audiences
Positively impact your local communities
Positively impact the wider environment
Attract and retain top talent
Strengthen your business against inevitable economic shocks
How important is sustainability within your business?
How do you manage your triple bottom line?
How important is it to create a business that people are proud to be a part of?
7 | THE IMPORTANCE OF CULTURE AND A 360º FIT
It’s a fairly consistent approach that businesses rate skills and experience as the defining
factors when it comes to recruiting new individuals. Experience is easy to define, and skill set
is easy to assess but where does this leave the consideration of an individual’s values, habits,
behaviour and culture?
Following a report from Forbes that ‘89% of hiring failures are due to poor cultural fit’ it’s an
issue that is plaguing the business world, and yet one that companies are still struggling to
asses effectively.
There are multiple areas that define a company’s culture, it isn’t controlled by top
management it’s inherent within the company’s behaviour, norms, values and belief system
and maintained by all individuals operating within the team. So how do you assess if new
individuals will align with this?
There’s been a clear lack of emphasis and definition as to company values previously,
however this is becoming less and less the case. As we’ve evolved within the Search and
Selection industry we’ve directly experienced the shift in cultural focus that our leading
clients have adopted. With the growth of culture-driven organisations there’s been a greater
requirement to take a more innovative, in-depth and 360 approach in order to more
effectively assess suitability.
This year we adopted a new technologically advanced system in order to deliver more
accurate shortlists and deliver an exact fit for our clients. Through the incorporation of
attitude and behaviour measurement tools we’ve taken away the reliance upon ‘gut-
feelings’ and enabled clients to more scientifically assess how individuals would fit within their
organisation.
As organisations base a greater importance of the recruitment, engagement and retention
of top talent we’ve observed the impact that culture has on all three stages. Motivated by
the fact that cohesion drives strength and a shift towards cultural focus drives more agile,
innovative thinking, its more important than ever to understand and define your culture and
its impact.
How often have you found yourselves hiring based on skill set and firing based on
cultural fit?
What criteria do you currently use to effectively asses candidates against?
Typically what is your interview to placement ratio?
Have you defined your company culture in order to recruit and retain more
effectively?
8 | DIVERSITY & INCLUSIVITY IN THE WORKPLACE
As an employer your team are your greatest assets. Managing their morale, productivity,
engagement and development is key to your success, but how many business leaders cite
diversity as central to effective people management?
Driving an inclusive environment is proven to significantly impact employee outlook, yet still
companies are struggling to effectively implement diversity strategies. LinkedIn, Google,
Apple & Facebook all took to the web this year to publish their own internal statistics, with the
results re-emphasising the need for a more comprehensive approach to equal opportunities
from even the biggest names in business.
How can inclusivity and diversity really benefit you both internally and externally?
With the increased demand for innovative thinking and more companies looking to drive
global expansion, diversity is more integral today than ever before. By capitalising on the
breadth of experience, talent, vision and culture that a diverse workforce brings companies
not only work to increase engagement and productivity, they also achieve greater
competitive advantage.
1. Breed an inclusive environment where all individuals feel encouraged and empowered to
contribute.
2. Gain exposure to new markets.
3. Attract a wider talent pool.
4. Benefit from a breadth of experience and viewpoints.
5. Increase motivation through a diverse representation within leadership roles.
6. Capitalise on all employee strengths, driving productivity and progression.
7. Support & manage skill shortages and recruitment challenges more effectively.
8. Widen community engagement & deliver a positive company image.
9. Foster creativity & drive innovation.
10. Gain competitive advantage.
What importance do you place on diversity in the workplace?
How do your recruitment and retention methods support your diversity strategy?
How do you intend to increase diversity within your company in 2015?
9 | INCREASE PERFORMANCE THROUGH AN EFFECTIVE
INCENTIVE PROGRAMME
Motivation, behaviour and performance are the primary driving factors of competitive
advantage, but with the stat released by Gallup that just 13% of workers are engaged
worldwide it begs the question, what could you be doing to increase motivation levels?
Incentivising is a proven technique used by many organisations on an ad-hoc basis however
many fail to realise the benefits that come from a formalised and consistent programme. The
IRF (Incentive Research Foundation) report that incentive programmes that run for a year or
more produce an average 44% performance increase. This report clearly demonstrates the
importance of building this into your employee package, but how should you approach your
internal incentive programme?
- Incentives should be company-wide, and inclusive of every member regardless of their role
and level within the company.
- Be creative and also offer input to your team, one size will not fit all so enable your
employees to tailor incentives that will truly motivate and engage them.
- Your programme should be centred around shaping behaviour, cultivating individual
development and enhancing loyalty in line with your company values.
- The criteria that you set should not simply reflect your own business priorities, it should also
reflect your client/customer priorities too.
