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Engaging and Retaining Employees through the
EMPLOYMENT LIFE CYCLE
Presented by:
Shellie Haroski, SPHR, SHRM-SCP
Assessing Engagement
1. List what works well to engage your employees
2. List areas of opportunity
3. Rate your employeeengagement, 1-10
Engagement
Why are we talking about engagement?
• Employee’s Market
• Cost of Employee Turnover
– 80% of operating costs are for human capital
– Cost to replace can be 30%-40% of annual salary
Engagement Statistics
we can’t afford NOT to engage our employees
$300Blost in
productivity
Gallup Poll
$11Blost by
employee turnover
US Bureau of National Affairs 2013
Engagement Statistics
if you are not engaging your top talent,
someone else will!
20%better
Corporate Leadership Council
87%less likely to leave
Corporate Leadership Council
engaged employees perform engaged employees are
Reality Check
Engagement Statistics:
of employees are not engaged (simply going through the motions)
of employees are actively disengaged (doing bare minimum)
of employees are actually engaged
54%
17%
29%Gallup Poll
What Does Engagement Look Like?
Engagement is the relationship between an organization and its employees.
• An engaged employee is fully absorbed by and enthusiastic about their work.
• An engaged employee takes positive action to further the organization’s reputation and interests.
What Does Engagement Look Like?
Intentional Disengagement
rest and recovery is essential to sustain full engagement
Attract
Great companies
great employees…and keep them!
• Company Brand/Reputation/Image
• Incorporate Mission, Vision, Values
• Culture
• Value of Job
Attract
Great companies
great employees…and keep them!
• Inspirational Leadership
• Organizational Uniqueness
• Ensure high level of communication
Recruit and Select
• Incorporate Mission, Vision, Values into interview process
• Promote culture
• Promote opportunities and benefits
• Ensure new hire’s values are aligned with company values
Recruit and Select
• Ensure high level of communication
• Honor commitments
• Ensure structured process
On-Board
• Incorporate Mission, Vision, Values into On-boarding Process
• Be prepared
• Engage stakeholders
• Ensure high level of communication
On-Board
Incorporate the 4 C’s of On-Boarding:
Compliancelegal, policy related rules and regulations
Clarificationunderstand new job and expectations, role clarity
Cultureorganizational norms
Connectioninterpersonal relationships, resources, support
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On-Boarding Benefits
• Increased Job Satisfaction, Job Performance
• Increased Commitment, Retention Rates
• Increased Time to Productivity
• Increased Social Integration, Organizational Culture
• Increased Customer Satisfaction
Employee Development
• Incorporate Mission, Vision, Values into employee development process
• Facilitate employee development
• Ensure high level of communication
Employee Development
Ways to Facilitate Employee Development
Individual Development Plans
Performance Metrics
Opportunities Outside of Job Function
Constructive Feedback
Interaction and Collaboration
Link to Professional Network
Set the Example of Desired Behaviors
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Employee Experience
• Actions compliment Mission, Vision and Values
• Culture
• Credible and trustworthy
• Autonomy when appropriate
Employee Experience
• Social support
• Empower to discover potential
• Flexibility when appropriate
• Equitable treatment
• Performance feedback
Employee Experience
• Positive reinforcement
• Coach towards success
• Employee involvement
• Inspired Leadership
• Ensure high level of communication
Recognition & Compensation
• Additional responsibilities, career development, and special assignments
• Training/education
• Feel valued and validated
• Appreciation/praise
Recognition & Compensation
• Interesting/meaningful work
• Feeling “in” on things
• Authentic communication/feedback
• Equitable treatment
• Comparable total compensation – internal and external
Transition
• How the employee is treated as they transition
• Business decisions = Personal impact
• Ensure positive PR
• Provide transitional services
Role of Leadership
relationshipwith immediate supervisor
people leadership business leadership self leadership
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Leaders - Build High Engagement
CredibilityCommunicate frequently, relate data to business fundamentals and
strategy, communication forums for 2 way communication
ConcernEnsure senior leaders communicate in person, appeal to employee’s
emotional commitment by linking experiences to initiatives
ConnectionShow employees how their jobs contribute to business objectives
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Role of Communication
• Empowering leadership about who company is and where it is going
Strategic Narrative
• Authentic Feedback to Coach Employees
Engaging Managers • Provide
opportunity for 2 way communication
Employee Voice
• No gap in actions vs. words
Integrity
Role of Human Resources
• Proactive instead of Reactive
• Higher HR involvement
• Drive People planning cycle
• People Focus - enhance, motivate and retain most important asset
Role of Human Resources
• Drive performance and profitability
• Link people contributions and metrics to company mission
• Create structure around actionable items (recruiting, on-boarding, performance management, compensation, etc.)
7 Key Ways to Engage Employees
Better Communication
Show Appreciation
Provide Recognition
Walk the Talk
Gallup Poll