Metrics that MatterEngagement Edition
13 February 2014
Jeff GrisenthwaiteVP, Client Success
Agenda
1. Setting the Stage
2. Metrics that Matter Talent Analytics Suite
3. A Day in the Life
Yes, you will get this Slide Deck and a link to the recording emailed
to you after the session.
ENGAGEMENTCreate the kind of employeesfeatured in stock photography
You Already Know It’s Important
Sources:• http://www.ceo.com/wp-content/uploads/2013/04/Employee-
Engagement-Infographic_FINAL-small.png• http://www.engageforsuccess.org/infographic-internal-comm
unications-and-employee-engagement/• http://www.socialbling.com/wp-content/uploads/2013/06/em
ployee-engagement.jpg• http://www.zanebenefits.com/blog/bid/312123/Employee-Re
tention-The-Real-Cost-of-Losing-an-Employee
19%
44%
Shareholder Returns
High EE Low EE
+56%
Innovation
creative ideasfrom Engaged Employees
Reduce Turnover
by 87%Cost to replace employee:
6-9 months salary
You Know It’s a Critical Issue
Sources:• http://www.dalecarnegie.com/assets/1/12/engaged-employee-infographic_z.jpg• http://tribehr.com/images/uploads/blog/archive/employee-engagement-infographic.jpg• http://staffingtalk.com/wp-content/uploads/2012/05/employee_engagement_FINAL-500x2266.png
Actively Disengaged
Not Engaged
Engaged
26%
45%
29%
Definitely57%
Might34%
Will Stay8%
Do you plan to leave?Disengaged Managers
more likely to haveDisengaged Employees
3X
What’s the typicalemployee engagement measurement strategy?
Engagement Survey every 12-24 months
Track Voluntary / Involuntary Turnover
Oh boy.
So how do we fix it?
Don’t miss the
TREESfor the
FOREST
Stop Treating Everyone Equally
Stop treating all employees
EQUALLY
Analytics: Answers “How do we…”
Improve employee productivity?
Increase innovation?
Improve high performer retention?
Predict turnover?
TALENT ANALYTICS SUITE
Talent Analytics SUITE
Onboarding EDITION
Learning EDITION
Leadership EDITION
Engagement EDITION
Capabilities EDITION
Performance EDITION
1st Year Retention
Speed to Performance
Expertise & Skills
Workforce Performance
Manager Capability
Strategic Vision & Execution
Bench Strength
Talent for Future Success
Retention of Talent
Workforce Productivity
Goal Achievement
Organizational Alignment
Engagement Analytics
Actions
Key Metrics
Visualization
Data Collection
Engagement Dashboard
Enterprise Engagement Report
Departmental Report
Attrition Root Cause Report
Employee NPS
Engagement Drivers
Quality of Turnover
Employee Productivity
Engagement Survey
Exit Interview
Manager Dialog
Leadership 360
Target engagement drivers
Assess engagement programs
Intervene with flight risks
Prioritize employee initiatives
Surveys
Business Metrics
Engagement Pulse Exit Interviews
360s Engagement Perceptions Manager Assessments
IntegrationTalent Systems
Automatedata collection
Data Collection
Analytics
CRM TMS Finance
ERP HRIS AccountingLMS HRIS TMS
Role-Based Reporting Filtering & Automation Dashboards Executive Summaries
Automates Engagement Analytics
UInnovate
AleaDirector, Talent EngagementHas just taken on this new role, overhauling measurement approach
Victor1558
Shifted to Engagement asa process, not a project
Adds Employee Net Promoter Scoreas a key engagement metric
How likely are you to recommend this company as a great place to work?
Sees that Sales function islagging for Quality of Turnover
Replaces traditional turnover metricswith Quality of Turnover
100%% of employees that are recurring low performers% of employees that were high performers and exited
Quality of Turnover
—
100%9% of employees are recurring low performers4% of employees were high performers and exited
87% Quality of Turnover
—
Institutes an automatedexit interview survey
HRIS
Exit Interview
Reviews Januaryexit interview feedback
Victor1558
DamianHigh performing account executive, started polishing his LinkedIn profile
TMS
In random sample for January’sEngagement Pulse survey
Engagement Pulse
Filters January Pulse feedbackto High Performers
Employee Engagement – High Performers
Reviews all January pulse feedback,reinforces focus on Sales function
Distributes department-levelengagement reports to managers
Victor1558
GordonCareer sales manager,everybody likes him,starting to lose key people
HRIS
Manager 360 Assessment
Name of the person you are rating: Voytko, GordonEvaluation End Date: Feb 13, 2014
Participates in Manager 360 Assessmentas a follow up to Engagement Survey
Reviews 360 reportwith manager
Reviews Manager 360 Assessmentsacross all managers
Pilots approach to increase managersupport and performance feedback
EmployeeEnters developmental goals, tracks monthly
Manager
Tracks progress, offers support
Communicates stretch projectshe would like to work on
Focuses on individual performanceand developmental goals
How Did Analytics Help?
Alea
Engagement Dashboard and summary reporting
Automated data collection
Damian
Opportunity to voice concerns
Starting to see changes in his department
Gordon
Received timely, actionable feedback
Will reverse trend of losing key talent
Expert Implementation Services
Leverage best practices Tailor to programs Establish key metrics System integrations
Engagement Pulse Exit Interviews 360s Manager Dialogue
Define Approach Configure Forms
Administration Authoring Reporting
Define stakeholders Automate reports Dashboards
Train Users Implement Reporting
Get Started
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Engagement Edition
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Q&A and Thank You!
Jeff GrisenthwaiteVP, Client Success
+1 312.676.4450
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