Next Gen Learning Strategy: Elevating the Express Employee Value Proposition

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Adam
Zaller

Vice
President
of
Organiza6on
Development

Expess

Next
Gen
Learning
Strategy:
Eleva6ng

the
Express
Employee
Value
Proposi6on

Confidential Information – Not for Duplication or Distribution
ELEVATING THE EXPRESS EMPLOYEE VALUE PROPOSITION
Confident, sexy & vibrant, Express is …. what’s now.

AGENDA
§  Express overview
§  The millennial
§  Express development approach: elevating the employment value proposition
§  EXPLink
§  What’s been the impact?
§  Q&A

EXPRESS COMPANY OVERVIEW

§  One of the largest specialty apparel retailers in
North America.
§  More than $2.3 billion in sales for 2015
§  More than 650 store locations (U.S./Int’l/Outlet)
§  International franchise presence.

A fashion authority for women and men.
§ 20’s and 30’s.
§ Curated point of view: sexy, sophisticated and social.
§ Focused on style and quality while offering an attractive value.
Addressing four key categories:
§ Casual
§ Work
§ Jeans
§ Going Out
Kris Bryant
Karlie Kloss

EXPRESS SERVES FOUR WEARING OCCASSIONSSTYLE AT THE SPEED OF LIFE
4
Serving 4 Wearing Occasions
Work Casual Jeanswear GoingOut
Teens
20-30s
Mid -
Late
30s

EVOLUTION OF EXPRESS
§  Launched in 1980 as a division of L Brands; became a stand-alone company in
July 2007 followed by a May 2010 IPO.
§  Strong, deep leadership team.
§  Significant changes to the business model since 2007:
§  Successfully reinvigorated the brand.
§  Launched:
§  eCommerce; now progressing towards full omni-channel model
§  International
§  Outlets
§  Rationalizing domestic retail store base.

ADAM ZALLER – INDUSTRY EXPERIENCE

ADAM ZALLER – INDUSTRY EXPERIENCE
§  Worked for companies dominant in their industry.
§  Predominately roles in Learning & Development.
§  Worked in a customer-facing and an internally-focused role.
§  Led global teams of 75+ and small teams of 3.
§  Known for: starting departments, process & systems focus, ROI, and
eLearning.

ELEVATING THE EVP

ELEVATING THE EMPLOYEE VALUE PROPOSITION (EVP)
We believe development elevates the Employement Value Proposition because:
§ Focused career development differentiates Express in a crowded market.
§ Development provides opportunity and acts to retain our best.
§ Over time, a development focus will act as a talent magnet.
§ Development creates engagement, which has a ripple effect on productivity.
And ….

ELEVATING THE EVP – THE MILLENNIAL
It is what Millennials want from their employer!

WHY A FOCUS ON MILLENNIALS?
§  By 2020, 46% of the workforce will be millennials

WHAT MAKES MILLENNIALS DIFFERENT?
§  Optimistic, generous and practical.
§  Have always been connected – 2.5x more likely to adopt new technology.
§  Multitaskers.
§  Prefer information on demand – they google everything.
§  Social generation – have more friends - team oriented.
§  Influenced by peers – seek input and affirmation from friends.
§  Crave experiences.
§  Expect career advancement.
§  Expect status.
§  Socially conscious.
§  Fitness & health generation.
§  Least “corporate” generation – change jobs frequently.

IMPACT TO OUR DEVELOPMENT STRATEGY
§  Less about amassing knowledge. More about creating career skills!
§  Create outlets for employees to socialize and share their native genius
§  Uber personalization and individualization
§  Knowledge nuggets instead of large “traditional” courses
§  No manuals required - simplicity is king
§  Experiences & activities drive knowledge, think 70 | 20 | 10.
§  And …

IMPACT OF OUR APPROACH ON DEVELOPMENT
A mobile device strategy is critical in development!

EXPRESS DEVELOPMENT STRATEGY

EXPRESS DEVELOPMENT STRATEGY
§  Develop the best leaders in the retail industry who create an engaging
environment
§  Drive employee self-development through creating a personalized and
meaningful experience
§  Keep it simple by focusing on a few core programs at each level that drive
leadership behaviors
§  Use data and analytics to shape talent management experiences
§  Be different! Provide courses that differentiate the experience at Express

STRATEGY IN ACTION

CAREER DEVELOPMENT IS A PRIORITY
Presumptive question: Which career choice do I make to get ahead?

