Prepare to implement solutions for the workforce of the future. Anticipate your organizational needs by assessing trends. Identify tools for meeting your future priorities where you are least effective today leveraging Social HR solutions that are rapidly emerging.

1. the future is performance-enhancing social hr
P. Quake Pletcher
19 February 2013
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2. Do you have any leaks
in your people investments?
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3. Change is not Decelerating!
‘They’re not yours anymore’
– By 2020, your workforce will be 50% contingent workers
‘The brain drain train is gaining speed’
– Boomers are retiring @ 10,000 per month
‘Virtual teams up, risky business follows’
– Up to 70% of virtual teams fail to meet expectations
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4. peeqMe Accelerates Adaptation
Social HR
How not What Anyone, Anywhere, Anytime
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5. 2013 Top Priorities
Business Leaders Human Resources
People and Talent Management
51% Leadership Development 56%
44% Employee Engagement 51%
47% Employee Development 46%
55% Improve Team Performance 36%
Source: McLean and Company
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6. Where there is a mismatch between effectiveness and priority
Priorities x Effectiveness
levels, diagnose which areas require more of your attention
High Priority Leadership development
Employee engagement
Employee development
Improve Talent pipeline Leverage
Management development
Succession planning HR-Business alignment
Compliance with labor
Team performance Performance appraisals laws & regulations
HR strategy development
HR metrics & reporting Workforce planning
Priority Coaching & mentoring Talent selection criteria
Employee communication HR technology
& stakeholder mgmt
Compensation structures
Employer branding
Organization structure
HR policies & procedures
Rewards & recognition
On-boarding programs
Manager interviewing skills
Evaluate Maintain
Variable pay plans
Low Priority
Not Highly
Effective Effectiveness Effective
Source: McLean and Company
McLean & Company 49
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7. peeqMe for Now and the Future
HR Respondents: Projected Growth for each trend
Gamification 260% Gamification is
Stay interviews 138% the highest
High potential employee programs 97%
scoring emerging
trend for growth
Planning for baby boomer retirement 94%
in 2013.
Social recognition/ collaboration tools 90%
Engaging generation Y 80%
Long-term incentives for non-… 80%
Talent mobility strategy 59%
Results-oriented work environment 56%
Agile performance mgmt 51%
Wellness initiatives 41%
Managing diversity 40%
The trends with the
Flexible work arrangements 38% highest
2012 Current Social media for recruiting 38% implementation rate
Implementation Rate:
Globalization of HR as a function 37%
will continue to grow
Low Implementation
(<10% implemented)
at over 30% in 2013.
E-learning 35%
Medium Implementation
(10% to 20% implemented) Corporate social responsibility 31%
High Implementation 0% 50% 100% 150% 200% 250% 300%
(≥20%) implemented
Projected Growth for Each Trend
Source: McLean and Company
McLean & Company 23
HR Respondents (Business Relative Rank) In Planning Growth Areas peeqMe Solution
High Potential Employee Program (2) 38% 97% Coach Upward
Stay interview (7) 24% 138% Engage/Retain Support
Social recognition/ Collaboration tools (5) 24% 90% Improve Team Chemistry/Performance
Planning for Boomer Retirement (6) 22% 94% Knowledge Transfer
Engaging Gen Y (3) 23% 80% Open, Connected, Mobile Feedback
Talent Mobility (1) 25% 59% Effective Assignment, Parachuting
Managing Diversity (4) 21% 40% Promote Innovation, Avoid Storms
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8. Fast Facts and Figures
A Better Way
Employee Engagement:
Up to 70% of employees are disengaged from their job
Daily strength focused employees are 6x more likely to be engaged in their jobs
Team Performance:
Up to 70% of teams are fail to meet expectations
High performing teams are marked by a 6:1 positive to negative feedback ratio
Developmental Feedback:
Most business processes collect feedback annually from 2-3 sources
Reliable feedback should have at least 10 sources
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9. peeqMe Mobile App
Innate Intention
peeqMe focuses on the natural peeqMe allows users to identify behaviors
preferences/strengths for individuals and values they intend to display.
Corporations do an excellent job of
Over $2B per year is spent on leadership, capturing “What” people did, but struggle
behavior, and personality assessments to capture “How” employees accomplish
their work objectives.
peeqMe permits users to upload
peeqMe provides a simple profile based
corporate behaviors/competencies, and
on the most popular assessments
values.
Users can give and get input at the point
Users have access through the peeqMe
of experience for review later with
mobile app
mentors or managers.
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10. Development:
Leaders and
Employees
1. High Potentials
• Coach Upward
Fresh, frequent feedback
2. Boomer Retirement
• Transfer Knowledge
Facilitate mentoring relationships
3. Talent Mobility
• Assign to Projects Effectively
Follow-me mobile app, flows with
talent
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11. Engagement:
Employees and Teams
1. Social Recognition/Collaboration
• Better Team, No Silos
Teammates ‘catch each other doing
good’, use talent smarter
2. Engage Gen Y
• Open, Connected, Me-focused
Mobile app, networked and
individualized
3. Manage Diversity
• Promote Innovation, Avoid Storms
‘Read the Room’ with Group views
of strengths, style.
4. Stay Interviews
• Support Engaged Discussions
Use behavior based history for
discussion starters.
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12. Implementation: How used
Organizational uses are member driven, bottoms up
Personal Access Booster Access Corporate Access
• No access to natural strengths • Selected access to natural • Access is granted by user to
or style except to self profile organization to see de-identified
• Keeps “book in hand,” not • Supports external coaching and data for meta analysis and
locked up, for personal mentoring from trusted reporting purposes
reflection and user-driven relationships • Access may be granted by user
growth • Permits insights to selected to organization to see identified
• Joins the network for feedback individuals on a need to know data for specific analytics and
giving, seeing profiles, getting basis, such as working teams or reporting, including:
org values/behavior feedback management • Talent identification
• Early interventions
• User-specific support/training.
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13. Implementation: How spread
peeqMe works a little differently for the enterprise
Open Organic Observe Opportunistic
• No silos, extend open • Allow teams and • Actively observe how the • Support and encourage
invitation individuals chances to tool plays out experimentation
• Customers, Partners, Per share • Analyze what works for • Cherry-pick best
sonal & Professional • This is “how” we work, let your organization practices and highlight
mentors, Vendors, etc it flow super users
• Incentivize participation • Seed with paid
assessment support
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14. Action Steps
• Sign-up for beta release in Spring 2013 at
www.peeqme.me… It’s FREE!!!
• Extend invitation to early adopter cohorts
within your organization
• Organizations with 20+ beta participants will
receive free corporate features until 2015.
• Participate in development webinars to
provide feedback, request features, and help
prioritize development
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