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Webinar: Defining your Employee Experience

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Webinar: Defining your Employee Experience

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Companies that invest in the Employee Experience are, on average, 4.2 times more profitable than those that don’t, 28 times more likely to be on FastCompany’s innovation list, and 11.2 times more likely to be one of Glassdoor’s best places to work (according to the Harvard Business Review).

How do you build an Employee Experience that works for your brand, your employees, and your organization?

Watch this webinar to see why investing in a comprehensive Employee Experience strategy builds engagement more effectively than traditional programs.

Watch now! In this webinar, you will learn how to:

- Define and measure the quality of your company's Employee Experience
- Embed the four pillars of the Employee Experience into your culture
- Encourage employees to opt into their work
- Customize the Employee Experience to the unique needs of your organization

To request a demo, visit www.youearnedit.com/demo

Companies that invest in the Employee Experience are, on average, 4.2 times more profitable than those that don’t, 28 times more likely to be on FastCompany’s innovation list, and 11.2 times more likely to be one of Glassdoor’s best places to work (according to the Harvard Business Review).

How do you build an Employee Experience that works for your brand, your employees, and your organization?

Watch this webinar to see why investing in a comprehensive Employee Experience strategy builds engagement more effectively than traditional programs.

Watch now! In this webinar, you will learn how to:

- Define and measure the quality of your company's Employee Experience
- Embed the four pillars of the Employee Experience into your culture
- Encourage employees to opt into their work
- Customize the Employee Experience to the unique needs of your organization

To request a demo, visit www.youearnedit.com/demo

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Webinar: Defining your Employee Experience

