Engage for Success: The 4 Enablers of Employee Engagement
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Learn more about how to engage for success and why employee engagement is crucial to your success in this webinar!
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Engage for Success: The 4 Enablers of Employee Engagement
- 1. #Glassdoor Click to edit Master title styleClick to edit Master title style The Four Enablers of Employee Engagement January 28, 2015
- 2. #Glassdoor Webinar Tips You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar. All lines will be muted to avoid background noise. You can ask questions at any time by typing them into the Questions Pane.
- 3. #Glassdoor Speakers David Macleod Co-Chair Engage For Success Steve Burton VP Marketing Glassdoor
- 4. #Glassdoor Agenda The Bigger Picture Four Key Enablers Why Employee Engagement Matters Utilize Glassdoor to Engage Employees
- 5. #Glassdoor An Example of Active Disengagement
- 6. #Glassdoor The Bigger Picture The context for why Employee Engagement is critical: The 20th Century model was “Business as Usual.” MAKE EFFICIENT – aligned but not engaged, central direction, command and control.
- 7. #Glassdoor The Case for Engagement 7
- 8. #Glassdoor Transactional or Transformational? Transactional Engagement A set of activities or targets Usually focussed around a survey Transformational Engagement Employees integral to developing and delivering the business strategy Requires deep belief in the power of people to contribute - new and creative products/services - outstanding customer/client service and efficiency A belief that our people are the solution, not the problem
- 9. #Glassdoor Key Enabler 1: Strategic Narrative Strong, visible, empowering leadership provides a strong strategic narrative about the organisation, where it’s come from and where it’s going. This gives a line of sight between the job and the organisation’s vision. The story is communicated clearly, consistently and constantly. The past You are here The future
- 10. #Glassdoor Key Enabler 2: Engaging Managers They: focus their people, offer scope and enable the job to get done treat their people as individuals coach and stretch their people
- 11. #Glassdoor Key Enabler 3: Employee Voice There is employee voice throughout the organisation, for reinforcing and challenging views; between functions & externally; employees are really seen as your key asset – not the problem.
- 12. #Glassdoor Key Enabler 4: Integrity There is organisational integrity – the values on the wall are reflected in day to day behaviours. These expected behaviours are explicit and bought into by staff. Keep it real – staff see through corporate spin quicker than customers or the public. Integrity enables trust: no engagement without trust
- 13. #Glassdoor The Four Enablers of Employee Engagement
- 15. #Glassdoor L TO R: Mark Elborne, CEO, North Europe GE; Ronan Dunne, CEO O2; Tanith Dodge, HR Director, Marks & Spencer; Sir Win Bischoff, Chairman Lloyds Banking Group; Nick Creswell, VP, Technology Thomson Reuters; Andy Harrison, CEO Whitbread; Frances O'Grady TUC; Martin Donnelly, BIS Permanent Secretary; Neil Bentley Deputy Director General CBI; Ian Powell Chairman and Senior Partner PwC; Rob Devey CEO UK & Europe Prudential; Ian King CEO BAE Systems; Richard Baker Chairman Virgin Active; Barbara Frost CEO Water Aid; Peter Cheese CEO CIPD; Bernadette Malone CEO Perth and Kinross council; Marc Bolland CEO Marks & Spencer; Justin King CEO Sainsbury's; Eric Collins Managing Director Nampak; Steve Mogford CEO United Utilities; David Evans Chairman and CEO Grass Roots Group; Nita Clarke and David MacLeod, Co-Chairs of the Task Force Senior Leaders’ Breakfast Seminar
- 16. #Glassdoor Happier, more content employees do better work and increase productivity at your organization. Why Employee Engagement Matters
- 17. #Glassdoor Opower Response Dec 8, 2014 – Employer Brand Manager Thanks for the review and diving into our company culture. It’s nice to hear you are feeling this way – and you are right about the conference rooms! Good thing we’re heading to a much larger office space in May. Less 69% Why Employee Engagement Matters of Glassdoor members agree their perception of a company improves after seeing an employer respond to a review
- 18. #Glassdoor say that it’s important to work for a company that embraces transparency 96%of job seekers
- 20. #Glassdoor Glassdoor Reviews Knowing What Employees Are Saying About Your Company Is an Important Part of the Recruiting Process
