the missing link in your employee engagement strategy
TRANSCRIPT
| © 2016 Limeade1
THE MISSING LINK IN YOUR EMPLOYEE ENGAGEMENT STRATEGY
| © 2016 Limeade2
TODAY’S SPONSORS
An employee feedback software company that helps organizations retain top talent, motivate performance, understand turnover, and build magnetic workplace cultures.
A corporate wellness technology company that drives realemployee engagement.
| © 2016 Limeade3
SPEAKERS TODAY
Dr. Laura HamillChief People OfficerLimeade Institute DirectorLimeade
Dan HarrisWorkplace Insights AnalystQuantum Workplace
| © 2016 Limeade4 | © 2016 Limeade4
WHAT WE’LL COVER
• Survey overview
–Well-being & employee engagement
–Organizational support for well-being
–What this means for your business
• How to put this in action
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SURVEY OVERVIEW & METHODOLOGY
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METHODOLOGY
• The 2016 Well-Being and Engagement Report highlights findings from an online study conducted by Limeade and Quantum Workplace
• 1,276 employees participated, representing 45 U.S. markets
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WHAT WE LEARNED
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WELL-BEING & ENGAGEMENT ARE RELATED
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WELL-BEING, ENGAGEMENT & BUSINESS RESULTS ARE RELATED
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WELL-BEING REQUIRES ORG SUPPORT
have high organizational support
72%Employees are more likely to feel higher levels of well-being when they feel higher levels of organizational support
OF THOSE EMPLOYEES WITH HIGH WELL-BEING:
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WHAT ORG SUPPORT LOOKS LIKE
To improve well-being, organizations must support employees in their improvement
WELL-BEING
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ORGANIZATIONAL SUPPORTCURRENT PERCEPTIONS
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ORG SUPPORT: WHAT ARE THE MOST IMPORTANT COMPONENTS?
1. Manager2. Well-being tools & programs 3. Leaders
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WHAT THIS MEANS FOR YOUR BUSINESS
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INTENTION TO STAY
* Note that there are small n sizes for both Low/High groups
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99% OF EMPLOYEES who feel they have higher well-being & organizational support recommend their company as a great place to work
GREAT PLACE TO WORK
* Note that there are small n sizes for both Low/High groups
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CULTURE
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• The culture of the organization impacts everything that happens
• Organizations need an intentional culture where well-being & engagement can thrive
ORGANIZATIONAL SUPPORT: CULTURE
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MOST IMPORTANT CULTURAL ATTRIBUTES FOR WELL-BEING SUPPORT
20% One that values the whole person
16% Trustworthy
12% One that invests in its employees
10% One that trusts employees
7% Transparent
Resilient7%
7%
7%
7%
7%
Optimistic
One that focuses on learning & dev
Flexible
One that has a long-term focus (not just focused on short-term goals)
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CULTURES THAT SUPPORT WELL-BEING:
1. Value the whole person – physical, emotional, financial and work well-being
2. Are trustworthy3. Invest in their employees with well-being
tools and resources 4. Trust their employees
HOW TO BUILD A CULTURE THAT SUPPORTS EMPLOYEE WELL-BEING
Dan HarrisWorkplace Insights AnalystQuantum Workplace
GAIN TRUST
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1. Acknowledge that building trust takes a lot of time and effort
HOW TO GAIN EMPLOYEE TRUST
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1. Acknowledge that building trust takes a lot of time and effort
2. Maximize honest and transparent communication
HOW TO GAIN EMPLOYEE TRUST
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1. Acknowledge that building trust takes a lot of time and effort
2. Maximize honest and transparent communication
3. Embrace an open-door policy
HOW TO GAIN EMPLOYEE TRUST
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1. Acknowledge that building trust takes a lot of time and effort
2. Maximize honest and transparent communication
3. Embrace an open-door policy4. Demonstrate consistency
HOW TO GAIN EMPLOYEE TRUST
TRUST EMPLOYEES
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1. Let them make mistakes & learn
HOW TO TRUST EMPLOYEES
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1. Let them make mistakes & learn2. Let them innovate
HOW TO TRUST EMPLOYEES
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1. Let them make mistakes & learn2. Let them innovate3. Let them make their own
well-being choices
HOW TO TRUST EMPLOYEES
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1. Encourage them to make mistakes & learn
2. Encourage them innovate3. Encourage them make their
own well-being choices
HOW TO TRUST EMPLOYEES
VALUE THE WHOLE PERSON
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1. Acknowledge that people are complex
HOW TO VALUE THE WHOLE PERSON
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1. Acknowledge that people are complex
2. Think about employees as whole people
HOW TO VALUE THE WHOLE PERSON
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1. Acknowledge that people are complex
2. Think about employees as whole people
3. Strive for work-life balance
HOW TO VALUE THE WHOLE PERSON
INVEST IN EMPLOYEES
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1. Provide
HOW TO INVEST IN EMPLOYEES
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1. Provide2. Educate
HOW TO INVEST IN EMPLOYEES
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1. Provide2. Educate3. Promote
HOW TO INVEST IN EMPLOYEES
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1. Provide2. Educate3. Promote4. Measure
HOW TO INVEST IN EMPLOYEES
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TAKEAWAYS1. When employees feel they have higher well-being,
they’re more likely to be engaged in their work
2. Help employees improve with manager support & well-being tools and programs
3. Employees who feel they have higher well-being and feel supported are more likely to recommend their company as a great place to work and to stay
4. Be intentional in how your culture supports well-being
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Q&A
DR. LAURA [email protected]
Download report and watch animated video:limeade.com/engagementreport/
Learn more:limeade.comquantumworkplace.com