How To Get The Most Of Your Employees' Efforts

Getting The Most Of Your Employees’

Efforts

Aniisu K Verghese

31th October, 2014

2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee

Engagement

“Managers are no longer the centre of an employee’s universe”

Employees find information on their own, both inside and outside the company, and construct their own information networks and dialogues. Managers can help influence the dialogue and be a part of the conversation. And they can continue to interpret and shape opinion and behavior. But, they can no longer strictly dictate the terms of the dialogue, or when or how it takes place. They can no longer determine the rules of engagement. The company and the employee now have a more direct relationship.

80 percent of Millennials expect regular feedback and recognition, 70 percent expect flexibility and "me time," and one-third say they would choose these over higher pay. http://www.atkearney.ch

Transforming Employees into Advocates 8 Steps to Launching a Successful employee

advocate program Power, Social Chorus

Your colleagues’ actions are more powerful

Source: VML Qais, Generation Asia Study

http://www.wppindia.in/wpp/press/2013/jan/09/vml-qais-research-finds-individualism-is-the/

‘We’ society to a ‘Me’ lifestyle

“Individualism, one’s aspirations and a personalized way of life, emerged as the central theme amongst 18-35 year olds in India”

• Purpose

• Mastery

• Autonomy

6

http://en.wikipedia.org/wiki/Drive:_The_Surprising_Truth_About_What_Motivates_Us

What motivates people

Source: Edelman’s Trust Barometer, 2013

Company’s employee is more credible than the CEO

Volunteering enriches employees’ lives

UnitedHealthcare / VolunteerMatch Do Good Live Well 2010 Study

Your Brand Is Your Company's Engine http://www.gallup.com/businessjournal/164045/brand-company-engine.aspx

46% managers and 37% employees know what their

company stands for and what differentiates it

Nearly six in 10 (56%) surveyed have either defended their employer to family and friends or in a more public venue — such as on a website, blog, or in a newspaper.

Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick & KRC Research

Employees are posting about the organization without any

encouragement

Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick & KRC Research

21% of employees are positive activists

Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick & KRC Research

• They make

engagement visible

• Defend their

employers

• Actively advocate –

online and offline

http://resources.glassdoor.com/employer-brand-analytics-101-ty.html?aliId=33935514

Your perception is your brand

http://www.vikalpa.com/pdf/articles/2007/oct_dec_13_to_27.pdf

“Employee commitment may be shifting from the

organisation to one’s occupation.”

An individual with higher occupational commitment

would strongly identify with his occupation and have

positive feelings towards it

Probably why Engineer’s Day, Doctor’s Day etc gets a lot

more attention these days?

Source: 2012 Kelly Global Workforce Index

Why people stay: cause they enjoy the work

http://simply-communicate.com/news/book-reviews/future-work-journey-2022#.VBQWyjbPBjI.twitter

Hunger for autonomy

• “People are more likely to see themselves as members of a particular

skill or professional network than as an employee of aparticular

company.”

• According to the findings, 2 out of 5 respondents think that the traditional

employment will disappear. Instead, individuals “will have their own

‘brands’ and sell their skills to those who need them.”

• This will be part of a generational shift, with younger people hunger for

autonomy and entrepreneurialism.

Globoforce Workforce Mood Tracker™, The September 2011 Report

The Impact of Recognition on Employee Retention

Case for flexibility and personalisation

Unlocking the Power of Employees to Drive Success: Actionable ideas for companies of any size, Interbrand’s (2010

Engagement effort lacks direction

90% of companies invest in some form of employee

engagement activity.

But these tend to be unrelated and/or uncoordinated,

meaning opportunities are missed to build on prior

initiatives and enable engagement to truly take root.

