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: [email protected] • Visit my blog: www.intraskope.wordpress.com
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