Increasing Engagement and Improving Performance

Data into Action:

Increasing Engagement and Improving Performance Employee Satisfaction / Employee Engagement

Presented by:

Johanna Felipe

Mark Vickers

Director, HR Business Line North America [email protected] www.happy-or-not.com

Research Coordinator and Data Wrangler at HR.com [email protected]

HappyOrNot Measuring employee engagement and enhancing the employee experience is what we do. We have recorded over half a million feedbacks to date. Our service is in use for than 4,000 customers in 120 countries globally. Leading Brands using HappyOrNot in HR:

Overview ● Employee Engagement and Experience ● Effects of Employee Engagement

● Six Employee Engagement Findings ● Key HappyOrNot Data Facts ● Employee Satisfaction Data Study ● Takeaways and Recommendations

The Employee Experience

Company Culture

Employee Engagement

How the Way things are within the Company

How employees feel about the ways things are within the Company

Company’s Performance

Individual Performance

EMPLOYEE Experience Everyone owns the Employee Experience

Engaged Employees are a company’s most valuable asset. According to a recent study of the Tempkin Group, engaged employees are more likely to:

Recommend the company as place to work

Stay as long as need if something needs to be done

Do something that is good for the company, even if it’s not expected

Make a recommendation around improvement

Positive Effects of Engaged Employees • Increased revenue via improvements in productivity, even during turbulent times

• Reduced employee turnover and absenteeism • More satisfied customers • Improved quality, well-being, and work safety

Employee Engagement

Productivity

• Increased motivation and innovation ideas • Better Employer image for attracting new talent

Employee Turnover

Findings From HR.com’s New State of Engagement in 2018 Survey

First, nearly half of firms still don’t measure engagement Does your organization measure employee engagement?

Second, this lack of measurement occurs despite the fact that 91% of HR professionals say there’s solid evidence that engagement is linked to performance There is solid evidence linking engagement to performance:

Third, organizations still tend to use more conventional and less frequent ways of measuring engagement How does your organization measure employee engagement?

Poll How often do you survey / poll your employees? - once a day - once a month - quarterly - once year

Fourth, most still measure it only once a year or even less often How often is employee engagement formally measured?

Fifth, many organizations do not strongly leverage the data even once it’s collected After discussing engagement data, to what degree does your organization take specific actions to increase engagement?

Poll How long does it take to compile key survey results? - a few days - a week - a month - several months

Given these five trends, it’s little wonder many organizations have seen engagement levels stagnate or even decline Based on your metrics, how has the level of employee engagement changed over the last two years?

Given these findings, there are methods to improve the way organizations measure and manage employee engagement.

Employee Satisfaction insight data

Global Data Insights Industry benchmark

HappyOrNot’s worldwide data insights and benchmarking provide companies with information to help set targets, improve performance, and surpass the industry’s employee satisfaction benchmark level.

Your Company’s benchmark

Key HappyOrNot Data Facts:

7,800,000 feedbacks collected in 2017

+1000 Companies worldwide

The Top 5 Questions companies are asking their employees

#1

How was your workday today? How was your workday today?

Measurement focus: Job performance Why ask: The ability and support to do your job well correlates to employee satisfaction and performance

What it tells: Periods or areas of low scores can indicate imminent productivity, motivational, or engagement losses, management issues.

#2

Measurement focus: Job Performance

How do you feel about the level of support you are getting in order to do your job well

Why ask: The ability and support to do your job well correlates to employee engagement What it tells: Periods or areas of low scores can indicate imminent productivity, motivational, or engagement losses.

#3 Your motivation Please rate how towards your work motivated today you are towards your work today

Measurement focus: Employee engagement Why ask: To determine the impact of motivation levels on engagement and productivity. What it tells: Low levels of motivation are often linked to dissatisfaction with an element of the job / work life. Knowing when and where the fluctuations occur helps to identify the cause for remedy.

#4 Please rate the cafeteria / lounge / IT / Employee services

Measurement focus: Immediate actionable data of workplace services

Why ask: To know whether or not specific services offered are meeting employee needs / expectations. What it tells: Over-performing areas can be examples for those under-performing.

#5

Measurement focus: Culture alignment

Do you feel your work is valued by your Manager?

Why ask: Knowing if employees feel appreciated and valued by their supervisors is a key element of employee motivation, loyalty, and happiness.

What it tells: Low scores can indicate poor communication / needs in manager-employee relationship building. High scores can indicate managerial excellence which can serve as an example for other departments.

Employee satisfaction data study:

“How was your workday today?”

2017 Data Results

Data insights:

Weekly Trend Our data shows that Friday rank highest, while Saturday and Sunday are lowest.

Satisfaction Benchmark %

Taking actions to boost motivation and employee happiness during the beginning of the week when satisfaction is lowest will help boost attitudes, engagement, and motivation.

Monday

2017 Data results

Tuesday

Wednesda y

Thursday

Friday

Saturday

Sunday

Data insights:

Monthly Trend Our data shows that December ranks highest.

Satisfaction Benchmark %

This time of year, typically associated with the Q4 push to meet year-end targets, is arguably considered the most stressful time a company’s fiscal year. However, the results do not reflect a decline in employee happiness during this time, indicating that a good level of stress can actually stimulate and motivate employees towards higher job satisfaction. JAN

2017 Data results

FEB

MAR

APR

MAY

JUN

JUL

AUG

SEP

OCT

NOV

DEC

71.9% Workday Satisfaction Benchmark 2017 (based on all Happy feedbacks)

MEASURE the happiness Ask employee satisfaction daily to identify areas of the workplace needing development.

IMPROVE

FOLLOW

your business

your performance

Know the impact of your efforts. Share results in location and online, and continuously engage your employees.

See problem areas via the results, and open team discussions to identify improvement initiatives.

Measuring Employee Engagement Measuring employee engagement daily and/or frequently across all areas of your workplace provides valuable insights into your operational performance and helps identify areas within your company which require improvement.

Engagement

Satisfaction

Atmosphere

Motivation

Time Management

Well-being

Ways to Increase Employee Engagement Define Engagement as it relates to Company Culture

Measure Employee Engagement – Collect Data Select Right Leadership Train and Development against core competencies to increase engagement Connect with all employees and share Data Encourage Multi Level Engagement Approach

Questions & Answers

Contact us

Johanna Felipe

Mark Vickers

Director, HR Sales North America [email protected] www.happy-or-not.com

Research Coordinator and Data Wrangler at HR.com [email protected]