the missing link in your employee engagement strategy

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THE MISSING LINK IN YOUR EMPLOYEE ENGAGEMENT STRATEGY

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TODAY’S SPONSORS

An employee feedback software company that helps organizations retain top talent, motivate performance, understand turnover, and build magnetic workplace cultures.

A corporate wellness technology company that drives realemployee engagement.

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SPEAKERS TODAY

Dr. Laura HamillChief People OfficerLimeade Institute DirectorLimeade

Dan HarrisWorkplace Insights AnalystQuantum Workplace

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WHAT WE’LL COVER

• Survey overview

–Well-being & employee engagement

–Organizational support for well-being

–What this means for your business

• How to put this in action

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SURVEY OVERVIEW & METHODOLOGY

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METHODOLOGY

• The 2016 Well-Being and Engagement Report highlights findings from an online study conducted by Limeade and Quantum Workplace

• 1,276 employees participated, representing 45 U.S. markets

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WHAT WE LEARNED

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WELL-BEING & ENGAGEMENT ARE RELATED

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WELL-BEING, ENGAGEMENT & BUSINESS RESULTS ARE RELATED

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WELL-BEING REQUIRES ORG SUPPORT

have high organizational support

72%Employees are more likely to feel higher levels of well-being when they feel higher levels of organizational support

OF THOSE EMPLOYEES WITH HIGH WELL-BEING:

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WHAT ORG SUPPORT LOOKS LIKE

To improve well-being, organizations must support employees in their improvement

WELL-BEING

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ORGANIZATIONAL SUPPORTCURRENT PERCEPTIONS

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ORG SUPPORT: WHAT ARE THE MOST IMPORTANT COMPONENTS?

1. Manager2. Well-being tools & programs 3. Leaders

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WHAT THIS MEANS FOR YOUR BUSINESS

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INTENTION TO STAY

* Note that there are small n sizes for both Low/High groups

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99% OF EMPLOYEES who feel they have higher well-being & organizational support recommend their company as a great place to work

GREAT PLACE TO WORK

* Note that there are small n sizes for both Low/High groups

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CULTURE

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• The culture of the organization impacts everything that happens

• Organizations need an intentional culture where well-being & engagement can thrive

ORGANIZATIONAL SUPPORT: CULTURE

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MOST IMPORTANT CULTURAL ATTRIBUTES FOR WELL-BEING SUPPORT

20% One that values the whole person

16% Trustworthy

12% One that invests in its employees

10% One that trusts employees

7% Transparent

Resilient7%

7%

7%

7%

7%

Optimistic

One that focuses on learning & dev

Flexible

One that has a long-term focus (not just focused on short-term goals)

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CULTURES THAT SUPPORT WELL-BEING:

1. Value the whole person – physical, emotional, financial and work well-being

2. Are trustworthy3. Invest in their employees with well-being

tools and resources 4. Trust their employees

HOW TO BUILD A CULTURE THAT SUPPORTS EMPLOYEE WELL-BEING

Dan HarrisWorkplace Insights AnalystQuantum Workplace

GAIN TRUST

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1. Acknowledge that building trust takes a lot of time and effort

HOW TO GAIN EMPLOYEE TRUST

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1. Acknowledge that building trust takes a lot of time and effort

2. Maximize honest and transparent communication

HOW TO GAIN EMPLOYEE TRUST

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1. Acknowledge that building trust takes a lot of time and effort

2. Maximize honest and transparent communication

3. Embrace an open-door policy

HOW TO GAIN EMPLOYEE TRUST

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1. Acknowledge that building trust takes a lot of time and effort

2. Maximize honest and transparent communication

3. Embrace an open-door policy4. Demonstrate consistency

HOW TO GAIN EMPLOYEE TRUST

TRUST EMPLOYEES

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1. Let them make mistakes & learn

HOW TO TRUST EMPLOYEES

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1. Let them make mistakes & learn2. Let them innovate

HOW TO TRUST EMPLOYEES

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1. Let them make mistakes & learn2. Let them innovate3. Let them make their own

well-being choices

HOW TO TRUST EMPLOYEES

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1. Encourage them to make mistakes & learn

2. Encourage them innovate3. Encourage them make their

own well-being choices

HOW TO TRUST EMPLOYEES

VALUE THE WHOLE PERSON

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1. Acknowledge that people are complex

HOW TO VALUE THE WHOLE PERSON

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1. Acknowledge that people are complex

2. Think about employees as whole people

HOW TO VALUE THE WHOLE PERSON

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1. Acknowledge that people are complex

2. Think about employees as whole people

3. Strive for work-life balance

HOW TO VALUE THE WHOLE PERSON

INVEST IN EMPLOYEES

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1. Provide

HOW TO INVEST IN EMPLOYEES

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1. Provide2. Educate

HOW TO INVEST IN EMPLOYEES

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1. Provide2. Educate3. Promote

HOW TO INVEST IN EMPLOYEES

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1. Provide2. Educate3. Promote4. Measure

HOW TO INVEST IN EMPLOYEES

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TAKEAWAYS1. When employees feel they have higher well-being,

they’re more likely to be engaged in their work

2. Help employees improve with manager support & well-being tools and programs

3. Employees who feel they have higher well-being and feel supported are more likely to recommend their company as a great place to work and to stay

4. Be intentional in how your culture supports well-being

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Q&A

DR. LAURA HAMILLlaura.hamill@limeade.com

DAN HARRISdan.harris@quantumworkplace.com

Download report and watch animated video:limeade.com/engagementreport/

Learn more:limeade.comquantumworkplace.com