- Be consistent with your communication, an effective programme needs by in from all levels
and a good level of understanding from all individuals to encourage effective participation.
An incentive scheme not only brings about opportunity to enhance performance and
loyalty, it also gives you the chance to re-establish individual expectations, company values
and employee attributes that lead to success. Adopt an internal incentive scheme today,
and deliver your key objectives in a more attractive and motivational manner to maximise
your competitive advantage.
Do you offer an employee incentive scheme?
How has the effectively contributed to the attraction, engagement, retention and
productivity of your employees?
How have you aligned your incentive criteria with your business values and
customer/client priorities?
10 | INCREASE MANAGEMENT TRANSPARENCY
It’s a concept we've touched upon repeatedly across our engagement campaign, it’s been
rated as the #1 factor contributing to employee happiness (TINYpulse) and it’s considered to
be one of the most important factors effecting employee engagement, but how integral is
transparency to your business?
In today's climate every organisation should be thinking about how they can increase
transparency not just externally but internally. As we ask for more participation and
involvement from employees with that has to come a greater involvement from top
management to open up processes, offer greater opportunity to impact business decisions
and deliver the bigger picture.
Encouraging and maintaining a cohesive, collaborative working environment is on the top of
many business agendas for 2015, but how can increased transparency contribute to this?
Five Reasons To Be More Transparent in 2015
1. It enables you to effectively share your vision internally and deliver the bigger picture.
2. It enables you to offer greater opportunity for employee contribution in decision making
processes.
3. It increases internal confidence and assurance.
4. It’s a low cost initiative that’s proven to be not just effective but imperative in business.
5. It encourages advocacy, not just participation.
How effectively have you communicated your organisations vision for 2015?
How transparent is your management communication?
How could you increase internal transparency to motivate and engage your
workforce?
11 | CREATE AN ENGAGING OFFICE ENVIRONMENT
Given that it’s the one place that your employees will spend the greatest amount of time, it
seems only right that office environment plays an integral part in the motivation,
engagement and development of your workforce.
Creating and maintaining a collaborative team is going to be key to business advancement
in 2015, whilst a great deal of this is driven by behaviour, environment also has a part to play.
It’s not about buying the most expensive furniture, creating the most exciting space, or
having the widest range of facilities, it comes down to functionality, collaboration, efficiency
and flexibility.
By breaking up the working environment, offering a greater sense of diversity between key
working areas and encouraging a greater level of creativity through innovation, you not only
benefit your current employees, you also create a greater sense of value for prospective
employees, partners and clients.
Changes to your environment should be shaped internally and driven by the needs and
suggestions of those who understand your environment best, your employees. Taking
the time this new year to understand how you could effectively enhance and improve your
internal space could play a key role in driving value, productivity and engagement into 2015.
10 Benefits of An Engaging Working Environment
1. Balance your environment
2. Promote collaboration
3. Aid and enhance efficiency
4. Drive creativity
5. Encourage interaction
6. Offer the option for informal interaction
7. Be more welcoming and inclusive
8. Build morale and add value
9. Increase productivity
10. Serve company needs as well as company perception and personality
Is your environment shaped by the needs and feedback from your employees?
How has your environment aided in the recruitment, retention and development of
your employees?
Does your environment cohesively reflect your external business perception?
12 | BE CONSISTENT
As we draw a close on our twelve key areas to increase employee engagement there’s one
crucial thing that will determine the continued success of each and every initiative, and that
success lies in consistency.
Whether your focus is on implementing a more inclusive development scheme, establishing
concrete company values, introducing a structured incentive programme or giving greater
focus to the cultural fit of your team, the driving momentum of any incentive or focus is in a
consistent approach.
As businesses continue to look for new ways to re-invent their approach to the recruitment,
retention and development of talent we’ve covered the key areas that support a drive
towards greater engagement and empowerment within organisations, ensuring you
maintain competitive advantage and deliver more profitable business outcomes into the
future.
The 12 Key Pillars of Greater Employee Engagement
1. The Importance of Business Values
2. Deliver a competitive benefits package
3. Communication is key
4. Employee advocates are your strongest assets
5. Encourage progression and advancement opportunities
6. Prioritise sustainability and the triple bottom line
7. The importance of culture and a 360 fit
8. The importance of diversity and inclusivity in the workplace
9. Offer an effective incentive programme
10. Increase management transparency
11. Create an inspiring and engaging environment
12. BE CONSISTENT
If you’d like to know more about the ways The Advocate Group can further support your
expansion and retention efforts as a business, we’d love to tell you a little more. We’re highly
confident that our approach can not only add value to your current process, but deliver
measurable, strategic and targeted solutions to dramatically increase the success and
profitability of your future recruitment efforts.
0844 997 9700 | www.advocate-group.co.uk | [email protected]