professional growth and employee engagement (part 1)
TRANSCRIPT
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INNOVATIVE APPROACHES FOR MANAGING PROFESSIONAL GROWTH
Monthly Webinar Series
June 23, 2016
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2Topic Agenda
Item Time (min)
Introduction (Sean) 2
The Professional Growth Challenge 10
Four New Ways to Enhance Professional Growth
15
Q&A 5
Norm Baillie-David, MBA, CMRPSVP Engagement - TalentMap
Agenda
Liz Felso-HébertSenior Account Manager
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3
15 years in business7,000+ employee engagement surveys since inception1,000,000+ employees surveyed500+ employee engagement surveys annually
Only 1 Focus
TalentMap by the Numbers
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4Sample Clients & Benchmark
Award Programs Technology & Engineering Not-for-Profit & Association
Financial Services
Health Sciences
Other
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The Professional Growth Challenge
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Professional Growth the Single Most Important Engagement Driver 6
Employee Engagement
Compensation Work Environment Performance Feedback
Professional Growth Work/Life Balance Information and
Communication
Teamwork Inspire our People* Change Management*
Quality and Safety* Innovation Client Focus
Senior Leadership Organizational Vision
Immediate Management
Survey Dimension Relative Weight
(Impact on Engagement)
PROFESSIONAL GROWTH 17.3%
INNOVATION 12.1%
SENIOR LEADERSHIP TEAM 10.7%
ORGANIZATIONAL VISION 10.6%
TEAMWORK 10.4%
IMMEDIATE EXEMPT SUPERVISOR 8.8%
WORK ENVIRONMENT 6.3%
CUSTOMER FOCUS 6.2%
INFORMATION & COMMUNICATION 4.8%
COMPENSATION 4.6%
WORK/LIFE BALANCE 4.1%
PERFORMANCE FEEDBACK 4.0%
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+/- Previous Year
+/- TM Benchmark
Overall Professional Growth
Most of my work is challenging.
At work, I have the opportunity to do what I do best every day.
I have continuous opportunities to learn and grow professionally.
My career aspirations can be achieved at this organization.
I can make a positive impact at work.
0% 20% 40% 60% 80% 100%
18
11
21
22
30
5
22
23
21
25
29
10
61
67
59
53
41
85
Unfavourable Neutral Favourable
% Frequency
Data is rounded to the nearest whole number
* Number indicates % Favourable score
-3 -8
-2 -7
0 -9
-6 -8
-6 -12
0 -3
Typical Client Example: Professional Growth 7
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How do we provide ample professional growth opportunities in a small, flat, and/or low growth organization?
The Challenge
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Not like this!• Based on lifetime
loyalty paradigm – creates inflexibility – and it’s gone anyway
• Demand exceeds supply
• Rewards risk-avoidance, not entrepreneurial behaviour.
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The Traditional Career Path
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• Need to cut costs?• Lay off employees
• Need new skills?• Hire different
employees• High training costs?
• Hire from outside• Etc.
The Lifelong Career Contract is (Long) Dead. We need a New Career Paradigm.
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The Result?
13
“A winner-take all economy that may strike top management as fair, but
generates widespread disillusionment among the rest of the workforce”
Source: Tours of Duty: The New Employer-Employee Contract - Harvard Business Review, June 2013
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Four New Ways to Enhance Professional Growth
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4 Ways to Improve Professional Growth (and increase engagement and retention)
15
Career Management
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Career Management (vs. Performance Management)
16
Performance Management
¨ Looks at the past…¨ Based on the employee’s current
position and skills¨ Focuses on Results & Competencies¨ Provides feedback - strengths and
weaknesses¨ Addresses problems/gaps and
identifies action plans for improvement¨ Involves 2-way dialogue (Manager –
Employee)
Career Management
¨ Looks to the future…aspirational¨ Focuses on engaging employees with
their career goals for sustainable results¨ Focuses on the employee’s unique
strengths¨ Helps employees identify and realize
their career goals¨ Empowers the employee to find
solutions and answers to own his or her career
¨ Is a resource for collaboration and progress
¨ About understanding what the employee means and his or her chosen career path
¨ Creates a safe space for risk-taking
Source: Knightsbridge
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Encourage Network Development
17
“Just as an individual’s power rises with the strength of his/her network, a company’s power rises with the strength of its employees’ networks”
The Start Up of You – Reid Hoffman, Ben Casnocha, Chris Yeh
CIIF thenIWE
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Tours of Duty
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• Recognizes the old paradigm no longer applies.
• A Clear Business Alliance: “Win-win” • A Two to Five Year renewable “contract”, in which:
• The organization gets an engaged employee who strives to produce tangible achievements for the organization, who can be an important advocate and resource
• The employee takes a significant step towards life-time employability as opposed to employment – encouraged and supported by the organization
• The Tour can be renewed if both parties agree – a recipe for further motivation and engagement
• Proven to boost both recruiting and retention.• The employer encourages career development – without
promising lifetime career growth.
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Build an (Open) Alumni Network
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If after all that, what if they still leave?1. Try to change his/her mind.2. Congratulate him/her and welcome them to the company’s alumni
network3. The Goal is not retaining employees – it’s lifelong affiliation
Current Employee Benefits• Networking• Experience
• Corporate memoryAlumni Benefits• Networking
• Maintain contacts and friendships
• References• On-going affiliation
strengthens personal brand/reputation
Organization Benefits• Recruit former
employees• Revenue through client
placement
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Engage your Talented, Entrepreneurial Employees
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• Recognize the step-ladder career paradigm is dead
• Help the employee build long-term employability• Career management• Networking• Tours of Duty• Alumni
• The engagement rewards outweigh the risk
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Join Us Next Month for Part 2
21
• The role of learning and development in engaging employees
• Best practices in learning and development
• Professional development initiatives and programs:
• Job crafting• Job shadowing• Secondments
• Corporate Training and Employee Engagement – Is training going the way of the Dodo?
July 28, 2016 10:00 MDT/12:00 EDT
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Event Format Topic/Location DateTalentMap Monthly Webinar Series
Webinar Professional Growth and Employee Engagement: The Small (Medium, and even Large) Organization Challenge
Part 2
July 28, 2016
HR Executive Technology Conference
Conference and Trade Show
McCormick Place, Chicago IL October 4-7, 2016
People Analytics Summit Canada
Conference Toronto, ON November 1, 2016
Canada’s Top Employer Summit
Conference Four Seasons Hotel, Toronto ON November 14, 2016
UPCOMING TALENTMAP LEARNING SESSIONS
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THANK YOU!QUESTIONS AND DISCUSSION
23
Monica HelgothVP Engagement – TalentMap [email protected], x515
Norm Baillie-DavidSVP [email protected], x504
FOR A COPY OF THE PPT OR RECORDING:http://www.talentmap.com/webinar-past/
Louie MoscaDirector of Sales – TalentMap [email protected], x501
Liz Felso-HébertSr. Account [email protected], x505