communicating in times of change: effectively …...2019/07/30 · communicating in times of...

Communicating in times of change:

Effectively gather and implement

employee feedback

Jessica Kimball

Mattel Employee Engagement and Diversity & Inclusion

Internal Communications & Employee Engagement Summit

Jessica Kimball

• Leads Global Employee Engagement

and Diversity & Inclusion @ Mattel

• Favorite Toy: Bubble Wrap

• Career experience spans education

startup to HR Strategy:

Talent Management, Talent Acquisition,

Learning and Organizational Development,

Diversity & Inclusion, Employee Engagement

About Mattel & Our Speaker

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• A leading global toy company

• 74 years old

• Brands include:

• 31,000 employees globally

= 10,000 corporate employees

+ 21,000 manufacturing employees


What we’ll cover today…

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When is the right time to measure employee engagement?

What is the right approach to take for your engagement survey?

Moving from insights to action

Empowering our people to drive change


When is the RIGHT TIME to measure

employee engagement?


5

a. During times of organizational stability

b. After organizational change

c. Whenever you need to gain a clear

sense of employee happiness and

better understand what drives your

employees

When is the right

time to measure

employee

engagement?


Answer at: ragan.cnf.io

State of Change in the Workplace

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73%+24% since 2018

of executives predict significant industry disruption

in the next three years*

Significant human capital implications:

• More frequent (and often larger)

org changes

• Greater need for agility

• Lack of clear roles and responsibilities

• Slow decision making

Can negatively

impact

Employee

Engagement

*Mercer 2019 Global Talent Trends Report


https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html

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Measure…

• After large organizational changes to

understand the impact the changes are

having on employees

• During times of stability to understand

what is working, what’s not working, and

to uncover discrepancies in what you

THINK may be working but really isn’t

There will never be

a PERFECT time to

measure employee

engagement


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Our opinion:

Whenever you need to gain a

clear sense of employee

satisfaction and understand

what drives your employees

and keeps them connected

to your company.

When is the right

time to measure

employee

engagement?


What is the RIGHT APPROACH to take for

your engagement survey?


Which should you choose?...

Range of engagement survey options

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Can be a great starting point:

• Easy and quick to create

• Can start with a few questions

• Cost-effective (may even be free!)

• Keep in mind not to survey for

survey sake – take time to identify

clear objectives and design

questions to address key areas

Less formal

Do-it-Yourself

High-powered analytics

& planning within platform:

• Customer success teams available

to help with survey design or design

your own

• Real-time data analysis at close of

survey

• Action planning often within platform

• Keep in mind how data-friendly your

organization is and what level of

assistance you may or may not

need for detailed analyses

Employee Engagement

Technology Platforms

Traditional Engagement

Survey Companies

Extremely high-touch service:

• In some cases, decades of

experience

• Detailed survey design

• Often conduct all analysis for you

and provide an overview of key

insights and action planning steps

• Keep in mind might be cost-

prohibitive for small companies

surveying for the first time


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a. Informal Do-It-Yourself (DIY)

b. Engagement Technology Platform

c. Traditional Engagement Survey

Company

Which approach

matches your

organization’s

current needs?


Answer at: ragan.cnf.io

Tracking employee sentiment during times of change

12Internal Communications & Employee Engagement Summit

Goal:

gain a clear sense

of employee

satisfaction and

understand what

drives your

employees

Disruption

& Change

are becoming

more and more

prevalent

but

so

we

need

to

Embrace

agility

to quickly measure

however often

needed and drive

speed to action

What we needed at Mattel…

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Previous Employee Opinion Surveys

• 6 surveys between 2001-2016

• Usually 2-3 years between surveys

• 50+ questions per survey

• Survey audience: all global corporate employees

• Time from analysis to action:

1 month for data analysis and crafting executive summary

+ 1 month to share with executive team and senior leaders

+ 1 month to share with company and prepare for action

planning at senior leadership levels

Approx. 3 months from survey close to action planning

What we needed:

• Company in transformation

• More frequent pulsing to keep up with rate of

organizational change

• Fewer questions, but with laser focus on items

highly-correlated with employee engagement

• Measure engagement at multiple touchpoints

across employee experience

• Same audience: all global corporate employees

• Significantly faster analysis and speed from insight

to action


We chose an employee engagement technology platform called Glint

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50+Languages

supported

150+ Countries

deployed in

4M+ Employees surveyed

Around the world

• Measures employee engagement across the employee lifecycle: New Hire, Engagement, and Exit

