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Communicating in times of change:
Effectively gather and implement
employee feedback
Jessica Kimball
Mattel Employee Engagement and Diversity & Inclusion
Internal Communications & Employee Engagement Summit
Jessica Kimball
• Leads Global Employee Engagement
and Diversity & Inclusion @ Mattel
• Favorite Toy: Bubble Wrap
• Career experience spans education
startup to HR Strategy:
Talent Management, Talent Acquisition,
Learning and Organizational Development,
Diversity & Inclusion, Employee Engagement
About Mattel & Our Speaker
2
• A leading global toy company
• 74 years old
• Brands include:
• 31,000 employees globally
= 10,000 corporate employees
+ 21,000 manufacturing employees
Internal Communications & Employee Engagement Summit
What we’ll cover today…
3
When is the right time to measure employee engagement?
What is the right approach to take for your engagement survey?
Moving from insights to action
Empowering our people to drive change
Internal Communications & Employee Engagement Summit
When is the RIGHT TIME to measure
employee engagement?
Internal Communications & Employee Engagement Summit
5
a. During times of organizational stability
b. After organizational change
c. Whenever you need to gain a clear
sense of employee happiness and
better understand what drives your
employees
When is the right
time to measure
employee
engagement?
Internal Communications & Employee Engagement Summit
Answer at: ragan.cnf.io
State of Change in the Workplace
6
73%+24% since 2018
of executives predict significant industry disruption
in the next three years*
Significant human capital implications:
• More frequent (and often larger)
org changes
• Greater need for agility
• Lack of clear roles and responsibilities
• Slow decision making
Can negatively
impact
Employee
Engagement
*Mercer 2019 Global Talent Trends Report
Internal Communications & Employee Engagement Summit
7
Measure…
• After large organizational changes to
understand the impact the changes are
having on employees
• During times of stability to understand
what is working, what’s not working, and
to uncover discrepancies in what you
THINK may be working but really isn’t
There will never be
a PERFECT time to
measure employee
engagement
Internal Communications & Employee Engagement Summit
8
Our opinion:
Whenever you need to gain a
clear sense of employee
satisfaction and understand
what drives your employees
and keeps them connected
to your company.
When is the right
time to measure
employee
engagement?
Internal Communications & Employee Engagement Summit
What is the RIGHT APPROACH to take for
your engagement survey?
Internal Communications & Employee Engagement Summit
Which should you choose?...
Range of engagement survey options
10
Can be a great starting point:
• Easy and quick to create
• Can start with a few questions
• Cost-effective (may even be free!)
• Keep in mind not to survey for
survey sake – take time to identify
clear objectives and design
questions to address key areas
Less formal
Do-it-Yourself
High-powered analytics
& planning within platform:
• Customer success teams available
to help with survey design or design
your own
• Real-time data analysis at close of
survey
• Action planning often within platform
• Keep in mind how data-friendly your
organization is and what level of
assistance you may or may not
need for detailed analyses
Employee Engagement
Technology Platforms
Traditional Engagement
Survey Companies
Extremely high-touch service:
• In some cases, decades of
experience
• Detailed survey design
• Often conduct all analysis for you
and provide an overview of key
insights and action planning steps
• Keep in mind might be cost-
prohibitive for small companies
surveying for the first time
Internal Communications & Employee Engagement Summit
11
a. Informal Do-It-Yourself (DIY)
b. Engagement Technology Platform
c. Traditional Engagement Survey
Company
Which approach
matches your
organization’s
current needs?
Internal Communications & Employee Engagement Summit
Answer at: ragan.cnf.io
Tracking employee sentiment during times of change
12Internal Communications & Employee Engagement Summit
Goal:
gain a clear sense
of employee
satisfaction and
understand what
drives your
employees
Disruption
& Change
are becoming
more and more
prevalent
but
so
we
need
to
Embrace
agility
to quickly measure
however often
needed and drive
speed to action
What we needed at Mattel…
13
Previous Employee Opinion Surveys
• 6 surveys between 2001-2016
• Usually 2-3 years between surveys
• 50+ questions per survey
• Survey audience: all global corporate employees
• Time from analysis to action:
1 month for data analysis and crafting executive summary
+ 1 month to share with executive team and senior leaders
+ 1 month to share with company and prepare for action
planning at senior leadership levels
Approx. 3 months from survey close to action planning
What we needed:
• Company in transformation
• More frequent pulsing to keep up with rate of
organizational change
• Fewer questions, but with laser focus on items
highly-correlated with employee engagement
• Measure engagement at multiple touchpoints
across employee experience
• Same audience: all global corporate employees
• Significantly faster analysis and speed from insight
to action
Internal Communications & Employee Engagement Summit
We chose an employee engagement technology platform called Glint
14
50+Languages
supported
150+ Countries
deployed in
4M+ Employees surveyed
Around the world
• Measures employee engagement across the employee lifecycle: New Hire, Engagement, and Exit
• Comment analysis to further understand context and qualitative drivers of engagement
• Allows more frequent pulsing and quickly translates data into action
Internal Communications & Employee Engagement Summit
15Internal Communications & Employee Engagement Summit
Moving from insights to action
Internal Communications & Employee Engagement Summit
Speed to Action
17
Previous Employee Opinion Surveys
Time from analysis to action:
1 month for data analysis and crafting executive summary
+ 1 month to share with executive team and senior leaders
+ 1 month to share with company and prepare for action
planning at senior leadership levels
Approx. 3 months from survey close to action planning
2018 Global Engagement Survey
Time from analysis to action:
1 week for data analysis and crafting executive summary
(shared global topline results with company 10 days after
survey close!)
