Successfully Engaging Your Employees in a Virtual World

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COVID-19 has forced most organizations to go entirely virtual. Employees are having a difficult time. We need to rethink employee engagement. Presented at the Canadian Virtual HR Conference on November 17, 2020.

Business

identify
themselves
emotional
connection
gratiﬁcation
passionate and
enthusiastic
high
degree of trust

15%
12 times
21% more productive
22%
higher proﬁtability

HR Technology
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Social Collaboration HR Technology

Successfully Engaging Your Employees in a Virtual World

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I had the privileged opportunity to speak at DisruptHR Toronto 3.0, and event that I co-organize. It was a special occasion for me because I had done the same talk at DisruptHR Kingston a couple months ago, but I was able to refine my message, and I think it worked well. People often tell me my story is unique and inspiring. For some reason I have a hard time seeing this because what I spoke about was my life since birth. Growing up was not easy, and while I experienced many thrills and successes, I also experienced many setbacks, disappointments and bouts of sadness. The cool thing though, is that I was able to pick myself up each time I fell down, or was knocked down, and I was able to continue climbing that massive mountain that I continue to climb today. I connected my own personal story to my 16+ year career in HR. It's no secret that we have a global talent problem. We are finding it more difficult to find people with the highly specialized skills that we need in our organizations, specifically technological skills. On the flip side we have a massive, and I mean MASSIVE, group of people who possess a disability that are able to work, but are either under-employed or unemployed. There is a huge gap here and while governments, not-for-profits and even for-profit organizations have dedicated resources to this issue, it continues to be a problem. The research clearly shows that people with disabilities are more loyal, productive, are absent from work less, and are more able to cope with change. While we still try and grapple with a talent problem using old solutions that don't work, it's time we change this and tap into this relatively untapped labour pool.

Yes, I Can't Hear. So What? -- DisruptHR Toronto 3.0 (December 1, 2016)

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This presentation was delivered at the HR Leaders Summit in Toronto on November 17, 2016 -- www.hrleaders.ca. During the course of the Summit attendees will have learned about how to build world class organizations. Topics relating to performance management to data analytics to workplace culture, and everything in between, everything we do on a day-to-basis boils down to one thing. That thing is “brand”. When you ask yourself which organizations have strong external brands (product or employer), you immediately think of several. Perhaps you think of Apple, Google, Lululemon or Hootsuite. For their own unique reasons people gravitate towards them, buy their products, seek employment opportunities and willingly promote them to their networks. But when we overlay the notion of an “internal brand” we get confused. What does this mean? Why does it matter what employees think? In the age of employer-rating websites, such as Glassdoor, and rapidly shifting labour markets, aligning your external brand with internal brand is more important than ever to generate long-term employee loyalty and engagement. In this session, Jeff Waldman will share best practices, including: - How the different types of brands interconnect. Why the employee voice matters more than ever, and what to do about it. - Using the concept of customer experience to help shape the brand: customers of business and employment. - A model for building an effective employer brand strategy. - Programs and tactics to cultivate and build a strong internal brand. - Best practices in leveraging technology and working with marketing to build and promote the brand, internally and externally.

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This presentation was delivered at Achievers' ACE 2016 conference in Toronto (September 13-14, 2016). It was part of the "Aspire" conference track. Creating and embracing diversity not only is the right thing to do, it is absolutely essential for the success of your organization and keeping your employees engaged. Join Jeff Waldman, Head of Talent at Security Compass, to gain a solid understanding of workplace diversity and what it actually means. In this session you’ll learn a conceptual understanding of the connection between workplace diversity and employee engagement, hear about the business case for workplace diversity as the key driver of employee engagement and business success, and take away a proven diversity and inclusion model to implement at your company.

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This session was delivered at the HR+Tech Professionals T.O. meetup (http://www.meetup.com/HR-TechTO/) on June 25th at the Achievers.com HQ. The presentation was in 2 parts -- first part was my presentation and the second part was delivered by Kate Pope and Andrea Webb of Achievers. The focus on the session was on describing the changing workplace and how technology (social media and emerging HR technology) is impacting the workplace, specifically all functions within HR.

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This session took place at the inaugural HR Metrics Canada Summit (http://www.hrmetricscanada.com/) on June 20th in Toronto. The purpose of the closing keynote was to present the shift that is taking place within the HR/Recruitment industry that strategically integrates social media and emerging HR/Recruitment technology into talent acquisition practices. Shifting from online resumes to online profiles, which provides Recruiters, HR Practitioners and Hiring Managers with richer and more diverse data on job candidates. Other key messages include job boards are dying, technology is being developed with a "mobile-first" mind-set, true strategic recruitment focuses on using talent communities to engage prospects (like top Marketers do), proliferation of people search engines (a.k.a. Google people search on steroids), the career site is becoming the central hub that integrates all online channels and recruitment analytics is still in its infancy. The final argument was that the model for recruitment is changing, which integrates continuous data analytics to provide more intelligence insights to recruitment strategy.

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Employer brand is becoming a huge part of successful organizational business strategy. Well known brands including Sodexo, Google, Lululemon, Westjet Airlines, Starbucks, Adidas, Coca Cola and many more are building employer brand strategies that align with their corporate and service brand strategies to drive business value. The only difference between employer brand and service or product brands is the product itself. Employer branding is about people -- current employees and employee prospects and how they perceive an organization as a great place to work. The good news in all of this is the exact same branding principles that are used in corporate brands apply to employer brand, and it's all about emotions. The complex nature of human emotion is that "thing" that impacts how strong, or weak an employer brand is. Social media is that key communications and engagement channel that the great employer brands of the world are leveraging in their employer brand strategies. Social media enables any brand to more quickly engage with global audiences, and build brand equity. At the end of the day, "perception is reality, but the trick is to match perception with an accurate reality of what it's like to work at an organization". Sought after employer brands understand this, and understand that walking the talk is how an employer brand strategy will work, proliferate and realize long-term success.

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SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta. Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.

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The world is constantly changing at a rapid pace. The impact of these global changes are impacting all facets of the workplace. People, technology and infrastructure are organically changing. Changes include how we communicate, the design of our physical office spaces, where we decide to work from, business tools, technology, social media technology, organizational structure and hierarchy, work/life blending, role of job satisfaction, information access and the generational make-up of our workforces. How organizations manage these interconnected workplace changes will impact their ability to engage their employees. The key drivers of employee engagement are, always knowing what employees are thinking, intentional creation of a desired culture, recognition and value, open and transparent communication + strong leadership, career pathing and opportunities, social good and positive and real employer branding. Changing workplaces require a change in how we conduct our day-to-day business. Social Technology is how we successfully and effectively deal with these changes. Social collaboration, social learning, social recognition, access to real-time and useful data, social recruitment and strategic employer branding. Integration of the right social technology tools will positively impact employee engagement. People are social beings, and social technology allows, enables and promotes people to be social in the workplace. This presentation was delivered on Friday, January 10, 2014 to the delegates who competed at the 9th Annual Organizational Behaviour Case Competition at Ryerson University in Toronto. 10 Canadian business schools attended and competed. This session was meant to inspire, educate and help delegates infuse creative ideas in their presentations the following day.

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As a freelancer, how everyone perceives you is EVERYTHING. This perception of YOU is also your corporate brand because you are the company. This perception of you is also called your “personal brand”. There are so many things that make up your personal brand, and each are so critically important to your success as a freelancer. This workshop will help you identify what components make up your personal brand, and how you can positively influence each so that your personal brand is a powerful and successful one.

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