non traditional employee engagement€¦ · “kickstarter ” tools crm big data ... oreview sites...
TRANSCRIPT
@muzebranding @alexputman #SpotlightOnHR
NON TRADITIONAL EMPLOYEE ENGAGEMENT
ENGAGEMENT
• Employee Engagement is a measure of
employees emotional attachment to
o Job
oColleagues
oCompany
• This influences
o Experience at work
o Efforts to help organization reach goals
CURRENT TRENDS
MOBILE
easy access
always on
GAMING
work + fun
SOCIAL
openness
review sites
CROWD
SOURCING
user groups
“kickstarter”
TOOLS
crm
big data
storage
CANDIDATE
UX
about me
BEFORE THE HIRE
Create strategies based on data;
oReview sites (Glassdoor, Indeed)
o Source of hires
o Surveys (employee, candidate etc..)
• Marketing
o Targeted campaigns
o Engagement and reach
o Traffic, source of visit, drop off etc..
• Focus on Candidate Experience
KEY HIRING SOURCES
REFERRALS
22%
DIRECT
SOURCE
10%
JOB
BOARDS
17%
CAREER
SITE
21%
COLLEGE
7%
77%
OF ALL
HIRES
CANDIDATE EXPEREINCE
• Conduct internal audit
• Candidate attraction (TC, SoMe…)o 24 hour response
• Application process o clicks to apply
• Career path examples
• Post apply dispositiono Finalist
o Rejections
• Finalist management
• Selected candidate
• Stay in touch with alumni
ATTRACTION
2015 Majority of workforce will be in their 20’s2020 Gen X & Gen Y will be 65% of workforce2030 Millennials will be 75% of the workforce10,000 Baby boomers retire everyday
POLL: How many people have adjusted HR practices to
attract this talent?
WHY WORK HERE
CANDIDATE PRIORITIES
Top 5
• Job Content
• Creative & Challenging Work
• Culture and Environment
• One of my top choices
• Opportunity to make an impact
Bottom 5
• Best I could find at time
• Salary
• Supervisor
• Job Security
• Benefits
ON BOARDING
Traditionally
• 1-8 hours of classroom setting
• Fill out paperwork (day 1)
• Sign all agreements post hire (day 1)
• Cumbersome intranet
Best Practices
• Provide on-line documents BEFORE start day
• Mobile on-boarding
• Videos
• Infographics
CREATIVE ON-BOARDING
Gamified:
• Scavenger hunt
• Create 90 day surveys with rewards
• Personalize
Fun
• Self guided; provide ground rules and basic instructions (video, social)
• Surveys, Mentors/Buddy Program
• Blog posts about experience
Mobile
• Customized mobile app to provide company data (benefits, open enrollment, multi media)
DRESS CODE
RETENTION
4 Key Aspects
1. Communication
2. Employee Welfare
3. Organizational Climate & Culture
4. Organizational Structure & Job
10 Most Important Attributes
BEGIN WITH RETENTION
Attribute
Free flow communications
Trusted to get the job done
Job Content fully occupies me at the workplace
Encouragement to suggestions & ideas
Friendly relationships
Why Accepted Offer
Culture & Environment
Opportunity to make an impact
Creative & Challenging Work (Job Content)
Culture & Environment
TRAINING & DEVELOPMENT
What Matters to the Company• Expect you to stay for the “long haul”• Do a singular job, grow into something else
over an extended period• Business goals
What Matters to the Employee• 60% of GEN Y has switched careers 1x already• 70% of college grads leave their first jobs after
2 years• Personal goals
TRAIN them for Intrapreneurship!
REWARDS
1. Involve employees in business
2. Encourage grass roots
3. Creative knowledge share
4. Show them the value
5. Create alternate realities
6. Intrapreneurship
7. Scavenger style on-boarding
8. Give them a voice
9. Encourage ideas
10.Give back (true social awareness)
CULTURE
• Info on the go (mobile)
• Allow and encourage social networks
• Create digital games
• Gamify the employer referral process
• What’s in it for them
• Team break outs
• Lift IT bans & BYOD
• 1 click great, 2 clicks good, 3+clicks BAD
ON-GOING ENGAGEMENT
Mobileo Optimization
Socialo Marketing
o Engagement
Videoo Attraction
o Training
Webo Access is 24x7
Gamificationo Make it fun with element of competition
Alex Putman
m 678-557-0469
@alexputman
http://www.muzebranding.com
@muzebranding