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Fraser Marlow VP Research & Marketing BlessingWhite

Fraser Marlow VP Research & Marketing BlessingWhite. Charlie Ungashick Chief Marketing Officer Globoforce. About Globoforce. Globoforce is the world’s leading provider of employee recognition solutions . . About BlessingWhite.

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Fraser Marlow VP Research & Marketing BlessingWhite

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  1. Fraser Marlow VP Research & Marketing BlessingWhite Charlie Ungashick Chief Marketing Officer Globoforce

  2. About Globoforce • Globoforce is the world’s leading provider of employee recognition solutions.

  3. About BlessingWhite A global leadership consulting firm dedicated to creating sustainable high-performance organizations Started in 1973 by Buck Blessing and Tod White, two pioneers in the field of employee engagement Offices in Chicago, San Francisco, Princeton, London, Melbourne

  4. The Research Download the 2011 Employee Engagement research and other BlessingWhite reports for free from www.blessingwhite.com/research

  5. October 2012 The Engagement Equation: Leadership Strategies for an Inspired Workforce

  6. Why are you here? • Retention worries • Disappointing engagement scores • A new focus on engagement in your organization • Data to help “sell” engagement in your organization • General interest/education Check only one.

  7. Great Day @ Work

  8. View the animated version at: http://www.blessingwhite.com/theX or YouTube

  9. Scores Are Not the Prize

  10. Engagement Is Up

  11. North America vs. Europe

  12. Engagement by Org level

  13. By Department Sales [Most engaged] Finance [?] Customer Service Marketing Human Resources/Training Manuf./Prod./Quality Operations/Logistics Information Technology Research & Development Engineering [least engaged]

  14. Engagement by Generation

  15. By Gender

  16. Key Drivers Satisfaction • Opportunities to use talents [31%] • Career development [17%] • More flexible job conditions [14%] • Improved cooperation among coworkers [11%] Contribution • More resources [28%] • Greater clarity about the organization’s priorities [18%] • A coach or mentor other than my manager [16%] • Regular, specific feedback [14%]

  17. Trust Is Up 2012:57% trust senior leaders vs. 52% in 2010

  18. Trust Is Up 2012:57% trust senior leaders vs. 52% in 2010 2012:74% trust their managers vs. 72% in 2010

  19. I trust my manager - NA Key to manager trust: Developing a personal connection by ‘becoming known as a person’.

  20. My manager recognizes and rewards my achievements.

  21. Recognition Drives Engagement Elements that increased as a result of the implementation of an employee recognition program: SHRM/Globoforce Winter 2012 Report Did being recognized for your efforts/contribution motivate you in your job? Spring 2012 Globoforce Mood Tracker Survey

  22. Engagement Feedback Loop

  23. Challenges: • Series of acquisitions doubled the company size, creating a “culture of cultures” • Foster ONE Symantec culture • Boost engagement to drive employee loyalty Results: • 14% Increase In Engagement • One Symantec Culture “ Social recognition is fundamentally changing the way that we are doing business at Symantec. The ability for employees to cross functionally thank and recognize other employees has absolutely taken us where we need to be. “ Tom AurelioVice President of Global HR

  24. Challenges: • Employees dissatisfied with rewards program • Serious problems with merchandise quality and shipping failures • Only 50% employees participated Results: • Sustained Increase In Engagement “ It starts with employee engagement. That will obviously rub off on how they solve customer problems and create great products and provide excellent customer service. And that will then lead to shareholder value. “ Jim GrenierVice President Rewards & Workplace

  25. How worried are you about employee retention? • A big concern – people are already leaving. • Very concerned – although no evidence of flight yet. • Somewhat worried. • Not worried. Check only one.

  26. ‘Intent to Stay’ Is Flat Assuming you have a choice, do you plan to remain with your organization through the next 12 months?

  27. Recognition Drives Retention Are You Looking for a New Job? Spring 2012 Mood Tracker Survey

  28. Challenges: • Low employee recognition scores • High turn over, particularly among highly skilled, hard to find employees. Results: • 13% Increase In employee retention “ Increasing our retention score was a key ambition. In just 13 months with Globoforce, new hire retention rates are incredibly high at 86%. Overall retention is 90% or higher. “ Betsy WalkerVice President, Human Resources

  29. Affect of Recognition on Retention:Being Strategic. Percentage of respondents answering ‘Yes, definitely’ to the question ‘Assuming you have the choice do you intend on staying with your current employer for the next 12 months.’

  30. pitfalls and recommendations

  31. Devote More Resources to Action than Measurement

  32. Surveys: Less, Less, More, More • Less (fewer) survey items • Less focus on benchmarking • More frequent surveys • More strategic

  33. Action Planning Trap

  34. Don’t separate engagement from “the work.” Engagement should bea daily priority andshared responsibility.

  35. Implications • Organization-wide: Check your value proposition • Drive manager-employee dialogue • Coach the Disengaged up or out. Performance Appraisal Priorities, goals Results Values, competencies Development ideas Evaluation Engagement. Review Satisfaction Contribution Talents Working together What can I do? What can you do? Career Coaching Interests, goals Strengths, weaknesses Development ideas Projects, opportunities People to meet

  36. Engagement Conversations Satisfaction • Work that excites, meaning, job fit Contribution • Toppriorities now, resources, challenges, connection to strategy Talent Utilization • Opportunities to use strengths, growth Working Together • Ideas, challenges, do more, do less

  37. culture Your culture can be positive, empowering, poisonous, passive-aggressive or anything in between. Successful companies invest in building a purposeful culture where engagement is a daily priority and shared responsibility of individuals, managers, and executives culture

  38. A Culture of Employee Engagement

  39. Equip Your People: IME

  40. Equip Your People

  41. Equip Your People

  42. Equip Your People

  43. Align Your Practices Training / Development Internal Communications Rewards & Recognition Employer Branding Performance Management Compensation Employee Experience

  44. Create an Engagement Feedback Loop

  45. Further Resources: Animated X Video: www.blessingwhite.com/theX BlessingWhite Research: www.blessingwhite.com/research BlessingWhiteeNews: www.blessingwhite.com/enews THANK YOU! Globoforce: www.globoforce.com • Globoforce Blog: www.globoforce.com/blog • Customer Case Studies: http://www.globoforce.com/clients-by-industry

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