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BFAM Profile

BFAM Profile. Founded in 1986 18,000 employees More than 615 Early Care and Education centers in the US, UK, Ireland, Puerto Rico and Canada Wide array of Work/life solutions:

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BFAM Profile

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  1. BFAM Profile • Founded in 1986 • 18,000 employees • More than 615 Early Care and Education centers in the US, UK, Ireland, Puerto Rico and Canada • Wide array of Work/life solutions: • Full Service Care, Back-Up Care, Elder Care, Mildly Ill In-Home Care, Elementary Schools, College Counseling, Consulting, Summer and School’s Out Camps. • Industry leader with market share of more than 5 times the next largest competitor • Diverse base of more than 650 clients • 90+ FORTUNE 500 • 70+ of Working Mothers “Top 100” including 7 of the top 10.

  2. Employee engagement is high when the statements and conversations held reflect a natural enthusiasm for the company, its employees, and the products or services provided.

  3. Employee Engagement Drivers Mission:Meaningful Work Community Involvement and Philanthropy Culture: (Policy & Practice)“Appreciate me” Culture:(Respect)“Value me… and my family”

  4. “Engagement” Matters “Engagement” Matters Employee Retention Employee Referrals Industry leading retention 20% 9-Block Linkage 9-Block Linkage Business Expansion Earnings Growth Customer Satisfaction Client98% Parent 98%

  5. Engagement Matters Understand circumstances. Address with job move, plan, support, etc. 7 Support in role & develop for next role 4 Short term 1 Improvement plan 8 Support in role and challenge with new assignments 5 Long term 2 Move out 9 Support in role — Value 6 Special recognition 3

  6. Measuring Engagement

  7. Measuring Engagement • External Recognition • Top 50 “Best Places to Work in the UK,” Financial Times • “100 Best Corporate Citizens,” Business Ethics Magazine • Human Rights Campaign Corporate Quality Index 100% rating • “Globe 100” Best Businesses in Massachusetts, Boston Globe • “50 Best Workplaces,” Boston Business Journal • “Department of Labor EVE award • “Best Mid-Cap Companies,” Forbes • “Hot Growth Companies,” BusinessWeek

  8. Engagement = W x U x C x O x R Lead with “HEART” “Hire for Fit” Connecting Dots “World Class” Welcomes Orientation’s Culture and Business Meaningful Metrics “Celebrations”

  9. Towards Engagement – “Willingness” • Hiring for “FIT” • 80% of Interview • Team Interviewing • Predictive Indexing • Train for Skill • Weaving the Tapestry • Diversity • Diversity Council (operationalizing diversity within Bright Horizons) • Five affinity groups “trusted advisors” • Awareness training for everyone

  10. Towards Engagement – “Understanding” • “World Class” Welcomes • Welcoming the family into the family • Welcome boxes • Flower packets • Flowers to homes • Announcements with photos wherever possible • Welcomes at quarterly staff meetings – home office • Visible leadership

  11. Towards Engagement – “Understanding” • Orientations • Day 1 - 180 • Regional and Home Offices • Buddies and supervisor guides • NMO for managers “Cultural orientation at home office” • Job specific training and observation • Center tours and work days for non-center based team

  12. Towards Engagement – “Capability” • Engaging the engagers –HEART leadership • Behavioral contract or filter • New supervisor track • HEART principles embedded in everything we do • Performance appraisals • Skills assessments • Individual learning • HEART tool kit • HEART screen savers • Supportive and enabling policy and practices • Better Together • BHU and Team Rooms • Benefits • Flex Works program • Time off policies

  13. Towards Engagement – “Capability” • Helping to connect dots • “Mission matters to people and people matter to mission” • Mission – what we do • HEART- How we treat one another • 4Ps – How we measure ourselves • GLP – How we grow • Bright Horizons Foundation for Children • Bright Spaces • 5 employee grants

  14. Towards Engagement – “Opportunity” • Meaningful metrics • What matters to one matters to all • Measure the important things • 4Ps • Creating Opportunity – growing our own • Bright Horizons University • Non traditional career paths

  15. Towards Engagement – “Reinforcement” • Celebrations • Annual Leadership Conference • Story telling • Leadership Conference • BFAMily News stories • 33 Awards of Excellence linked to 4Ps • Special Recognition • Thoughtful “human practices” • Small ways to say thank you” (when not expected) • Tokens of appreciation are really appreciated

  16. “Engagement” Matters In their own words Let’s hear from Bright Horizons corporate and field family members

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