the current state of company loyalty and employee engagement

Company Loyalty & Employee Engagement

Kristin BakerDirector, HR Corporate

Maureen GoodinDirector, HR Outsourcing & Consulting Group May 26, 2010

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Agenda

The “War for Talent” – Why are we still talking about it?

Why are we interested in engagement?

Engagement – What is it?

Importance of engaged employees

Kelly’s Global Workforce Statistics - It’s not just a US problem!

What can your company do?

The “War for Talent”

“The war for talent is not over – it’s just been in hibernation.”

Carl Camden, President & CEO - Kelly Services, Inc.

The “War for Talent”

Economic recovery should force companies to focus on retention of talent.

It is becoming more difficult to retain employees especially once they have been trained.

Are the employees that are still with your company staying for the right reason and “giving their all”?

Why Engagement?

Connection between employee engagement and business performance is a stronger indicator than any other measure of employee attitude and business performance

Makes a difference between dollars and cents!

Gallup Engagement Index

HR Magazine – May 2010

How much is this costing US businesses annually?

$350 Billion

Up to…………

Per year…………

“Survey says……..”

From “The Why of Work” by David Ulrich

EngagementWhat is it?

Engagement – What is it?

Engagement is the extent to which employees commit to something or someone in their organization.

It is how hard they work and how long they stay as a result of that commitment.

Source: Corporate Leadership Council (CLC)

Engagement – What is it?

© 2005 Corporate Executive Board

Engagement – What is it?

You want employees to connect with their heads, hearts and hands

Engagement vs. Satisfaction

Why Engagement is Important?

People want to be a part of “something”

People want to feel a sense of belonging

People want to go on a meaningful journey

People want to know that their contributions make a significant impact or difference

Engaged people feel that whatever they’re doing is unquestionably connected to making a difference in the lives of other people.

Global Drivers of Engagement

The Engaged Employee

Is both willing and motivated to perform to levels that exceed the job requirements.

Feels passionately about the Company’s goals.

Will highly recommend their employer to others.

Understands what he/she must do to add value to the company.

Always willing to put those thoughts and feelings into action.

Kelly’s Engagement Journey……..

Focus on engagement formally began in 2008 – 2009

Emphasis on : Customer Engagement

Candidate Engagement

Employee Engagement

Supplier Engagement

What Kelly Measured……

Engagement – 6 categories

1. Discretionary Effort

2. Intent to Stay

3. Job/Day to Day Tasks

4. Organization

5. Team

6. Manager/Supervisor

What Kelly is Doing……

Global survey results rolled out Each division/department tasked with:

Addressing area(s) of concern Leveraging strength(s)

How are we doing this? Gathering additional data

• Focus groups

• Zoomerang surveys (targeted questions)

• Etc.

Recommendations are being made to senior leaders Many initiatives are currently underway

Kelly’s Global Workforce Index

As a result of the recession, are you

more or less loyal to your employer?

As a result of the economic recession, are you more loyal to your employer? If yes, why?

(Multiple responses allowed so percentages add to more than 100)

As a result of the economic recession, are youless loyal to your employer? If yes, why?

(Multiple responses allowed so percentages add to more than 100)

How committed or ‘engaged’ do you feelwith your current employer?

What one thing would make you feel morecommitted or ‘engaged’ with your job?

Note that percentages may not add to 100 due to rounding

What one factor would be most likely to cause you to leave your organization?

Note that percentages may not add to 100 due to rounding

Who is Responsible for Engagement?

What Can You Do?

Know your people and what’s important to them.

Have ongoing conversations with your employees.

Provide recognition that is what they want.

Help them understand how their job fits within the organization and impacts the business.

Conduct your own engagement survey.

Communicate, Communicate, Communicate

Thank You & Questions

Thank you:

Kristin BakerDirector, HR Corporate

Maureen GoodinDirector, HR Outsourcing & Consulting Group

http://www.kellyservices.com