The Retention Roadmap
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The Engagement Roadmap 4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it! While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it. In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores. Learn 4 ways strategic HR departments are using integrating engagement including: 1. Engaging Applicants - how to increase the number of quality hires with less work 2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year! 3. Engaging Line Managers - how to get managers to embrace your engagement program 4. Engaging the C-Suite - how to get buy-in for your engagement goals Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company. To learn more, visit http://hrsoft.com
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The Retention Roadmap
- 1. The Engagement Roadmap 4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
- 2. AGENDA Presented By The Engagement Roadmap Brian Sharp Chief Marketing Officer Brian.Sharp@HRsoft.com /in/bsharponline @bsharponline | @hrsoft_inc
- 3. AGENDA Our Approach The Engagement Roadmap Engagement is Awesome. Productivity Profits Performance Job Satisfaction Retention
- 4. AGENDA Our Approach The Engagement Roadmap 90% of HR leaders think an engagement strategy will have an impact on business success, but less than 25% have a strategy.
- 5. AGENDA Our Approach The Engagement Roadmap Strategy. Technology.
- 6. AGENDA Properly Utilizing Strategy & Technology The Engagement Roadmap Sometimes we have the right intentions but are using the wrong tools.
- 7. AGENDA The Old Strategies The Engagement Roadmap Traditional Talent Management practices are not working. 71% of workers are disengaged “Actively Disengaged: employees Costs U.S. businesses $500B per year Employee turnover has been Increasing for the last 5 years Source: Gallup
- 8. AGENDA The Old Technology The Engagement Roadmap More complicated problems. More complicated software.
- 9. AGENDA Employee Engagement The Engagement Roadmap Employee engagement is about the experience.
- 10. AGENDA Employee Experience The Engagement Roadmap
- 11. AGENDA Integrating Engagement The Engagement Roadmap Are your engagement initiatives leveraging technology? Is your technology integrating engagement?
- 12. AGENDA Your Engagement Roadmap The Engagement Roadmap Integrating Engagement Candidates Managers Employees C-Suite
- 13. AGENDA3 Keys for Your Roadmap Strategic HR Effective Line Managers Engaged Employees The Engagement Roadmap High Impact Talent Management™
- 15. AGENDA Engaged Candidates The Engagement Roadmap Company Branding Career Sites Company Messaging (CVP) Connect with the Candidates you want
- 16. AGENDA Engaged Candidates The Engagement Roadmap Recruiting & Hiring Social Media Easy application process Candidate communications Post-hire programs
- 17. AGENDA Engaged Candidates The Engagement Roadmap Strategy Recruiting Technology ATS/Recruitment Engagement Roadmap Career Sites Company Messaging/Branding Candidate Communications Post-Hire Programs
- 19. AGENDA Engaged Managers The Engagement Roadmap Decision Support Clear & Consistent Guidelines Process Transparency & Trust Empower to make decisions & mistakes Empowered Managers = Engaged Managers
- 20. AGENDA Engaged Managers The Engagement Roadmap Tools, Time & Training Accountability Consistency Coaching The “HR Angel” 70% of HR leaders said growing manager skills was a top priority. Source: 2014 Root Survey
- 21. AGENDA Engaged Managers The Engagement Roadmap Strategy Line Management Technology ATS/Comp/Performance Engagement Roadmap Decision Guidelines Accountability & Results Tracking Coaching & Training
- 23. AGENDA Engaged Employees The Engagement Roadmap Information Job Descriptions & Goals Compensation & Benefits Company programs, initiatives & values
- 24. AGENDA Engaged Employees The Engagement Roadmap Communication What they are doing (process & procedure) How they are doing it (performance) Why they are doing it (satisfaction)
- 25. AGENDA Engaged Employees The Engagement Roadmap Strategy Talent Management Technology ATS Performance Total Rewards Stay Interviews Engagement Roadmap Job Descriptions Comp & Benefit Info Performance Reviews Stay Plans
- 27. AGENDA Engaged C-Suite The Engagement Roadmap Understanding Alignment Current Company Positioning Company Goals & Vision How does engagement fit in and benefit the goals of the: CEO CFO CHRO CIO Integrating engagement must be a strategic fit.
