what hr practitioners ought to know about employee engagement programs

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#WFwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. What HR Practitioners Ought to Know About Employee Engagement Programs

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Great corporate cultures are not created overnight, but cultivated by employees and determined by the level of engagement within. Much like workplace culture, employee engagement is a delicate balance of inputs such as teamwork, manager effectiveness, job satisfaction and many others that contribute to the employee engagement ecosystem. During this webinar, we’ll hear from an HR leader who has taken a holistic approach in implementing engagement programs and strategies and will share their impact on workplace productivity and culture. During this webinar you’ll hear about: The inputs that affect employee engagement. How engagement affects multiple facets of a business. How your organization can create opportunities for employees to re-engage.

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Page 1: What HR Practitioners Ought to Know About Employee Engagement Programs

#WFwebinar

The presentation will begin at the top of the hour.

A dial in number will not be provided.

Listen to today’s webinar using your computer’s speakers or headphones.

What HR Practitioners Ought to Know About Employee Engagement Programs

Page 2: What HR Practitioners Ought to Know About Employee Engagement Programs

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Speaker: Lawrence Reyes Ambassador of Culture Rackspace Moderator: Max Mihelich Associate Editor Workforce

What HR Practitioners Ought to Know About Employee Engagement Programs

Page 3: What HR Practitioners Ought to Know About Employee Engagement Programs

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Page 4: What HR Practitioners Ought to Know About Employee Engagement Programs

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Frequently Asked Questions

Page 8: What HR Practitioners Ought to Know About Employee Engagement Programs

#WFwebinar

Max Mihelich Associate Editor Workforce

What HR Practitioners Ought to Know About Employee Engagement Programs

Page 9: What HR Practitioners Ought to Know About Employee Engagement Programs

#WFwebinar

What HR Practitioners Ought to Know About Employee Engagement Programs

Lawrence “Sugar Bear” Reyes Ambassador of Culture Rackspace

Page 10: What HR Practitioners Ought to Know About Employee Engagement Programs

Lawrence “SugarBear” Reyes Manager of Talent Onboarding/Ambassador of Culture

Employee Engagement

Created by: SugarBear

Modified Date: 10/30/14

Classification: Public

Page 11: What HR Practitioners Ought to Know About Employee Engagement Programs

Lawrence “SugarBear” Reyes Manager of Talent Onboarding/Ambassador of Culture

• 14th Employee & 15 Years with Rackspace

• Founder of Rackspace University

• From San Antonio, Texas

• Graduate of University of Texas at Austin

Page 12: What HR Practitioners Ought to Know About Employee Engagement Programs

Engagement: Our Focus Today

Flexibility For The Cause

Collaboration Beyond Your Team

Establishing Your Personal Tool Kit

Living Company Core Values That Inspire

Page 13: What HR Practitioners Ought to Know About Employee Engagement Programs

Why Do We Exist?

To make computing simple and powerful for business.

#1 Managed Cloud Specialist

Page 14: What HR Practitioners Ought to Know About Employee Engagement Programs

9 Worldwide Data Centers

5,000+ Rackers

Global Footprint Customers in 120+ Countries

Annualized Revenue Over $1B

14 www.rackspace.com

About Rackspace

60% 100 OF THE

We Serve FORTUNE®

OV

ER

200,000+ 90,000+ Servers 26,000+ VM ≅70 PB Stored

Customers

Portfolio of Hosted Solutions Dedicated - Cloud - Hybrid

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About Rackspace

A Leader in the Magic Quadrant for Cloud Enabled Managed Hosting, North America And Europe

Named a Top Performer for Hosted Private Cloud by Forrester Research Inc. in “The Forrester Wave™: Q1 2013

Founder

OpenStack® Open source software for building private and public clouds

Best Recruiting Function of the Year

Best Onboarding

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16 www.rackspace.com

Flexibility For The Cause

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

Page 19: What HR Practitioners Ought to Know About Employee Engagement Programs

www.rackspace.com

Page 20: What HR Practitioners Ought to Know About Employee Engagement Programs

RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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Page 22: What HR Practitioners Ought to Know About Employee Engagement Programs

www.rackspace.com

Establishing Your Personal Tool Kit

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM 23

Page 24: What HR Practitioners Ought to Know About Employee Engagement Programs

Onboarding Program Agenda

Welcome Home Rookie Orientation Business Unit Friday First Day program that begins a new hire’s journey.