“Give people ingredients, rather than the finished article. Consider also building a ‘minimum viable brand’ that people can adopt, adapt and improve. Engage DIYers and give them a platform so that they can become brands themselves”

People as personal brands

- Wolff Olins, Game Changers Report 2013

“Employees are your next

new product”

-Source: 2011: Trends in Internal Communications (Edelman Change & Employee Engagement)

2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee

Engagement

“Your best talent is looking to become more engaged with

the organization or brand. Especially in a manner that

suits their interests and ambitions. If they can’t, there is a

good chance they will leave. Time is now to unleash this

powerful new product – institutional knowledge – to the

marketplace.”

Engage in ways that connect to their interests/ambitions

Give employees more ownership

The Future of Employee (Re)Engagement, MSL Group, 2013

“Beyond a stream of income, people expect more from their

jobs today – ownership, meaningful work, social

contribution – their personal motivations differ.”

2011: Trends in Organizational (Internal) Communications/Employee Engagement, Edelman Change & Employee

Engagement

“People are more inclined to self-identify as individuals

rather than part of a discrete organization or brand. This is

enhanced and encouraged by one’s ability to connect and

link to one’s peers and to find self-defined communities.”

Help them build their own brands

Breaking Them in Or Eliciting Their Best? Reframing Socialization Around Newcomers’ Authentic Self-Expression,

Cable, Daniel M.; Gino, Francesca and Staats, Bradley R. Administrative Science Quarterly 2013

When initial socialization focused

on personal identify (emphasizing newcomers’

authentic best selves) led to

greater customer satisfaction and

employee retention after 6

months than socialization that

focused on organizational

identity (emphasizing the

pride to be gained from

organizational affiliation) or the

traditional approach focused on

skills training.

Focus on Personal Identity

Employees trust a social media active leader

Source: 2012 CEO, Social Media and Leadership Survey, BrandFog

Employees with socially-encouraging employers are

significantly more likely to help boost sales

Employees Rising: Seizing the Opportunity in Employee Activism,

Weber Shandwick & KRC Research

Source: Empowering employees: new rules of engagement. Engage and youGov study, October 2008

http://www.ioic.org.uk/content/training/knowledge-bank/1457-engagement-yougov-survey-results.html

Involve and empower in big and everyday decisions

http://hbr.org/2010/01/the-hbr-list-breakthrough-ideas-for-2010/ar/1

Making progress in one’s work—even incremental progress

is more frequently associated with high motivation

Recognition is what they seek: shelf life is one week!

“recognition for good work has a shelf life…..of just one week!” Read more: http://comerecommended.com/publish2/how-often-do-employees-need-recognition/#ixzz3HVpR7r1i

http://www.theglobeandmail.com/report-on-business/careers/careers-leadership/goldsmith-engagement-comes-

from-within/article558146/?page=all

“How engaged are you?” If you ask passive questions, you tend to get environmentally based answers, such as, “I am not engaged because my company is bad,” or “my boss is mean,” or, “I don’t get enough pay or recognition.” Ask active questions, such as, “Did you do your best to increase your own engagement, happiness or meaning?” The group asked active questions self-reported being 50 per cent to 100 per cent more engaged than the group we ask passive questions.

What you ask is what you get!

The Future of Business Citizenship, MSL Group (2014)

http://mslgroup.com/insights/2014/the-future-of-business-citizenship.aspx

CSR is a driver of employee activism

http://www.theglobeandmail.com/report-on-business/careers/careers-leadership/goldsmith-engagement-comes-

from-within/article558146/?page=all

• Realize that the workforce and workplace has changed

• You can’t control how employees feel about your

organization or you as a manager; however you can

influence, position and reinforce the right approach

• Recognize employees more often

• Involve them in big and everyday decisions

• Learn to accept and let go

• Allow employees to co-create, shape the brand and

their own career paths

• Be open to feedback from the millennials

• Invest in learning newer skills for the future

• Encourage employees to be socially active

• Support their community commitments

To Summarize

• Linkedin: http://in.linkedin.com/in/aniisu • Twitter: www.twitter.com/aniisu • Visit the Internal Communications Book FB page

:http://www.facebook.com/ICbook2012 • E-mail: intraskope@yahoo.com • Visit my blog: www.intraskope.wordpress.com

Stay Connected