- 28. AGENDA Engaged C-Suite The Engagement Roadmap Demonstrating Value Know the goals Know your numbers Turnover rate/costs Engagement scores Cost per hire Time to hire Show the impact To dramatically improve engagement scores, you don’t need to spend more – just spend differently.
- 29. AGENDA Engaged C-Suite The Engagement Roadmap Strategy Corporate Strategy Technology ROI Calculators Engagement Roadmap Align Engagement w/priorities Focus on Savings (not just scores) Shift don’t spend
- 30. AGENDA Building Your Engagement Roadmap The Engagement Roadmap Strategy Recruiting Talent Management Line Management Corporate Engagement Roadmap Technology Applicant Tracking Compensation Performance Total Rewards Stay Interviews
- 32. Strategy Session HRsoft.com answer questions share resources offer solutions The Retention Roadmap
- 33. AGENDA Presented By The Engagement Roadmap Brian Sharp Chief Marketing Officer Brian.Sharp@HRsoft.com /in/bsharponline @bsharponline | @hrsoft_inc
- 34. The Engagement Roadmap 4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
Notas do Editor
- - Today we are going to talk about how to increase your engagement scores
- it’s something we all know is important but not sure where to start Being taught to just bolt on solutions, but they are not working 25% of you have a plan – today is more about validation and some new ideas 50% have an idea of what you want to do – need some ideas on how to get started 25% need some ideas, this has not been as much of a priority in the past
- Using the strategy & technology you work with every day A simplified DIY approach
- - An experience you can create with the HR strategies and technology you use every day
- Friends at google, linkedIn, GoPro Your campus does not need to look like an amusement park, have a slide in the lobby or free massage
- Bolting on may make a blip but not solve the problem
- Going to talk through how to integrate engagement in 4 key areas that HR touches My disclaimer Not an HR expert Have oppty to interview and work with them every day My expertise is in using technology to execute strategy Warning: don’t try to do all of this. Find one idea in each area to integrate Not all of you will be using all of these strategies and technology, that’s OK Idea is to expose you to what’s available under your fingertips or in the market to help!
- The foundation that this roadmap is built upon is HITM The GPS system
- set the tone from the beginning Hiring engaged employees starts with engaged candidates
- Take control of your brand marketing to your candidates is not different than your customers Get them engaged so you can attract and hire the best candidates Career sites Should reflect the image and quality of your brand (not look like your kid made it) Provide an engaging user experience Company Messaging (Value Proposition) What makes your company special? What do you stand for? Why would someone want to work there? Use it to convey the message that will attract your ideal candidates This stuff matters! (see statistic) Connect with candidates
- Keeping them engaged is about making it easy and interactive STORY: online shopping analogy (think about a fun, easy purchase compared to one you have to figure out) Social media – how are you connecting and engaging with them online (that’s where they live!). What are they reading about you? It’s not just about posting jobs it’s about connecting with your candidates. Easy application process – keeping them engaged is about keeping them on the page (just like marketing). Your career site should be easy to use and intuitive to follow. Candidate Communications – how are you engaging during the process? Don’t keep them guessing, keep them connected! Post Hire Programs – how are you engaging with them right after hire? Is it structured or only when needed? STATISTIC: 35% of American workers quit in the first 6 months. Only 52% are engaged 6 months after hire. Engagement is not something you just do, you integrate – create post hire programs and really nurture the new-hires
- STORY: University Health Network 100k applications/year with only 8 staff Integrated engagement by focusing on Branding: why their organization was a great place to work (the groundbreaking work they do in healthcare) Branding helped improve candidate self selection best fit for the co. culture (filter out candidates before they apply) Hiring Process: users were used to fast and easy sites, had to build their career site that way Initially technology was the advantage of the applicant, but now it benefits both The fixed retention by integrating engagement into the recruiting process.
