In this presentation, Robin Schooling and Ryan Caligiuri discuss how HR professionals can use employee feedback to drive breakthroughs in their departments and across the organization.
<ul><li> 1. How to Use Employee Feedback to Drive Breakthroughs#HRfeedback</li></ul>
<p> 2. Robin Schooling, SPHRRyan CaligiuriManaging Director | StrategistChief Marketing OfficerSilver Zebras, LLCClearPicture@RobinSchooling@RyanCaligiuri 3. what engagement isand isnt 4. employee engagement is the emotional commitment the employee has to the organization and its goalsKevin Kruse 5. Gallup - Q12(2012)work units top quartile vs. work units bottom quartilermed utperfo o10% on customer ratings22% in profitability21% in productivity 6. by collecting, analyzing and acting upon information you can drive change in your organization 7. Clarifying the PurposeTh ecess Pro Gathering Feedback back eed FAnalyzing the Data Correlating the Data Taking Action 8. step 1: clarifying the purpose 9. what is your purpose and what is the meaning? 10. nine performance outcomes lower/lesshigherabsenteeism turnover shrinkage (theft) safety incidents patient safety incidents quality incidents (defects)customer ratings/metrics productivity profitabilityGallup2012 meta-analyses 11. common business reasons-increase revenue-drive innovation-cost efficiency-a strategic corporate shift 12. common HR reasons-increase engagement-improve productivity-reduce turnover-reduce costs 13. common problems-doesnt have senior leadership sponsorship-seen as an HR project-conducted in order to sell employees an idea-viewed as an easy fix 14. a strategic initiative with the sole objective of providing guidance around the matter of how and where to invest in people to maximise business performanceHay Group..2012 15. employees will want to know is this anonymous? how much time will this take and can I complete during work time? what sort of incentive is there? 16. employees want to know their voice will be heard!most important! 17. step 2: gathering feedback 18. consider multilingual delivery?gather feedback?online? paper-based? mobile?focus on the diverse needs of your audience?how will you 19. how you ask the questions may determine the answerstoo gentle? too confusing? 20. tip!ask both open ended and closed ended questions 21. do do how howsurre su e ake ake um ou m yo yup? up? how how ey s ey s h tth 22. mobilesocialincentivesthink like a marketer gamificationwhere are they? 23. step 3: analyzing the data 24. what are you hearing? 25. types of data quantitative deals with numbers can be measuredqualitativedeals with descriptions observed not measured 26. approach the data correctlydont mistake correlations for causationdont make invalid comparisonsaccurately establish margins of error 27. beware of biases and conclusions 28. step 4: correlating the data 29. what additional data do you need?Photo credit: swisscan / Foter.com / CC BY-NC-SA 30. HR information performance datanew hire surveys productivity stats 31. servicelogistics saleslook across the enterprise 32. other social data customer reviewscandidate feedback external channels 33. think about -who and what impacts your department?-how do improvements in another area impact your success? 34. follow up meetings with employees small focus groups probe for clarity 35. step 5: taking action 36. the biggest complaint?of it! mes er co g ev othin n 37. build a timeline ha rtDe ce mb erer up da tect cOc tob pro er jedueJu neSe ab pte cp res mb en ted erxy zAu gu st 38. to do -set goals-plan for communication-monitor progress-hold people accountable 39. hen we fo s tim ittion r acwho will do what by when? 40. considersurv ulse pmea ey toimpa sureange of ch ct 41. be social collaborative transparent 42. gathered feedback analyzed the data develop solutions 43. raving results 44. conclusion have purposetake actioncommunicate & clarify without data its only conjecture! 45. Breakthrough Opportunity Assessment (BOA) If you want to discover a breakthrough in your own organization or want to see companies that have created breakthroughs by collecting, analyzing, correlating and taking action on employee data/insights then inquire about a free BOA. I want more information on the BOA 46. questions? Robin Schooling, SPHRRyan Caligiurirobin@email@example.com us! </p>