Objectives:

• Compliance requirements • Exposure to Business/Culture • Essential Workplace Tools

Three Day program within a Racker’s first month:

Objectives:

• Articulate our vision and strategy and how it aligns to the business

• Define what Fanatical means for their role

• Begin building a solid network across the business

The last day of Rookie O Week. Objectives: • Identify functional areas in

the business unit and their leaders

• Articulate key cultural components unique to each Business Unit

Onboarding & Professional Development

Academy

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Onboarding Process Welcome

Home

NEW HIRE Day 1 Day 30 Day 60 Day 90

Pre-onboarding video (Intl. only)

Rack Ready Workbook

Rookie Orientation

Manager Detox

(Mgrs only)

Business Unit

Friday*

Sales Onboarding*

Support Onboarding*

*HR partners with the Business to consult on onboarding best practices, curriculum development, and measurement strategies

Day 7

Owned by HR

Owned by the Business

Owned by jointly

Page 26: What HR Practitioners Ought to Know About Employee Engagement Programs

Onboarding: Phase One

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Onboarding: Welcome Home (P1)

AGENDA • Welcome & Introductions • Paperwork/Badge Photos • Employee Handbook • Anti-Harassment Training • Security & Compliance Training • Benefits Discussion • Tour of Headquarters • IT Resources

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• Welcome • Portals/Wiki’s • Discover • Rack Ready Plan

Onboarding: RACK READY BOOK

Page 29: What HR Practitioners Ought to Know About Employee Engagement Programs

Rack Ready Book

Page 30: What HR Practitioners Ought to Know About Employee Engagement Programs

Rack Ready Book

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Onboarding: Rookie O Culture Week

LEADERS ARE FACILITATORS

Graham Weston/Chairman – Strengths Pat Condon & Dirk Elmendorf/Founders – History

Taylor Rhodes/CEO & President – Vision & Strategy

Karl Pichler/CFO – Rackonomics William Alberts/VP & General Counsel – Racklaw

Tod Cione/SVP of Sales – Sales Model

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Page 34: What HR Practitioners Ought to Know About Employee Engagement Programs

• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

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Page 36: What HR Practitioners Ought to Know About Employee Engagement Programs

• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

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• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

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• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

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• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

Page 40: What HR Practitioners Ought to Know About Employee Engagement Programs

Onboarding Program Agenda

Welcome Home Rookie Orientation Business Unit Friday First Day program that begins a new hire’s journey.

Objectives:

• Compliance requirements • Exposure to Business/Culture • Essential Workplace Tools

Three Day program within a Racker’s first month:

Objectives:

• Articulate our vision and strategy and how it aligns to the business

• Define what Fanatical means for their role

• Begin building a solid network across the business

The last day of Rookie O Week. Objectives: • Identify functional areas in

the business unit and their leaders

• Articulate key cultural components unique to each Business Unit

Onboarding & Professional Development

Academy

Page 41: What HR Practitioners Ought to Know About Employee Engagement Programs
Page 42: What HR Practitioners Ought to Know About Employee Engagement Programs

42 www.rackspace.com

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Talent Development Philosophy • Core situational elements:

– At the heart of Fanatical Support is the expertise and capability Rackers provide to our customers

– Technology is rapidly changing and advancing, requiring Rackers to continually advance their skill sets

– Achiever, Learner, and Strategic are our Top 3 Gallup Strengths as a company-- Our Rackers want and need to learn skills to allow them to achieve important goals.

– The skills required to continue company growth are market scarce

• Philosophical implications: – We align learning to business needs – We develop skills externally as a talent acquisition channel – We blend best practices and innovation for curriculum and course design – We use blended learning approaches and technology to enable global delivery – We will measure and we will report on the end to end experience – We prioritize the learners experience

Page 45: What HR Practitioners Ought to Know About Employee Engagement Programs

45 www.rackspace.com

Collaboration Beyond Your Team

Page 46: What HR Practitioners Ought to Know About Employee Engagement Programs

Support Team Structure

LT BDC Sys Ad

Account Coord Netsec Accnts

Rcvble

Virtualization

Storage

Backbone

DCOPS

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• Bullet 1 • Bullet 2 • Bullet 3

– Sub-bullet 3

• Bullet 4

Sample Text Slide

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Global Reach

Serving Businesses in 120+ Countries

North American Region Offices: Austin, TX Blacksburg, VA Chicago, IL Cincinnati, OH Duluth, GA New York, NY San Antonio, TX San Francisco, CA St. Louis, MO

Data Centers: Ashburn, VA Chicago, IL Herndon, VA Grapevine, TX Richardson, TX

Offices: Amsterdam, Netherlands Hayes,UK Zurich, Switzerland Data Centers: London, UK Slough, UK

Offices: Quarry Bay, Hong Kong Sydney, Australia Data Center: Fo Tan, Hong Kong Erskine Park, Australia

EMEA Region

APAC Region

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

Page 52: What HR Practitioners Ought to Know About Employee Engagement Programs

RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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53 www.rackspace.com

Living Company Core Values That Inspire

Page 54: What HR Practitioners Ought to Know About Employee Engagement Programs

www.rackspace.com

Page 55: What HR Practitioners Ought to Know About Employee Engagement Programs

www.rackspace.com

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Our Core Values… FANATICAL SUPPORT in all we do: Create customer experiences that create an emotional attachment RESULTS first: substance over flash Committed to GREATNESS PASSION for our work Full disclosure and TRANSPARENCY Treat fellow Rackers like FRIENDS and FAMILY

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www.rackspace.com

Page 58: What HR Practitioners Ought to Know About Employee Engagement Programs

Chris “Shaggy” Schneider

Racker Since 2000

Loves Bacon

Seeks To Be Involved

Page 59: What HR Practitioners Ought to Know About Employee Engagement Programs
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RACKSPACE® HOSTING | WWW.RACKSPACE.COM

Page 61: What HR Practitioners Ought to Know About Employee Engagement Programs

RACKSPACE® HOSTING | WWW.RACKSPACE.COM

Page 62: What HR Practitioners Ought to Know About Employee Engagement Programs

RACKSPACE® HOSTING | WWW.RACKSPACE.COM

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How Do You Measure Success?

