7 fundamental steps for building a great place to work
TRANSCRIPT
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7 FUNDAMENTAL STEPS FOR BUILDING A GREAT PLACE TO WORK10.11.2016
| © 2016 Limeade2
TODAY’S SPONSORS
An employee engagement solution company that offers feedback and performance management tools.
A corporate wellness technology company that drives real employee engagement.
| © 2016 Limeade3
TODAY’S SPEAKERS
BJ ShannonHead of Customer
Happiness, TINYpulse
Dr. Laura HamillChief People Officer,
Limeade
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TODAY’S AGENDA• 7 steps to build a great place to work
– Why you should care
– How to integrate into your culture
• Q&A
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1. INVEST IN EMPLOYEE WELL-BEING
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WELL-BEING & ENGAGEMENT ARE RELATED
Of those employees with higher well-being
84%more engaged38%
When employees feel their employer cares about their well-being, they’re
Limeade and Quantum Workplace. (2016) 2016 Well-Being & Engagement Report.
recommend their company as a great place to work
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HOW TO SUPPORT EMPLOYEE WELL-BEING
• Value the whole employee
• Organizational support • Invest in well-being tools &
resources – like corporate wellness programs
• Manager training
• Time off to recharge
• Flexible work options
EXAMPLES
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2. GIVE EMPLOYEES A VOICE
• Listen• Involve them in decisions • Solicit their opinions
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IT’S IMPORTANT TO TAKE ACTION ON FEEDBACK
23%Taking action on feedback increases engagement by
Ask for employee feedback AND do something about it.
BlessingWhite. (2010) The good, the bad and the ugly of employee engagement surveys
Listening to employee feedback, Nimble made important internal changes that helped retain many of their employees.
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HOW TO TAKE A PULSE ON YOUR WORKFORCE
• Use tools & forums that give employees a voice
• TINYpulse engage
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3. VALUE THE MANAGER-EMPLOYEE RELATIONSHIP
Did you know managers play the most significant role in supporting employee well-being?
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WHY MANAGER SUPPORT MATTERS THE MOST
• Employees rate their relationships with direct supervisors as more important to job satisfaction than benefits1
• A strong manager relationship leads to more productive, efficient and loyal employees2
1 SHRM. (2012) 2012 Employee job satisfaction and engagement2 O’Brien, P. (2014) Why strong employee/employer relationship is important and how to achieve this? B2C
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HOW CAN A MANAGER SUPPORT WELL-BEING?
• Have frequent 1:1 meetings with employees
• Communicate openly, honestly and consistently
• Assume positive intent
• Don’t avoid difficult conversations
• Help employees overcome obstacles
• Encourage self-efficacy
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4. ACTIVELY SUPPORT GROWTH & LEARNING
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WHY YOU SHOULD CREATE OPPORTUNITIES
• Employees who don’t see opportunities for career growth at their company will leave
• Those who have access to professional development are more than 10% more likely to stay
“AT LIMEADE, WE WANT OUR EMPLOYEES TO HAVE FULFILLED CAREERS AND TO FEEL A SENSE OF PURPOSE IN LIFE.” Dr. Laura Hamill, Chief People Officer
TINYpulse.(2015) Employee retention report.
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HOW TO CREATE OPPORTUNITIES
• Partner with employees to create learning & development plans
• Offer job shadowing or training opportunities
• Share new positions internally before rolling out to the public
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5. PROVIDE REGULAR FEEDBACK
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THE IMPORTANCE OF FEEDBACK
• Employees want fast, objective and frequent feedback
• Don’t make it a scary, once-a-year thing
• Do make it easy ongoing discussions with employees
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HOW TO START THE CONVO
• Hold regular 1:1s• Set 1:1 meeting expectations• Keep it informal
• Ask about roadblocks • Help employees create
personal development plans• Hold management
improvement conversations
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LISTENING TO YOUR EMPLOYEES “REGULARLY LISTENING
TO YOUR EMPLOYEES BY WAY OF SHORT, SIMPLE SURVEYS WILL ARM A MANAGER WITH THE INFORMATION HE NEEDS TO REALLY MAKE A DIFFERENCE.”David Niu, Founder and CEO of TINYpulse
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6. ENABLE & ENCOURAGE PEER RECOGNITION
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SHOWING THANKS
• Ask peers to nominate & vote for employees of the month
• Publish an appreciation column in your newsletter
• Leave kudos notes or thank-you cards on desks
• Invest in recognition tool
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CHEERS FOR PEERS
78% of employees would work harder if they felt their efforts were better appreciated.
“EVERY WEEK OUR TEAM GETS TO PAT EACH OTHER ON THE BACK AND REALLY LET EACH OTHER SHINE.”
Amy Balliett, Killer Infographics
Globoforce. (2012) Workforce Mood Tracker.
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7. USE ALL OF YOUR HR TOOLS TO REINFORCE YOUR MISSION
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CONNECTING EMPLOYEES WITH YOUR ORGANIZATION
• In your weekly survey, ask about alignment on company values
• In your well-being program, have challenges that reinforce your mission
• In your performance management tool, include a goal linked to company values
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FINDING MEANING AT WORK
• Employees need to feel a connection to your organization’s mission
• Create tangible processes & materials that incorporate your company’s mission and values
3x
Employees who find meaning in their work are
more likely to stay with their organization
1.4x more engaged at work
The Energy Project and Harvard Business Review .(2014) Why you hate work
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WHAT’S NEXTASSESS YOUR CULTURE: Speak with an employee engagement specialist today TINYpulse.com
REGISTER FOR UPCOMING WEBINAR: Learn what new research from Limeade revealed about employee engagementhttp://bit.ly/2dqTQo4
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Q&A
BJ ShannonHead of Customer
Happiness, TINYpulse
Dr. Laura HamillChief People Officer,
Limeade