5 steps to build & maintain an engaging culture

L. David KingsleyVice President, SalesforceEmployee Success Strategy & Operations

[email protected]@ldkings

5 Steps to Build & Maintain an Engaging Culture

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Housekeeping

L David Kingsley

VP, GLOBAL HR STRATEGY AND OPERATIONS

A talent management and organizational effectiveness executive with experience leading global teams to deliver measurable outcomes against core business objectives in high growth industries and markets, David currently serves as Salesforce's Vice President, Global Human Resources Strategy and Operations (S&O). Leading a global team of 60, the S&O team serves the 25,000 employees of Salesforce across 26 countries. In previous roles at Salesforce, David served as the HR Business Partner for the Technology and Products (T&P), Commercial Business Unit (CBU) and Customer Success Group (CSG) organizations.

With a B.A. in International Relations from Catholic University and an M.A. in Organizational Science from George Washington University, David and his family relocated to San Francisco from Washington, D.C. in 2012, where he joined Salesforce after more than 12 years in management consulting with Accenture and Booz Allen. At Salesforce, David is focused on the design, development and delivery of the employee experience with the perspective that company culture is a thread which runs from the candidate and new hire experience, to the employee experience, through to the customer experience.

“Engaged employees feel a sense of passion for their work and spend their days driving innovation and moving their company forward.”

Source: Gallup’s “State of the Global Workforce”

87% of employees worldwide

are disengaged

Source: Gallup State of the Global Workforce Report

Gallup’s Q12Statements to Measure Employee Engagement

1 I know what is expected of me at work.

2 I have the material and equipment I need to do my work right.

4 In the last seven days, I have received recognition or praise for doing good work.

3 At work, I have the opportunity to do what I do best every day.

6 There is someone at work who encourages my development.

5 My supervisor, or someone at work, seems to care about me as a person.

7 At work, my opinions seem to count.

8 The mission or purpose of my company makes me feel my job is important.

10 I have a best friend at work.

9 My associates or fellow employees are committed to doing quality work.

12 This last year, I have had opportunities at work to learn and grow.

11 In the last six months, someone at workhas talked to me about my progress.

The world OUTSIDE work has changed . . .

The world INSIDE work hasn’t . . .

What’s going wrong here?

Source: Kevin Kruse, Employee Engagement 2.0

Happy Employees = Happy Customers = Happy Stakeholders

The Engagement-Profit Chain

Investments in Employee Engagement

Increases in EMPLOYEE

Effort Productivity Retention

Increases in CUSTOMER

Service Satisfaction

Loyalty

Increases in Growth

and Profits

Our Strategy

Culture + Technology = Engagement

Culture is our greatest asset and core differentiator

“The business of business is to improve the state of the world.”– Marc Benioff

Technology is how we scale culture across our company

Communities

Apps

Analytics

Sales

Service

Marketing

ConsiderationCandidate Experience

AttractionEmployer Brand Renewal

Engagement

AdoptionOnboarding

& Referral

5 Steps to Build and Maintain an Engaging Culture

Our Strategy in Practice

Attraction Consideration Adoption Engagement Renewal/Referral

Manage, build & engage our employees to share our brand

Attraction: Employer Brand Consideration Adoption Engagement

Renewal/Referral

We social advocates of

Attraction: Employer Brand Consideration Adoption Engagement

Renewal/Referral

Make a good decision on culture fit during the hiring process

Attraction Consideration: Candidate Experience Adoption Engagement

Renewal/Referral

Automate onboarding with new hire success email journeys

Attraction Consideration Adoption: Onboarding Engagement

Renewal/Referral

Becoming Salesforce – 1 Day Culture Immersion

Exec Keynotes Volunteering

Interactive Learning

Happy Hour

CampGround

Make onboarding fun using a blend of people and technology


Renewal/Referral

Wow them with our innovative technology


Renewal/Referral

71% of people in the labor force are

ACTIVELY SEEKING and/or OPEN TO a new job

That percentage increases to

75% for ages 45-54 / 84% for ages 35-44 / 90% for ages 18-34

Source: Indeed Study

Deliver on our brand promise to win the renewal every day

Meaningful Work

With Good People in a

Good Environment

And Be Fairly Rewarded

For It


Use V2MOM to drive transparency and alignment

What do we want to do?

What is important to us?

What could get in our way?

How will we do it?

How will we measure success?

Vision

Values

Methods

Obstacles

Measures


Use community to drive innovation and customer successConnect Communicate Collaborate


Walk the walk on our values and bring others along with usGiving Back Equality for All Well Being Fun


96% of our employees say they are willing to do extra to get the job done

76% of our employees see themselves

at Salesforce in 3 years

50% of Salesforce

New Hires come from employee referrals

Measure impact and continuously adjust to drive results

87% of our employees say they would recommend

Salesforce

Engagement Renewals Recommendations Referrals

Attraction Consideration Adoption Engagement Renewal & Referral

ConsiderationCandidate Experience

AttractionEmployer Brand Renewal

Engagement

AdoptionOnboarding

& Referral

5 Steps to Building & Maintaining an Engaging Culture

Thank Y u