Growth Hacking Employee Engagement

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Growth HackingEmployee Engagement


The term “growth hacker” was defined by Sean Ellis as:

“A person whose true north is growth. Everything they do is

scrutinized by its potential impact on scalable growth.”

“A person whose true north is growth. Everything they do is

scrutinized by its potential impact on scalable growth.”


Growth hacking takes old-school marketing playbooks and throws them out the window by relying heavily on creativity, social tools and data.

At the core, it is about learning from data, monitoring results and deriving insights with creativity to thrive.


This approach is obvious for Silicon Valley startups because they need to drive engagement, maximize brand awareness, sell products/services and show results to their venture capitalists.

Growth is their badge of honor.


HRWhy should

care?


Just like marketing and sales, human resources departments need to deliver results. The metrics may be different, but HR should know that the data used to identify engagement are changing.

HRWhy should

care?Focusing your metrics on creativity, social tools and learning can build a database that will help drive growth.


Here are some ways growth hacking techniques

can be applied to engage your employees:

Here are some ways growth hacking techniques

can be applied to engage your employees:


1 Onboarding


By growth hacking the onboarding process, the objective is to maximize early and effective engagement of every new hire. HR can refocus the onboarding process toward social interaction by building and measuring the social exchange for new hires. Take the pulse of the social capital of the organization and create an environment that reinforces the corporation’s values through measurable social touch points.

1 Onboarding


2 Relevant Content


Growth hacking and content go hand-in-hand. In the HR world, the old school tendency has been to give everyone the same big group hug. A group-segmentation approach can deliver excellent results by presenting your content to align with different positions and their business needs.

2 Relevant Content


3 Learning


Integral to growth hacking is testing, observing, tweaking and repeating – and then learning from all of that. These tools are used to validate good ideas for the business and shut down the ineffective ones before they become “I’d like to see you in my office” issues. Marketers and sales people need different tools to do their jobs, and, to some extent, they learn differently.

3 Learning


4 Analytics


Foundational to growth hacking is analytics. Big data is alive and well in marketing, so why not apply it to HR? HR already considers self-reported data to be valuable, so combing self-reported data points with measurable activities and a dashboard becomes a source of insight. The point is to use analytics to weed out what isn’t working and double down on the initiatives that are successful.

4 Analytics


5 Virality


Without virality, growth hacking wouldn’t thrive. Having content that employees want to share organically is optimal. Imagine the power that social recognition can have within the boundaries of a safe corporate social exchange. Give them something to Like, Tweet and Share.

5 Virality


Bring ideas that leverage the power of virality, analytics and content to your next meeting by downloading our article and becoming an HR growth hacker.

http://www.biworldwide.com/en/white-papers/employee-engagement/growth-hacking-employee-engagement?utm_source=SlideShare&utm_medium=Slide&utm_campaign=G5

http://www.biworldwide.com/en/white-papers/employee-engagement/growth-hacking-employee-engagement?utm_source=SlideShare&utm_medium=Slide&utm_campaign=G5

BI WORLDWIDE uses the principles of behavioral economics to produce measurable results for our clients by driving and sustaining engagement

with their employees, channel partners and customers.


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Growth Hacking Employee Engagement