  1. 1. Webinar: Defining Your Employee Experience A 45-minute webinar on building an employee experience that works for your brand, your employees, and your organization.
  2. 2. Presenters Kim Dawson Director of Employee Experience YouEarnedIt
  3. 3. Why the Employee Experience Now? Defining the Employee Experience The Four Pillars: CMIA Creating an Engaging Employee Experience Real-world Example Overview & Agenda
  4. 4. The Employee Experience: Why Now? ● We're buying into engagement Organizations are focusing effort on engagement with incentives, wellness, rewards, and surveys. ● But it's not paying off According to Gallup, just one third of employees are engaged. ● Engagement programs should work with employees Successful companies are investing in an experience that invites employees to opt in.
  5. 5. The Employee Experience: Why Now? Diverse and dispersed employee bases engage and experience work differently. Five generations of employees working together Greater ethnic and gender diversity Remote and geographically dispersed employees
  6. 6. Employee Experience the result of the connection, meaning, impact, and appreciation employees find in their jobs What is the Employee Experience?
  7. 7. The Four Pillars: Connection "To me, the employee experience is a bonding between the company and employees. Engagement across the whole company is most essential."
  8. 8. The Four Pillars: Connection What it is: Feeling connected to managers, colleagues, company, and community. What it isn't: ● Forgotten core values ● Forced happy hours ● Obligatory 1-on-1s
  9. 9. The Four Pillars: Connection Why it's important: ● 52% of employees surveyed say it's very important to them (YouEarnedIt) ● Connection to managers is 1 of the 2 most effective drivers for internal motivation (Gallup) ● Positive relationships with coworkers are a top-10 influencer of job satisfaction (SHRM)
  10. 10. Building Connection ● Communicate your core values Having a clear set of core values helps employees connect to the company, its mission, and the community. ● Encourage regular one-on-ones Studies show employees leave managers more than companies. ● Recognize teams Public recognition creates positive peer pressure to work together. ● Create cross-team collaborations There are many opportunities to get employees from different groups to work together and strengthen connections.
  11. 11. The Four Pillars: Meaning "To me, the employee experience is feeling I'm part of a mission. Without a vision and mission, I think employees lose excitement in the long run."
  12. 12. The Four Pillars: Meaning What it is: Knowing my company and the work I do has meaning and purpose. What it isn't: ● Sharing your mission statement on day one with no follow-up ● Top-down only employee recognition ● Volunteerism just to check a box ● Meaningful mission — and that's it
  13. 13. The Four Pillars: Meaning Why it's important: ● 65% of employees surveyed say it's very important to them (YouEarnedIt) ● Employees who find meaning at work are 3x more likely to stay with the company (The Energy Project) ● Over 50% of millennials would take a pay cut to find work that matches their values (FastCompany)
  14. 14. Building Meaning ● State your company mission and values clearly And recognize employees who live up to them. ● Highlight how employees improve customers' lives Let them see their work in action. ● Facilitate group giving and volunteering Employees will feel better about working in a place that helps them give back. ● Encourage employees to give back to each other Studies show this builds productivity and purpose.
  15. 15. The Four Pillars: Impact "To me, the employee experience is less about perks and salary and more about making sure employees feel their work is important and they have the tools to do their job well."
  16. 16. The Four Pillars: Impact What it is: Knowing the work I do impacts my colleagues & company for the better. What it isn't: ● Making the Employee of the Month / popularity contest ● Glass sculptures for milestone awards ● Annual performance review
  17. 17. The Four Pillars: Impact Why it's important: ● 58% of employees surveyed say it's very important to them (YouEarnedIt) ● Having clearly defined goals is 1 of 2 biggest drivers of intrinsic motivation (Intrinsic Motivation Study) ● Only 44% of employees can tie their own goals to corporate goals (Gallup) ● Employees who can connect their work to company goals are 3.5x as engaged (Intrinsic Motivation Study)
  18. 18. Building Impact ● Recognize what drives your business forward Frequent, positive recognition reinforces behaviors that align with the organization's goals. ● Democratize recognition Peer-to-peer recognition is win-win for employees and leadership. ● Create a culture of continuous feedback Take an "all of the above" approach with recognition to help employees see their impact. ● Tie recognition to core values Studies show this results in higher retention rates.
  19. 19. The Four Pillars: Appreciation "To me, the employee experience is knowing the company has our best interests at heart. I would like to be appreciated more and have a company that's concerned about our wellbeing."
  20. 20. The Four Pillars: Appreciation What it is: Feeling acknowledged and appreciated for my contributions. What it isn't: ● Only showing appreciation to heroes ● Only appreciating extraordinary effort ● The "gift card cabinet" ● A paycheck
  21. 21. The Four Pillars: Appreciation Why it's important: ● 67% of employees surveyed say it's very important to them (YouEarnedIt) ● Winning teams have a positive to negative feedback ratio of nearly 6 to 1 (Harvard Business Review) ● 81% of employees say they work harder when their boss shows appreciation (Glassdoor)
  22. 22. Building Appreciation ● Make it specific and personal Tell employees exactly what they're doing right. ● Use a peer-to-peer recognition program Peer-to-peer recognition strengthens teams and encourages appreciation. ● Add rewards for thankless tasks Many appreciation opportunities are lost in day-to-day operations. ● Make it public Shine the spotlight on behaviors that live up to your core values.
  23. 23. Other Ways to Emphasize Employee Experience Make it organic: Enable an outgrowth of day-to-day actions at the corporate, department, and personal level Make it interactive: The employees and organization should both contribute Make it employee-centric: Employees experience their jobs in different ways — allow them to opt in to what's most important to them Make it culture-driven: Surveyed employees said culture was the biggest determinate of the employee experience — more than tools, technology, or their physical environment Make it ongoing: These efforts start on day one and evolving as the employee stays Make it motivating: Build employees’ intrinsic, self-driven motivation to do their job
  24. 24. Putting It into Practice A real-world example of defining your employee experience.
  25. 25. Employee Recognition
  26. 26. Recognition Feed
  27. 27. Employee Rewards
  28. 28. Any questions? Ask a question or enter the chat. Be on the lookout for our takeaway guide! Thanks for coming!
  29. 29. The Employee Experience Platform www.youearnedit.com YouEarnedIt is the employee experience platform that scales the very core of your organization’s culture. We provide real-time recognition, transformational behavior bonuses, continuous feedback, and actionable analytics to deliver a powerful return on investment. With the solution that adapts to your culture, your employees and organization will thrive—because YouEarnedIt. Request a demo!

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