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The Chemistry
of Employee Engagement
Reformulate your company’s future with real-time people data.
Everyone’s talking about
employee engagement.
Leaders want
more of it.
No one knows
how to get it.
(Consistently.)
Disengagement
isn’t always visible.
“Today I’m just going to do
what is necessary to get by.”
“Once I get my bonus,
I’m ou...
“We won the
talent war!”
If only that
were enough.
The moment of truth:
Hiring top talent doesn’t inoculate
against engagement and
retention problems.
Growth can
actually trigger
problems with
engagement.
(And productivity
and retention, too.)
ENGAGEMENT IS
IMPORTANT.
THE FUTURE OF AN ORGANIZATION
DEPENDS ON IT!
(No pressure.)
Only 13% of the
global workforce
is highly engaged
(Deloitte)
So, what causes disengagement?
13%
Any number of potential
REACTIONS
to change.
STRATEGY DU JOUR.
The boss changes direction often.
The team loses motivation.
People fear their hard work will be wasted.
Their workload has steadily increased, but they’re
committed, so they put in the extra hours.
Three accountants just quit....
An employee’s strong decision making leads
to a promotion.
Now the team is required to run every decision by her,
resultin...
Can you
discover
problems in time
to take action?
That’s the
problem with the
annual survey.
It’s still,
well, annual.
“Annual surveys weren’t working. We
wanted to take a more frequent pulse
of employees, without weighing down
the HR team.”...
In chemistry, scientists measure data and
see results in real time.
What if you could do that with people?
YOU CAN.
Lots of people already do.
MARKETERS!
They use
insights to
course-correct
and optimize
quickly across
a portfolio of
campaigns.
POLITICIANS!
They don’t wait
until election
day; they
constantly
poll voters to
fine-tune
their strategies.
DEVELOPERS
AND APPLICATION
MANAGERS!
They use
performance
monitoring
technologies
to identify
bottlenecks and
diagnose iss...
WHY NOT USE
REAL-TIME MEASUREMENT
FOR EMPLOYEE ENGAGEMENT?
MANY COMPANIES ALREADY DO.
(FICO, Marketo, Sojern)
Here’s how to reformulate your
company’s future.
(In 3 easy steps!)
1. PULSE
FREQUENTLY.
Measure the right things
at the right frequency
by pulsing monthly
or quarterly.
“We have more freque...
2. EVALUATE
RESULTS IN
REAL TIME.
Deliver actionable
insights based on
the data collected.
“We see how new processes or
in...
3. EMPOWER
LEADERS AND
MANAGERS TO
ACT! QUICKLY.
Deliver insights to
the right people—
managers, and not just
HR and the C...
REAL-TIME MEASUREMENT
ISN’T THE FUTURE.
IT’S NOW.
WHAT’S YOUR
ORGANIZATIONAL
CHEMISTRY
QUOTIENT?
CONDUCT YOUR OWN INVESTIGATION
OF EMPLOYEE ENGAGEMENT.
(In real time.)
You can improve engagement by knowing
each employee group’s specific, unique drivers
of engagement throughout the year, an...
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The Chemistry of Employee Engagement

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There's a science to creating a highly engaged organization. In this Slideshare, discover the strategies of leaders who are already using real-time people data to drive sustainable employee engagement.

Publié dans : Direction et management

The Chemistry of Employee Engagement

  1. 1. The Chemistry of Employee Engagement Reformulate your company’s future with real-time people data.
  2. 2. Everyone’s talking about employee engagement.
  3. 3. Leaders want more of it.
  4. 4. No one knows how to get it. (Consistently.)
  5. 5. Disengagement isn’t always visible. “Today I’m just going to do what is necessary to get by.” “Once I get my bonus, I’m out of here.” “I spend most of my time here planning my next vacation.”
  6. 6. “We won the talent war!” If only that were enough.
  7. 7. The moment of truth: Hiring top talent doesn’t inoculate against engagement and retention problems.
  8. 8. Growth can actually trigger problems with engagement. (And productivity and retention, too.)
  9. 9. ENGAGEMENT IS IMPORTANT. THE FUTURE OF AN ORGANIZATION DEPENDS ON IT! (No pressure.)
  10. 10. Only 13% of the global workforce is highly engaged (Deloitte) So, what causes disengagement? 13%
  11. 11. Any number of potential REACTIONS to change.
  12. 12. STRATEGY DU JOUR. The boss changes direction often. The team loses motivation. People fear their hard work will be wasted.
  13. 13. Their workload has steadily increased, but they’re committed, so they put in the extra hours. Three accountants just quit. Leadership didn’t know until the exit interviews. ACCOUNTING IS EXHAUSTED!
  14. 14. An employee’s strong decision making leads to a promotion. Now the team is required to run every decision by her, resulting in delays and frustration. YOU’RE THE BEST! (AT YOUR OLD JOB.)
  15. 15. Can you discover problems in time to take action? That’s the problem with the annual survey. It’s still, well, annual.
  16. 16. “Annual surveys weren’t working. We wanted to take a more frequent pulse of employees, without weighing down the HR team.” — Joan Burke, SVP Human Resources, Marketo “Managers were rarely managing the same team a year later, so it was difficult to compare results.” — Richard Deal, SVP, Chief HR Officer, FICO
  17. 17. In chemistry, scientists measure data and see results in real time. What if you could do that with people?
  18. 18. YOU CAN. Lots of people already do.
  19. 19. MARKETERS! They use insights to course-correct and optimize quickly across a portfolio of campaigns.
  20. 20. POLITICIANS! They don’t wait until election day; they constantly poll voters to fine-tune their strategies.
  21. 21. DEVELOPERS AND APPLICATION MANAGERS! They use performance monitoring technologies to identify bottlenecks and diagnose issues.
  22. 22. WHY NOT USE REAL-TIME MEASUREMENT FOR EMPLOYEE ENGAGEMENT?
  23. 23. MANY COMPANIES ALREADY DO. (FICO, Marketo, Sojern) Here’s how to reformulate your company’s future. (In 3 easy steps!)
  24. 24. 1. PULSE FREQUENTLY. Measure the right things at the right frequency by pulsing monthly or quarterly. “We have more frequent longitudinal data and an environment where managers can analyze it in real time. It’s proven invaluable in increasing awareness and energy around the topic of workforce engagement.” — Richard Deal, SVP, Chief HR Officer, FICO
  25. 25. 2. EVALUATE RESULTS IN REAL TIME. Deliver actionable insights based on the data collected. “We see how new processes or initiatives in our business can cause stress (through lower scores), but because of the driver data, we see why, making it more actionable.” — Eric Hutchinson, COO, Madison Reed
  26. 26. 3. EMPOWER LEADERS AND MANAGERS TO ACT! QUICKLY. Deliver insights to the right people— managers, and not just HR and the CEO. “Giving leadership actionable data they can slice and dice is hugely impactful.” — Tiffani Ingham, Senior Director, People Operations, Sojern
  27. 27. REAL-TIME MEASUREMENT ISN’T THE FUTURE.
  28. 28. IT’S NOW.
  29. 29. WHAT’S YOUR ORGANIZATIONAL CHEMISTRY QUOTIENT?
  30. 30. CONDUCT YOUR OWN INVESTIGATION OF EMPLOYEE ENGAGEMENT. (In real time.)
  31. 31. You can improve engagement by knowing each employee group’s specific, unique drivers of engagement throughout the year, and by using those insights to develop creative, pragmatic solutions to the real reasons people become disengaged at work. Request a demo of Glint. THE REAL-TIME EMPLOYEE ENGAGEMENT PLATFORM.

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