- This is where the magic happens The catalyst for your engagement initiatives: Line managers, not HR, are ultimately the key drivers of engagement STATISTIC: most employees don’t quit because of the job or pay- but because of the manager But the line managers need to be engaged just like the employees. Let’s talk about how
- Decision support helps empower the line managers. More engaged Better leaders Shift a strategic role from HR and give to manager now – play a bigger role Clear & Consistent Guidelines Engage them by giving them guidelines to follow to allow them to run the process themselves Process transparency promotes trust between HR and managers Empower them to make decisions and mistakes (your tools should help with both) Keeps them engaged in decision process and strategy rather than just checking off boxes
- Tools, Time & Reporting STATISTIC – 70% of HR said growing mgr skills/leadership was a top priority Accountability Nothing keeps a manager engaged like accountability Use your tools to show them the results and understand the “why” Consistency Engaging managers is not a one and done deal. We have to make time on a consistent basis and coach them Make sure goals, guidelines and intiatives don’t get lost in the day-to-day Create your own HR Angel Provide HR strategy, support and guidelines (not micro-manage)
- STORY: United (major airline carrier that went through merger) Wanted to offer a merit increase across the board (used to apply a single % across the board) Instead gave guidelines to the managers They used strategy & technology of their comp system to allocate the merit bonuses more effectively Saved company money, and rewarded their top performers (helping employee engagement)
- In the opening, we talked about the huge benefit, challenge and opportunity in this area To integrate engagement, we need to shift from surveys and broad programs to 1 on 1 attention
- Information Knowledge is power Easy to assume they know this stuff, but it’s commonly one of the areas of frustration This can help avoid the unexpected turnover of great employees Job Descriptions Engaged employees want to have clear expectations (use your strategy/technology to share this info!) Comp & Benefits If you did a survey of what employees thought their total comp was, would it come in higher or lower than actual amount? Lower! Use tools like Total Rewards to share this key info Company Info Engagement is about the experience. Need to connect them to the company not just the job responsibilities They want to know. They are proud. Share it with them!
- Communication Engagement is about the experience. They need feedback on it and want to talk about it
- STORY: Delaware River Port Authority DRPA was a story where they had a very hierarchical, one way communication culture where managers talked and employees were expected to listen. They wanted to create, instead, a ‘culture of conversations.” So they started with PERFORMview and are now moving ahead with STAYview.
- We could put this at the beginning, it’s that important. Some of you have great support in your engagement goals with upper management, some not so much The goal here is to align your strategy with them, and demonstrate the value for each of them – get them engaged!
- Understanding Alignment We engage the c-level execs by thinking engagement from the company and their perspectives (not HR) CEO – company growth CFO – financial responsibility CHRO – HR strategy & operations CIO – technology roadmap
- Know the goals – what engagement goals are you trying to achieve? How will they be measured? (savings, revenue, scores) Know your Numbers: time to hire, retention rate, engagement scores, cost per hire, turnover rate, turnover costs/year Show Impact: calculate the numbers (you might be surprised) Revenue Retention Technology
- STORY: Christopher Ford We often hear no money for HR, not a priority, not a seat at the table Real issue is misunderstanding of the HR value prop @ c-level Identifying ways to integrate engagement using what you have will secure support and success Aligned with what’s important to them Addresses their concerns/priorities
- Covered a lot of great 4 ways to integrate engagement Candidates Managers Employees C-Suite Now it’s time to build your own Remember, you cannot do it all (nor should you!) To start: pick 1 strategy and 1 technology to begin your engagement roadmap
- Our roadmap looks like this Built to integrate engagement for strategic HR departments
- Not sure where to start? Have questions? We’re here to help!