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How We Measure Rookie O Effectiveness – Key Metrics • Net Promoter Score (NPS)

– Would you recommend this class to a friend or colleague?

• Learning Performance Index (LPI) – An index of 6 questions that evaluates:

• Participant engagement • Content/Flow • Demos, activities, etc. • Class expectations • Job applicability • Potential to help student with work

• Learning Objectives – Survey questions that measure the

program’s achievement of learning objectives.

• Lower Control Limits – Baseline expectations

9.32 9.25 9.39

8.00

8.50

9.00

9.50

10.00

May Jun* Jul

Achievement of Rookie O Learning Objectives

69 75

83

50.0060.0070.0080.0090.00

100.00

May Jun* Jul

NPS

0.66 0.71 0.68

0.500.600.700.800.901.00

May Jun* Jul

LPI

Page 65: What HR Practitioners Ought to Know About Employee Engagement Programs

Onboarding: How Do You Measure

“I want to use this as an opportunity to let you know that ‘Rookie-O is Awesoooooooooome!!!’. You made it feel like a giant celebration of arrival of new Rackers – I feel welcomed, appreciated and inspired.” - IOTA SEPTEMBER 2014 ROOKIE

“I’ve just finished 23 years with one organization, and for the last 10 years I’ve been in leadership positions with plenty of control, so a new country, a new job, and new culture has been a bit mind-blowing at times. The learning side of the course was awesome. Of course it was awesome, the President, the Founders, the Leaders, if we can’t learn in that environment we definitely don’t deserve to be here. But it was the cultural side and personal side that I really wanted to say thank you for.” - IOTA 2014 SEPTEMBER 2014 ROOKIE

Page 66: What HR Practitioners Ought to Know About Employee Engagement Programs

Deep Dive of Themes: • Great core values & culture • Love our work environment • Value work life balance • Teamwork & team members • Rackers enjoy their work • Rackers feel they make a

difference • Happy with their direct manager • Love the learning opportunities

What do you like best about working at Rackspace?

Culture & Values 53%

Training & Development

10%

Collaboration (Teamwork and

Goals) 9%

Leader & Managers

7%

Global Other 5%

Product (Product

Roadmap, Product

Releases, Cloud) 4%

Communication 4%

Well Being 3%

Systems & Tools

2%

Rewards & Recognition

2% Resources

(Headcount & Talent)

1%

“I still enjoy the collaborative and mostly positive culture we have at Rackspace and I think those same Core Values I adopted when I joined the company more than six years ago, still ring true today.”

Page 67: What HR Practitioners Ought to Know About Employee Engagement Programs

Deep Dive of Themes: • Better communication within

departments • Improve communication across

different departments • Systems & tools need

improvements • Better collaboration between

departments • Better accountability measures for

the following: – Core Values – Behaviors – Performance

What one or two things could be done to make Rackspace a better place to work?

Culture & Values

23% Training &

Development 9%

Collaboration (Teamwork and

Goals) 7%

Leader & Managers

14%

Global Other 4%

Product (Product

Roadmap, Product

Releases, Cloud)

3%

Communication 14%

Well Being 8%

Systems & Tools 10%

Rewards & Recognition

3%

Resources (Headcount &

Talent) 5%

“Better communication across departments. There is a lot of work being done in silos that needs to be done together.”

Page 68: What HR Practitioners Ought to Know About Employee Engagement Programs

Direct Managers should continue to: • Provide constructive feedback • Provide career & personal

development • Hold team meetings • Provide guidance

What is the one thing your manager can do to enhance or maintain your engagement?

“I thoroughly enjoy coming to work when I know I have a great manager backing me 110% of the way”

Page 69: What HR Practitioners Ought to Know About Employee Engagement Programs

Where Do YOU Want To Be In...

69 www.rackspace.com

Page 70: What HR Practitioners Ought to Know About Employee Engagement Programs

QUESTIONS?

Lawrence Reyes [email protected]

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THANK YOU

RACKSPACE® | 1 FANATICAL PLACE, CITY OF WINDCREST | SAN ANTONIO, TX 78218 US SALES: 1-800-961-2888 | US SUPPORT: 1-800-961-4454 | WWW.RACKSPACE.COM

© RACKSPACE LTD. | RACKSPACE® AND FANATICAL SUPPORT® ARE SERVICE MARKS OF RACKSPACE US, INC. REGISTERED IN THE UNITED STATES AND OTHER COUNTRIES. | WWW.RACKSPACE.COM

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The Nickname “SugarBear” Was Born!

www.rackspace.com

Page 73: What HR Practitioners Ought to Know About Employee Engagement Programs

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Page 74: What HR Practitioners Ought to Know About Employee Engagement Programs

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