- 21. #Glassdoor Glassdoor Job Seeker Stats on Reviews say that employee ratings and reviews are influential when deciding where to work are more likely to visit a company’s career site after they view its profile and read employee reviews read online reviews before forming an opinion about a company over
- 22. #Glassdoor Solicit Feedback 68%of consumers trust reviews more when they see both good and bad reviews
- 23. #Glassdoor Checklist for Encouraging Employee Feedback Get recruiters to include a “Check us out on Glassdoor!” badge with their email signatures Ask new hires to submit reviews after their onboarding Send company-wide emails encouraging employees to offer feedback Place signs and stickers around the office, encouraging employees to “let their voice be heard” Communicate during team meetings that you would like to hear from employees
- 24. #Glassdoor Listen to Employees of Best Place to Work winning companies use Glassdoor reviews to keep a real-time pulse on their company’s culture 86%
- 25. #Glassdoor Action Plan Identify Key Trends Based on Employee Feedback
- 26. #Glassdoor Glassdoor Word Cloud - Reviews
- 27. #Glassdoor Why do Candidates decline your offers?
- 29. #Glassdoor View Ratings by Location
- 30. #Glassdoor View Ratings by Department…
- 31. #Glassdoor
Notes de l'éditeur
- Date in Notes Header
- At Glassdoor we are giving These are our 5 employee engagement strategies that reinforce each enabler. This is how Glassdoor is an enabler of finding out where you are with your journey by way of assessing the feedback. David has talked about the 4 things that enable employee engagement and now Steve will talk about what Glassdoor gives you by way of feedback on your journey Reviews Employer Branding Talent analytics Reputation Having a solid employee engagement plan can turn current employees into brand ambassadors, amplifying your recruitment efforts year-round. Studies validate that happier, more content employees do better work and increase productivity at your organization—and contribute to your overall employer brand strategy.
- Having a solid employee engagement plan can turn current employees into brand ambassadors, amplifying your recruitment efforts year-round. Studies validate that happier, more content employees do better work and increase productivity at your organization—and contribute to your overall employer brand strategy.
- Candidates want realistic job previews before they go and apply to work for your organization. Your employees know your company and what each job entails best! Leverage them to promote your company and uncover areas for improvement.
- Alicia speaking
- Alicia speaking
- Remember: No company is perfect! Research shows that candidates want to see the good and the “needs to be improved” sides of a potential place to work.
- Remember: The end goal of managing your reputation is to attract and retain top talent!
- As you analyze reviews, note employees’ likes and dislikes. Weave the positives into job descriptions so that potential hires and new hires know what each position entails. By being transparent about the pros and cons, employees can be set up for success for the long run!
- Don’t have time to read all your reviews? Glassdoor has quick assessment tools. For example, Glassdoor Insights lets you review top-level sentiments and identify key themes in your Glassdoor reviews. Another tool that makes it easy to analyze your rep at a glance are reputation word clouds. These are also available to partners in the Glassdoor Employer Center, but some of you may have thousands of reviews. It’s important to be able to analyze the key things to highlight about your brand and what you need to work on quickly. This will help you identify recurring themes in your employer reviews. I also want to point out that you can filter by ratings trends. This is especially helpful for gaining insight into what the lowest and highest rated reviews say about your company, and also analyze these high to low ratings on your competitor’s pages as well. I always recommend to check the reviews that people note as most “helpful” because these will likely be viewed the most by candidates and respond to those reviews. I also recommend checking out some companies like 1-800 Contacts that respond to both positive and negative reviews for guidance.
- It’s one thing to receive feedback and read what employees are saying, and another to act on it! Be sure that you are utilizing feedback to make your company the best place to work.