• Comment analysis to further understand context and qualitative drivers of engagement

• Allows more frequent pulsing and quickly translates data into action


15Internal Communications & Employee Engagement Summit

Moving from insights to action


Speed to Action

17

Previous Employee Opinion Surveys

Time from analysis to action:

1 month for data analysis and crafting executive summary

+ 1 month to share with executive team and senior leaders

+ 1 month to share with company and prepare for action

planning at senior leadership levels

Approx. 3 months from survey close to action planning

2018 Global Engagement Survey

Time from analysis to action:

1 week for data analysis and crafting executive summary

(shared global topline results with company 10 days after

survey close!)

+ 1 week to share with executive team

+ winter break ☺

4 weeks after survey closed: Results and Action Planning

opened for Senior Leaders


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Activating Engagement @ Mattelacross all levels of the “Employee Engagement Funnel”

Level 1:Company Focus

❑ Listening & Committing to Act

❑ Identifying company-wide focus area


From Insight to Action…

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Ways to increase accountability for

Employee Engagement and Action Planning:

• Clear company-wide engagement goal

• Talent Management integration: integrated

engagement survey action planning into annual

organizational and talent planning process

• Performance Management goal setting: all people

leaders have a people and culture goal focused on

engagement for increased accountability

Clear goals and

Accountability


Empowering our people to drive change


✓ Listening & Committing to Act

✓ Identifying company-wide focus areaCompany Focus

✓ Global Engagement Survey Action Planning

✓ Integrated into Mattel leadership trainings People Manager

Capability

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People Manager Action Planning

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Action Planning opened to all people leaders

who had enough respondents

• HUGE step for Mattel!

• Empowered managers to take an even more active

role in their team’s engagement

• Resources:

✓ Mattel team created a Manager Action

Planning toolkit; internal yammer group for

resources, communication, and updates

✓ Partner resources: Glint on-demand platform

training; Glint Manager Concierge → guides

managers directly in platform


Engagement Action Planning Tips

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• Clear company-wide focus areas

• Empowering all eligible people leaders to

create action plans for their teams

• Clear & simple instruction guides, templates,

and trainings provided for determining action

planning focus areas and action items

What went well!!! What went ok… but could have been better:

• Addressing “waterfall” concerns (e.g. if each

people leader in a reporting line picks one focus area

that their teams below them are responsible for, will the

most junior leader end up with 3-5 items to address?)

• More robust follow-up campaign with people

leaders to ensure that they’re working with their teams

and tracking progress


✓ Listening & Committing to Act

✓ Identifying company-wide focus areaCompany Focus

✓ Global Engagement Survey Action Planning

✓ Integrated into Mattel leadership trainings People Manager

Capability

✓ “Permission” from top

o Started with message from Chief People Officer

o Executive Culture Sponsors to lend voice to specific initiatives

throughout the year

✓ Employee Engagement Programming

❑ Own your Engagement toolkit – Resources on:

o Various ways employees can get more involved in Mattel culture

o How to align your personal purpose with your purpose at Mattel

o Tips on Work-life integration, stress management, etc.

Empowering Employees to get

Involved

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We are highlighting the

various initiatives that

have been inspired by

our survey results with

our “Powered by GES”

logo

37%of employees do not

believe meaningful action will be taken as a result of

survey*

*According to Glint global benchmark



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Gathering and

Implementing

Employee

Feedback

During Times of

Change

Key Takeaways• There may never be a perfect time to measure employee

engagement. An agile approach allows us to measure

whenever you need to gain a clear sense of employee

satisfaction and understand what drives your employees and

keeps them connected to your company.

• There are a range of engagement survey delivery options.

Ultimately when choosing a survey option, it is important

to consider:

o Your current organizational context

o What objectives you seek to reach with your engagement

survey

• Increase accountability for employee engagement with clear

goals and by integrating engagement into talent processes

• Activate engagement at each level of the “Employee

Engagement Funnel”: company-wide, people managers, and

empowering individual employees to own their own engagement

Questions?


Thank you!!!


communicating in times of change: effectively …...2019/07/30 · communicating in times of...

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