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H E A L T H W E A L T H C A R E E R
NOVEMBER 30, 2016
H O W T O B U I L D P O S I T I V E E M P L O Y E E E N G A G E M E N T
Presented by: Lisa Jarmoszka, Mercer PeoplePro
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B R O U G H T T O Y O U B Y
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H OU S E K E E PIN G
Credit Questions Topic
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E A R N IN G C R E D ITS
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the entire
duration
Certificates delivered by
email no later than 1/06/17
Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.orgThe use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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T O D A Y ’ S F E A T U R E D S P E A K E R S
Lisa Jarmoszka currently provides communication, corporate image, eventsand marketing advice and services to non- and for-profit organizations inassociation with Mercer PeoplePro. Additionally, she is an adjunct faculty
member at the College of DuPage’s Department of Continuing Education.
Lisa has over 25 years of experience in human resources consulting – many of which were with Mercer, audience engagement, corporate communication and philanthropy, marketing, advertising and community affairs. She has consulted with a wide variety of clients from various industries, and has worked on both the client and agency side.
She is a member of the Board of Directors of the Economic Awareness Council, serves on the DuPage Habitat for Humanity ReStore Advisory Board, and was a founding member and Committee Chair of Money Smart Week in DuPage County, IL. Lisa has been honored by the International Association of Business Communicators with several national and regional awards, and published in their Chicago newsletter.
Lisa earned her Bachelor of Arts degree in English Communications from William Woods University in Fulton, MO.
Lisa JarmoszkaEmployee EngagementPRO
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W H A T W E W I L L D I S C U S S T O D A Y
• The difference between communicating with employees and engaging them
• Why employee engagement is an organizational (not just an HR) issue
• How to recognize and measure engagement and disengagement
• The top employee engagement issues/priorities – and how organizations are effectively addressing them
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W H A T I S E M P L O Y E E E N G A G E M E N T ?
Commitment
Discretionary EffortPassion
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E N G A G E M E N T V S . C O M M U N I C A T I O N : W H A T ’ S T H E D I F F E R E N C E ?
Employee EngagementLisa Jarmoszka
Combine the following:
Rewards & Recognition
CommunicationCulture
Leadership
PerformanceOpportunities for GrowthVision & ValuesSocial Responsibility
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W H Y I S E N G A G E M E N T S U C H A B I G D E A L ?T A K E A L O O K A T T H E N U M B E R S
According to the most recent Gallup poll of U.S. employees:
• 32% of all employees are engaged
• 35% of female employees are engaged
• 29% of male employees are engaged
• 41% of female managers are engaged
• 35% of male managers are engaged
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T H E B U S I N E S S C A S E F O R E N G A G I N G E M P L O Y E E S
• Engaged employees always or almost always try their hardest
• High employee engagement levels lead to higher customer retention levels
• Engagement programs lead to higher profits and higher earnings per share (EPS)– Organizations with engaged employees have roughly double the revenue growth
each year
• There is less unfavorable attrition
• Engaged employees are more creative
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F U L L Y - E N G A G E D E M P L O Y E E S A N S W E R ‘ Y E S ’ T O T H E F O L L O W I N G Q U E S T I O N S
• I know what is expected of me at work
• I have the right materials and equipment I need to do a quality job
• At work, I have the opportunity to do what I do best every day
• In the last seven days, I have received recognition or praise for doing good work.
• My supervisor, or someone at work, seems to care about me as a person.
• There is someone at work who encourages my development.
• At work, my opinions seem to count.
• The mission or purpose of my company makes me feel my job is important.
• My associates or fellow employees are committed to doing quality work.
• At work, my opinions seem to count.
• The mission or purpose of my company makes me feel my job is important.
• My associates or fellow employees are committed to doing quality work.
• I have a best friend at work.
• In the last six months, someone at work has talked to me about my progress.
• This last year, I have had opportunities at work to learn and grow.
