THE BESTMEASURE OFEMPLOYEEEXPERIENCE

www.resiliencementor.com

“How can HR best measureemployee experience and wellnessto support engagement andperformance?”

WELCOME TOWORKSHOP 2 INTHE "RESIL IENCEAT WORK" SERIES:

The Best Measure OfEmployee Experience

www.resiliencementor.com

This series of shortworkshop presentationsexplore key topics ofengagement, performanceand resilience at work tosupport your business casefor new Wellnessinitiatives.

Enjoy,Gavriel ShawResilienceMentor.com

LET’S CUT STRAIGHTTO THE CHASE:

THE BUSINESS PURPOSE OFIMPROVING EMPLOYEE EXPERIENCEIS TO INCREASE ENGAGEMENT FORSUSTAINABLE H IGH PERFORMANCE.

AS SUCH:

THE ULT IMATE BUSINESS MEASUREOF EMPLOYEE EXPERIENCE,SATISFACTION AND WELLBEING ISENGAGEMENT ITSELF .

- “The Employee Experience, How To Attract Talent, Retain Top

Performers, and Drive Results”

“The data are unambiguous: organisations withengaged workforces are more profitable, enjoygreater growth, and win the battle to keep the

most talented personnel.”

Study of 50 global companies conducted by Towers-

Watson (2012, 2014) shows average performance

increase within high engagement companies.

22% higher profitability, 61% lower staff turnover, 37% lower absenteeism,

48% fewer safety incidents and 41% lower quality defects.

Gallup 2015 found that engagement levels arelinked to 12 key performance indicators: including

absenteeism, safety, turnover, productivity andprofitability.

What are you currently doing to

support employee engagement?

How well is it working at this time?

topicworkshop

Towers-Watson 2014 Global Workforce Study

“Sadly, barely 1 in 4 employees(24%) are engaged on the job”

U.S. Gallup research

“Only 29% of the workforce is positively engaged (i.e.,loyal, enthusiastic, and productive).”

Why aren’t employeesmore engaged? What is at the heart ofsustainable positiveengagement? And what can HR focuson to achieveunprecedented levels ofengagement?

GETTING TOTHE ROOT OFTHE PROBLEM:

KEY INFLUENCERS ONEMPLOYEE SATISFACTION

Job: Workload and Environment.

Manager: Recognition, feedback and mutual respect.

Teamwork: Coworker relationships and team

culture.

Compensation: Fairness, transparency of pay

determination and competitiveness.

Advancement: Career development prospects and

clarity.

(Cited by major studies including Job Descriptive Index, Minnesota Satisfaction

Questionnaire, Michigan Organizational Assessment Questionnaire Job Satisfaction Scale.)

Having identified engagement asthe ultimate measure of employeeexperience and satisfaction, let’s

explore options for improvingengagement in the next session.

Proceed To Session 3: 

How To Achieve Unprecedented Levels Of

Employee Engagement

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Access our white paper:Resilience At Work, for thecomplete picture on which theseworkshops are based.

WHITE PAPER

www.resiliencementor.com/white­paper