+ 1 week to share with executive team
+ winter break ☺
4 weeks after survey closed: Results and Action Planning
opened for Senior Leaders
Internal Communications & Employee Engagement Summit
18
Activating Engagement @ Mattelacross all levels of the “Employee Engagement Funnel”
Level 1:Company Focus
❑ Listening & Committing to Act
❑ Identifying company-wide focus area
Internal Communications & Employee Engagement Summit
From Insight to Action…
19
Ways to increase accountability for
Employee Engagement and Action Planning:
• Clear company-wide engagement goal
• Talent Management integration: integrated
engagement survey action planning into annual
organizational and talent planning process
• Performance Management goal setting: all people
leaders have a people and culture goal focused on
engagement for increased accountability
Clear goals and
Accountability
Internal Communications & Employee Engagement Summit
Empowering our people to drive change
Internal Communications & Employee Engagement Summit
✓ Listening & Committing to Act
✓ Identifying company-wide focus areaCompany Focus
✓ Global Engagement Survey Action Planning
✓ Integrated into Mattel leadership trainings People Manager
Capability
21
Activating Engagement @ Mattelacross all levels of the “Employee Engagement Funnel”
Internal Communications & Employee Engagement Summit
People Manager Action Planning
22
Action Planning opened to all people leaders
who had enough respondents
• HUGE step for Mattel!
• Empowered managers to take an even more active
role in their team’s engagement
• Resources:
✓ Mattel team created a Manager Action
Planning toolkit; internal yammer group for
resources, communication, and updates
✓ Partner resources: Glint on-demand platform
training; Glint Manager Concierge → guides
managers directly in platform
Internal Communications & Employee Engagement Summit
Engagement Action Planning Tips
23
• Clear company-wide focus areas
• Empowering all eligible people leaders to
create action plans for their teams
• Clear & simple instruction guides, templates,
and trainings provided for determining action
planning focus areas and action items
What went well!!! What went ok… but could have been better:
• Addressing “waterfall” concerns (e.g. if each
people leader in a reporting line picks one focus area
that their teams below them are responsible for, will the
most junior leader end up with 3-5 items to address?)
• More robust follow-up campaign with people
leaders to ensure that they’re working with their teams
and tracking progress
Internal Communications & Employee Engagement Summit
✓ Listening & Committing to Act
✓ Identifying company-wide focus areaCompany Focus
✓ Global Engagement Survey Action Planning
✓ Integrated into Mattel leadership trainings People Manager
Capability
✓ “Permission” from top
o Started with message from Chief People Officer
o Executive Culture Sponsors to lend voice to specific initiatives
throughout the year
✓ Employee Engagement Programming
❑ Own your Engagement toolkit – Resources on:
o Various ways employees can get more involved in Mattel culture
o How to align your personal purpose with your purpose at Mattel
o Tips on Work-life integration, stress management, etc.
Empowering Employees to get
Involved
24
We are highlighting the
various initiatives that
have been inspired by
our survey results with
our “Powered by GES”
logo
37%of employees do not
believe meaningful action will be taken as a result of
survey*
*According to Glint global benchmark
Activating Engagement @ Mattelacross all levels of the “Employee Engagement Funnel”
Internal Communications & Employee Engagement Summit
25
Gathering and
Implementing
Employee
Feedback
During Times of
Change
Key Takeaways• There may never be a perfect time to measure employee
engagement. An agile approach allows us to measure
whenever you need to gain a clear sense of employee
satisfaction and understand what drives your employees and
keeps them connected to your company.
• There are a range of engagement survey delivery options.
Ultimately when choosing a survey option, it is important
to consider:
o Your current organizational context
o What objectives you seek to reach with your engagement
survey
• Increase accountability for employee engagement with clear
goals and by integrating engagement into talent processes
• Activate engagement at each level of the “Employee
Engagement Funnel”: company-wide, people managers, and
empowering individual employees to own their own engagement
Questions?
Internal Communications & Employee Engagement Summit
Thank you!!!
Internal Communications & Employee Engagement Summit