What's Next in the World of Employee Engagement · - Culture and Hiring Fit (hiring a mistake is 2X more expensive than hiring a superstar) ... of 19,000 working millennials across

What's Next in the World of Employee Engagement

The Great 8 Must Have's to Engage Tomorrow’s Employees Today!

Before we begin, things I WON’T focus on

- Artificial Intelligence, Automation, and HR Technology

THE ROBOTS ARE COMING

“Harness the power of automation or risk being

automated out of your HR job”.

• People Performance System Architecture• HR and Business Strategy• Organizational Effectiveness• Change Management• Employee Relations

Before we begin, things I WON’T focus on

- Artificial Intelligence, Automation, and HR- The Employee Experience (I'm on the fence) - Culture and Hiring Fit

(hiring a mistake is 2X more expensive than hiring a superstar)- Performance Appraisals

Must Have #1

MUST focus on Work Life Balance

First of all, your Employees Are Overwhelmed

The average Mobile Phone user checks

their device 150 times a day

The average employee spends

25% of their workday responding to email

40% of Americans believe it is

IMPOSSIBLE to succeed at work AND

have a balanced work life

49% of Americans would rather have more time off than

more money

FORTUNE 100 Best Companies to Work For

The Best Organizations offer lots of flexibility for time away

2018 SHRM Employee Benefit Study – The Evolution of Benefits

Paid Parental Leave Expanding…

…and Corporate Wellness continues expand

• Taking care of both the employee atwork AND the person at home

• Long term Care• Stress management• Financial management• Child Care• Enhanced mental health benefits • Trackable devices• Nutrition• Elder Care

Elder Care

Population Projections by Age

Source: U.S. Census Bureau, 2017 National Population Projections, 1940–2012

Old Age Support Ratios

When do Millennials believe they’ll need to take a break

Millennial Careers: 2020 Vision , The Manpower Group study of 19,000 working millennials across the globe

But, be careful with‘Unlimited Vacation Policies’

Dis- Engaged EmployeeMinimum Effort to Keep One’s

Job Performance

An Engaged Employee

Giving Above and Beyond

Yesterday’s Approach to Managing the Workplace and Engagement

Tomorrow’s ApproachManaging the WHOLE person and their ‘ups and downs’

Tomorrow’s ApproachManaging the WHOLE person and their ‘ups and downs’

Must Have #2

Show your employees the LOVE There are fewer of them

US Annual Population Growth – 1990 to 2018

Oct, 2016, World Economic Forum, ‘9 Charts that could define the Future of the US workforce

Labor Force Participation Rates are Declining

US Annual Rate of Geographic Mobility – 1990 to 2018

Plus, most people are working

February 20193.8%

One Solution?

Source: U.S. Census Bureau, 2017

Must Have #3

Embrace the GIG economy

40% of all workers either freelance as gig employees or work from home

* 2019 Deloitte Study

X

Why the big shift now?

Primary StaffFull time employeesExempt and Non-exempt

Workflow fluctuation

A Gig Staffing model

• On call• Temporary• Interns• Part time

• Contractors• Independent Consultants• Boomers who retired but want PT

Could This Work at YOUR firm?

Must Have #4

Job Assignments will REPLACEJob Descriptions

2017 Gallup Report of 195,000 US Employee Interviews

91% of employees say the last time they switched jobs, they left their

employer to do so.

A Problem: We’re not letting people

change jobs within our firms –they HAVE to quit for a new job.

Executives

Mid-level

Front line

TraditionalistsBoomers

BoomersGen X

Gen XGen Y

Old Model

Why Change The Career Ladder?

New Model

Executives

Mid-level

Front line

TraditionalistsBoomers

BoomersGen X

Gen XGen Y

Old Model

Emphasize Teams, Not Hierarchy

Why Change The Career Ladder?

Why Change?

Must Have #5

A culture that is influenced by Millennial’s

Source: Bureau of Labor Statistics Employment Projections

Millennials are now the largest labor pool

…and surprisingly, they’re not very different than prior generations

But wait…..(looks who’s coming…)

Source: Eliane Miles, the Mccrindle Forecast

Must Have #6

The financial resources to pay both Gen Y AND X

Why Money hasn’t been as important for Gen Y

Millennials less likely to be married than previous generations at same age

The Trend is Changing

Millennials Top 5 Priorities when looking for a job Millennials Top 5 Priorities when looking for a job

Millennial Careers: 2020 Vision , The Manpower Group

What would make me stay?

Millennial Careers: 2020 Vision , The Manpower Group study of 19,000 working millennials across the globe

1. A pay increase or bonus2. A new challenge or promotion3. Better work life balance4. A have a clear career path5. Recognized by managers and colleagues

Half of people between the ages of 21 and 37 expect to eventually become millionaires

TD Ameritrade 2019 Study

And Gen X? They’re in Peak Earning Years…and they’re ANGRY

And Gen X? They’re in Peak Earning Years…and they’re ANGRY

A search of US newspapers from February –March, 2019, turned up:• 1,372 references to Gen Y• 486 to Boomers• …and a whopping 79 for Xers.

March 27th , 2019 Boston Globe of Nexis Research

But where will the money come from?

What’s Next #7

The Boss will CONTINUE to be the #1 driver of Engagement AND

Disengagement

“I’m an Architect, what do I know

about managing people?”

- The #1 driver of employee engagement is one’s first line supervisor*

** Sirota Intelligence Study

- Disengaged managers are 3 times more likely to have disengaged employees**

* Gallup survey of 80,000 Global Employees

The Impact of One’s Boss

- 75% of people voluntarily leaving jobs say their boss is the reason*

"My manager helps me set work priorities,"

- Among employees who disagree, only 4% are engaged.

"My manager holds me accountable for my performance,

- Among employees who disagree, only 6% are engaged.

"I feel I can approach my manager with any type of question,"- Among employees who disagree, only 2% are engaged*.

Gallup, 2016 “State of The Workforce Report”**2010 Kenexa Global HR Engagement Study

The Impact of One’s Boss

Good managers and gender

• There are great male and female managers• But….female managers tend to be more

engaged (41% to 34%)• Plus, employees working for female manages

are 6% more engaged than those working formale managers

• Best combo? Females working for females(35% engaged)

• Worst combo? Males working for males (25%engaged)

*Gallup's The State of the American Manager Report of 2.5 million manager led teams

What’s Next #8

Candidates Should Find YOU

“Organizations that make Fortune’s Best Place to Work,

receive 10 times the number of unsolicited resumes”*

*DR WAYNE F. CASCIO, University of Colorado, Author of Investing in People

OK, quick activity

1. Take out your smart phone

2. Type in ‘glassdoor reviews’ in browser

3. Type in your company name

75% of Job seekers now look at Glassdoor.com rankings BEFORE

accepting a job offer

Engaged Employees + Engaged Clients= Brand Ambassadors

BonusWhat’s Next

Are you preparing your firm for the next recession?

Questions?