CAREER DEVELOPMENT IS COMPETENCY-BASED
§  Express Essentials creates a
simple roadmap
― Organizational competencies
― Organized by core areas of
focus & layer
§  Course catalog supports core
competencies
§  Performance management systems
align to the Express Essentials

CAREER DEVELOPMENT IS THEMATIC
Personal
Credibility
Manager
Essentials
Situational
Leadership
Strategy &
Storytelling

CAREER DEVELOPMENT IS EXPERIENTIAL
Millennials want:
§ Real time, application-based learning
§ One size fits one and not all – that is the mantra
§ Personalization generated from employee aspirations and “potential”
Express translates this to:
§ Experience-focused and not catalog-focused. We are a 70 | 20 | 10 shop!
§ IDPs set the priority and not a course catalog.

CAREER DEVELOPMENT IS ASPIRATIONAL
Express IDP:
§ Based on work of CWRU
§  Focused on aspirational career
development
§ Emphasis on 70 | 20 | 10
§  Objective is to create simplicity
around development planning

PERSONALIZED DEVELOPMENT EXPERIENCE
§  Provide highly collaborative spaces where employees can connect with and
learn from each other
§  Facilitate the desire of Millennials to:
― Improve society through contribution
― Increase social status and “worth” through recognition of expertise /
native genius
― Be self-reliant & create own content
― Learn from each other in informal settings

Millennials communicate through:
Engaging development platforms should emulate components of each!

EXPLink Desktop EXPLink Mobile

DEVELOPMENT IS PRESCRIPTIVE
§  TIM (The Intelligent Mentor) – machine learning
that has replaced the Learning Planner role.
§  Provides real-time development
recommendations, based on career aspirations.
§  Assess skill gaps, compared to others, and
suggests focus.
§  Helps associates to build personal network and
promotes social collaboration, by recommending
mentors.
§  Provides direction for 20,000 associates!

DEVELOPMENT IS SOCIAL
§  Encourage associates to
contribute
§  Every associates has the ability
to share
§  Links, articles, ideas, knowledge, articles,
videos, and more
§  No filter! The learner universe is
self-managed!

DEVELOPMENT IS COLLABORATIVE
§  Encourage associates to
create learning circles or
learning groups
§  Groups can be open or
private
§  Groups enable collaboration
§  Groups can be tied to content
or they can operate
independently

DEVELOPMENT IS EMPLOYEE DRIVEN
§  Provide outlet for employees to
share their native genius
§  Outlet for leaders to be teachers
§  3-5 minute vignettes on key
competencies
§  Designed for mobile use
§  Long-term goal is video upload
capability, so every associate
can be their own author
§  It’s different & it’s fun!

DATA & ANALYTICS DRIVE EXPRESS DEVELOPMENT
§  Data and analytics drive Express talent development decisions
§  Combine insights with business metrics to inform which programs will provide
best result for Express
§  Saba Analytics is an invaluable tool and the backbone to our analytics

RETURN ON OUR INVESTMENT

§  Turnover – 2015 saw a reduction in year over year turnover & a drop in High Performer
turnover.
§  Associate Engagement, in 2015:
― 100% improvement in Associate Engagement score.
― 84% net promoter score.
― On average, a 520 basis point improvement in questions about managerial
behaviors.
― 83% of questions had highest score ever.
§  Learning & Development, in 2015:
―  30% increase in completed classes, year over year.
―  More than 105,000 classes completed online.
―  Social learning is thriving – more than 70 learning groups have been created
and 300+ active discussions are occurring online.
―  80% of all active home office associates completed a development class in
2015.
―  And . . . We’re spending less on development!

EXPRESS FUTURE DEVELOPMENT FOCUS

§  Continued simplification of the talent management system and adoption on all features
§  Greater focus on prescriptive learning and improvement in development
recommendations
§  Continued emphasis on the learning and development medium of choice: iPad and
iPhone
§  Simplified career pathing – both ladders and lattices – with recommended / template
development plans
§  Emphasis on Experiences and Activities. These should be able to be “authored’ by
associates, suggestable on learning plans and shareable throughout the organization.
Also, they should be part of the catalog of “learning options”
§  Anyone can and should be able to develop and deploy content – especially videos

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Next Gen Learning Strategy: Elevating the Express Employee Value Proposition