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E M P L O Y E E E N G A G E M E N T:H O W T O R E C O G N I Z E A N D M E A S U R E I T
• Look at business data
• Review comments on social media sites (e.g. Glassdoor)
• Conduct employee research– Employee engagement surveys– Pulse surveys– Employee interviews– Employee focus groups
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W A Y S T O C R E A T E M O R E A M O R E E N G A G E D W O R K F O R C E
• Rely more on face-to-face dialog and less on one-way, “push” communication
• Be as transparent as possible when communicating with employees
• Educate employees about your mission, vision and values
• Select, coach and reward managers for employee engagement
• Connect with employees in ways meaningful to them
• Let employees figure out the best way to get their job done (no micromanaging)
• Enable employees to become involved in socially-responsible programs sponsored by your organization – during their work day
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W A Y S T O C R E A T E M O R E A M O R E E N G A G E D W O R K F O R C E
• Include employees in appropriate levels of decision-making and business planning
• Make the more administrative tasks into a game, with recognition for completion
• Provide employees with frequent, specific performance feedback – share direct customer feedback
• Encourage managers to highlight employees’ strengths
• Provide opportunities for professional growth and clear career paths
• Clearly connect individual goals to organizational goals
• Reward employees for reaching goals – and celebrate milestones and successes
• Manage actively disengaged employees out of the business
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C A S E S T U D Y : S O U T H W E S T A I R L I N E S
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Challenge: Create a bold, bright new uniform design, consistent with new logo
Solution: Tap employees to design the uniform
Outcomes: A more ‘fashion-forward’ and functional uniform, reflective of the personalities of employees. An opportunity for employees from different departments to collaborate. And an ‘unforgettable experience’ for employees.
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C A S E S T U D Y : C L E V E L A N D C L I N I C
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Challenge: Improve patient experience by transforming how every employee delivers healthcare
Solution: Staff surgeon named Chief Experience Officer – given staff and budget. Target specific behaviors to measure and reward. All-employee training on roles as caregivers, aligned with mission, vision and values. Improved communication, level-setting with employees and patients. ‘Caregiver Celebrations’ recognition program. Monthly manager training.
Outcomes: Employee engagement and patient satisfaction scores have increased dramatically. Quality, safety and efficiency metrics increased, as well.
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C A S E S T U D Y : N O N P R O F I T O R G A N I Z A T I O N
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Challenge: Help this nonprofit organization work more effectively across departments to maximize corporate partnerships
Solution: Conduct employee research – survey of all employees who play a role in corporate sponsorships, and interviews with key employees. Workshop with key employees apply external insights and research findings to create a high-level process for more effective internal, cross-function collaboration and discuss new ideas for sponsorship management.
Outcomes: A flexible, principles-based process that allows for collective input and values subject-matter expertise, and also recognizes defined roles/responsibilities.
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E M P L O Y E E E N G A G E M E N T:W H E R E T O B E G I N & K E Y S T O S U C C E S S
Outcounsel the actively disengaged
Reward, publicize and celebrate success
Measure
Utilize involvement strategies
Emphasize face-to-face communication
Communicate the initiative/goals and how aligned with mission/vision/values
Leadership sponsorship and active participation
Baseline research
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W H E N Y O U S H O U L D G E T O U T S I D E H E L P
• Getting baseline data/employee research and measurement
• Leadership business case development
• Creating engagement strategies and communication
• Subject-matter expertise
• Benchmarks/market research to understand what other companies are doing
• Creating/facilitating training and involvement sessions
• Creating effective reward/recognition strategies
Contact me at:[email protected]
708-528-1119
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QUESTIONS
Please type your questions into the Questions section of your GoToWebinar panel
Special OfferEnjoy 2 free hours of Mercer PeoplePro consulting on hot HR issues at https://mercerpeoplepro.com/engagementcompliments of Mercer PeoplePro.
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E A R N IN G C R E D ITS
Be watching using YOUR unique URL
for login
Stay on the webinar, online for the entire
duration
Certificates delivered by
email no later than 1/06/17
Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.orgThe use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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W H A T I S M E R C E R P E O P L E P R O ?
Mercer PeoplePro is the most powerful and affordable virtualmarketplace for HR consulting and solutions. Designed to bringMercer’s trusted brand and expertise to the small business segment,Mercer PeoplePro will power the HR engine needed by companies togrow fast, and attract and retain the best talent.
MERCER PEOPLEPROTM
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• Ascentis Performance tuning:– Mobile-interface– Tune performance on-demand– Notify employees when they
need to be engaged.– No-training required
• Employees can update accomplishments and rate themselves.
• Grow employees, expose stars, and keep employees engaged.
A S C E N T I S TA L E N T M A N A G E M E N T
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ON-DEMAND WEBINARSWATCH FROM ANYWHERE. AT ANYTIME. AT NO COST
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