The Commoditizationof Innovation

Innovation: The keystone

of differentiation

Competitive Abundance

GLOBALIZATIONhas shrunk the world

TECHNOLOGYhas leveled the playing field

LOW ENTRY BARRIERhas increased startups

Differentiation decay

Value Entropy

TIME

PERCEIVED VALUEof INNOVATION

Remarkable

Expected

L

H

Expected

Focus on Who You Are

PEOPLERelentlessly attracting, inspiring, and empowering great people.

CULTURECreating a great place to work,so great work can take place.

–Bersin by Deloitte

Ram CharanBest-selling Author, Business Advisor

HR has got to be less focused onprocesses, policies, and procedures,

and more focused on people, performance and productivity.

Don’t fall in lovewith a solution

fall in lovewith a problem…

The secret to enduring relevance:

Employee Experienceis fundamental to:

Performance Recruiting Retention

Employee Landscape

ENERGY

TIME TALENT

Employee LandscapeEmotional Capital

is the most importantcapital in our organizations.

Emotion

Engagement

Sentiment

Satisfaction

ENERGY

Performance / Productivity

Energy matters most

TIME TALENT

Employee Landscape

ENERGY

Performance / Productivity

We hire for thisWe give them this

We expect this

When they’re full of this

TIME TALENT

Employee Landscape

ENERGY

Performance / Productivity

The Organizational Impact of Disengagement

20% of their total performance capacity

This is our ¾” hole…

Want to drive up performance and productivity? Solve for energy.

TIME TALENT

Employee Landscape

ENERGY

Performance / Productivity

This is a problem to fall in love with.

Emotional Capitalis the most important

capital in our organizations.

Solving for “energy” is how youput the force of work

back into the workforce.

TIME TALENT

ENERGY

Employee Experienceis fundamental to:

Performance Recruiting Retention

TIME

EMO

TIO

N

Start

Peak of inflated expectations

Slope of enlightenment

Trough of disillusionment

Plateau ofproductivity

Emotional Hype Cycle

Slope of Disengagement

Slope of Re-engagement

Trough of disengagement

Employee Journey

Where are your most criticalemployeesWhere are you right now?

1 2 3 4 5

Employee Journey

Onboarding Engagement SurveysPulse Survey’sStay Interviews

1:1’seNPS

Engagement SurveysPulse Survey’sStay Interviews

1:1’seNPS

TargetedIndividualized

StrategicIncremental

TargetedIndividualized

StrategicIncremental

Treatment EmotionalDiagnostics

EmotionalDiagnosticsTreatment Treatment

What gets measuredgets managed

What gets managed

Peter Drucker

gets improved&

eNPS

eNPS (Employee Net Promoter Score)

“On a scale of 1 to 10, how likely are you to recommend BambooHR as a place to work?”

10987654321

eNPS = Promoters (%) – Detractors (%)

PromotersPassivesDetractors

HOW

WHAT

OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)

Start With Why

WHYMissionValuesBeliefs

EMPLOYEE SENTIMENTa filter

This is Employer BrandWe live in the age of the socialization of everything…

everything we do is part of this grand story we tell the world.

Culture(How you behave)

(who you are)

Story(What they say about

how you behave)

TIME TALENT

ENERGY

WHY

Employee Experienceis fundamental to:

Performance Recruiting Retention

Life’s Journey

Life’s Journey

The day you were born

The day you find out why

UltimateIndividual

“Why”

Life’s Journey

UltimateIndividual

“Why”The day you were born

The day you find out why

Your organization

e

Your employee

The Orbit of Employee Engagement

WHY

eeee

ee

ca

ee

ee

ee

ca

ca

ca

ca

WHY

WHY

WHY

You’re not alone in your efforts.

eeee

ee ee

ee

ee

ee

ca

ee

ee

ee

ee

ee

ca

WHY

ee

ee

ee

ee

Orbital Cluster

ee

ee

ee

ee

ee

ee

WHY

ee

Peak Engagement(Flow)

Departure Trigger

The orbit of Employee Engagement

WHYPeak Engagement(Flow)

Departure Trigger

Optimal Orbit

Emotional Distancing

ee

Solidifying Resolve

Crystallization of Discontent

Maximum Emotional Sensitivity (lowest gravitational pull)

EscapeVelocity

Journey of DisengagementThe orbit of Employee Engagement

Decision to Re-engage

Re-Entry(emotional refueling)

InterventionOpportunities

Organizational Waste(20% Productive Power)

Journey of Re-engagement

Emotional DetectionSystems

WHY

The orbit of employee engagement

DIAGNOSTICS

ABILITY TO DETECTHARD EASY

ABILITY TO CORRECTEASY HARD

We have to detect early, so that we can act fast… begin with asking one simple question…

eNPS

TREATMENT

TIME TALENT

ENERGY

WHY

Employee Experienceis fundamental to:

Performance Recruiting Retention

Emotional Capitalis the most important

capital in our organizations.

MEASURE IT MANAGE IT

bamboohr.com

Crafting Your Employer Brand: Why It Matters and How to Do it Well

payscale.com

Don’t fall in lovewith a solution

fall in lovewith a problem…

The secret to enduring relevance:

For a copy of the presentation, or for more details, inquire through social:

@RustyLindquist

…/in/rustylindquist

Rusty LindquistVP, Thought Leadership

BambooHR

For book reservations: www.life.engineering

Alignment (Competency): Do you feel like you are able to accomplish what you are being asked to do?

Do you feel like your job is helping you to grow and progress in some important way?

Alignment (Passion): Do you feel like you enjoy doing it?

Plan: Is it clear what your next step is, and the one after that?

Space: Do you have what you need to get your work done?

Contribution: Do you feel like you're getting work done, and that the work you do matters?

Score: Do you have a sense of whether or not you are winning or losing?

Momentum: Does it feel like you're making progress and moving forward?

Do you feel a sense of personal investment in your role?

Objective (Personal): do you have something that you were ultimately working toward right now?

Objective (Organizational): is it clear what value our organization is ultimately trying to provide?

Do you feel a sense of purpose in the work you do every day?

Do you feel the work you do is valued and recognized?

Identity: Do you feel like the company's mission aligns to something you care about?

Leadership: Do you have immediate access to someone who understands what you do, helps you when you get stuck, challenges you to be better, and mentors you on your way?

Are there people at work that you care about personally?

Do you feel like our culture is one that helps you be your best self?

Do you feel you have a healthy work/life balance right now?

Disengagement Diagnostic0 101 2 3 4 5 6 7 8 9