professional growth and employee engagement (part 1)

INNOVATIVE APPROACHES FOR MANAGING PROFESSIONAL GROWTH

Monthly Webinar Series

June 23, 2016

2Topic Agenda

Item Time (min)

Introduction (Sean) 2

The Professional Growth Challenge 10

Four New Ways to Enhance Professional Growth

15

Q&A 5

Norm Baillie-David, MBA, CMRPSVP Engagement - TalentMap

Agenda

Liz Felso-HébertSenior Account Manager

3

15 years in business7,000+ employee engagement surveys since inception1,000,000+ employees surveyed500+ employee engagement surveys annually

Only 1 Focus

TalentMap by the Numbers

4Sample Clients & Benchmark

Award Programs Technology & Engineering Not-for-Profit & Association

Financial Services

Health Sciences

Other

The Professional Growth Challenge

Professional Growth the Single Most Important Engagement Driver 6

Employee Engagement

Compensation Work Environment Performance Feedback

Professional Growth Work/Life Balance Information and

Communication

Teamwork Inspire our People* Change Management*

Quality and Safety* Innovation Client Focus

Senior Leadership Organizational Vision

Immediate Management

Survey Dimension Relative Weight

(Impact on Engagement)

PROFESSIONAL GROWTH 17.3%

INNOVATION 12.1%

SENIOR LEADERSHIP TEAM 10.7%

ORGANIZATIONAL VISION 10.6%

TEAMWORK 10.4%

IMMEDIATE EXEMPT SUPERVISOR 8.8%

WORK ENVIRONMENT 6.3%

CUSTOMER FOCUS 6.2%

INFORMATION & COMMUNICATION 4.8%

COMPENSATION 4.6%

WORK/LIFE BALANCE 4.1%

PERFORMANCE FEEDBACK 4.0%

+/- Previous Year

+/- TM Benchmark

Overall Professional Growth

Most of my work is challenging.

At work, I have the opportunity to do what I do best every day.

I have continuous opportunities to learn and grow professionally.

My career aspirations can be achieved at this organization.

I can make a positive impact at work.

0% 20% 40% 60% 80% 100%

18

11

21

22

30

5

22

23

21

25

29

10

61

67

59

53

41

85

Unfavourable Neutral Favourable

% Frequency

Data is rounded to the nearest whole number

* Number indicates % Favourable score

-3 -8

-2 -7

0 -9

-6 -8

-6 -12

0 -3

Typical Client Example: Professional Growth 7

8

How do we provide ample professional growth opportunities in a small, flat, and/or low growth organization?

The Challenge

9

Not like this!• Based on lifetime

loyalty paradigm – creates inflexibility – and it’s gone anyway

• Demand exceeds supply

• Rewards risk-avoidance, not entrepreneurial behaviour.

10

The Traditional Career Path

11

12

• Need to cut costs?• Lay off employees

• Need new skills?• Hire different

employees• High training costs?

• Hire from outside• Etc.

The Lifelong Career Contract is (Long) Dead. We need a New Career Paradigm.

12

The Result?

13

“A winner-take all economy that may strike top management as fair, but

generates widespread disillusionment among the rest of the workforce”

Source: Tours of Duty: The New Employer-Employee Contract - Harvard Business Review, June 2013

Four New Ways to Enhance Professional Growth

14

4 Ways to Improve Professional Growth (and increase engagement and retention)

15

Career Management

Career Management (vs. Performance Management)

16

Performance Management

¨ Looks at the past…¨ Based on the employee’s current

position and skills¨ Focuses on Results & Competencies¨ Provides feedback - strengths and

weaknesses¨ Addresses problems/gaps and

identifies action plans for improvement¨ Involves 2-way dialogue (Manager –

Employee)

Career Management

¨ Looks to the future…aspirational¨ Focuses on engaging employees with

their career goals for sustainable results¨ Focuses on the employee’s unique

strengths¨ Helps employees identify and realize

their career goals¨ Empowers the employee to find

solutions and answers to own his or her career

¨ Is a resource for collaboration and progress

¨ About understanding what the employee means and his or her chosen career path

¨ Creates a safe space for risk-taking

Source: Knightsbridge

Encourage Network Development

17

“Just as an individual’s power rises with the strength of his/her network, a company’s power rises with the strength of its employees’ networks”

The Start Up of You – Reid Hoffman, Ben Casnocha, Chris Yeh

CIIF thenIWE

Tours of Duty

18

• Recognizes the old paradigm no longer applies.

• A Clear Business Alliance: “Win-win” • A Two to Five Year renewable “contract”, in which:

• The organization gets an engaged employee who strives to produce tangible achievements for the organization, who can be an important advocate and resource

• The employee takes a significant step towards life-time employability as opposed to employment – encouraged and supported by the organization

• The Tour can be renewed if both parties agree – a recipe for further motivation and engagement

• Proven to boost both recruiting and retention.• The employer encourages career development – without

promising lifetime career growth.

Build an (Open) Alumni Network

19

If after all that, what if they still leave?1. Try to change his/her mind.2. Congratulate him/her and welcome them to the company’s alumni

network3. The Goal is not retaining employees – it’s lifelong affiliation

Current Employee Benefits• Networking• Experience

• Corporate memoryAlumni Benefits• Networking

• Maintain contacts and friendships

• References• On-going affiliation

strengthens personal brand/reputation

Organization Benefits• Recruit former

employees• Revenue through client

placement

Engage your Talented, Entrepreneurial Employees

20

• Recognize the step-ladder career paradigm is dead

• Help the employee build long-term employability• Career management• Networking• Tours of Duty• Alumni

• The engagement rewards outweigh the risk

Join Us Next Month for Part 2

21

• The role of learning and development in engaging employees

• Best practices in learning and development

• Professional development initiatives and programs:

• Job crafting• Job shadowing• Secondments

• Corporate Training and Employee Engagement – Is training going the way of the Dodo?

July 28, 2016 10:00 MDT/12:00 EDT

Event Format Topic/Location DateTalentMap Monthly Webinar Series

Webinar Professional Growth and Employee Engagement: The Small (Medium, and even Large) Organization Challenge

Part 2

July 28, 2016

HR Executive Technology Conference

Conference and Trade Show

McCormick Place, Chicago IL October 4-7, 2016

People Analytics Summit Canada

Conference Toronto, ON November 1, 2016

Canada’s Top Employer Summit

Conference Four Seasons Hotel, Toronto ON November 14, 2016

UPCOMING TALENTMAP LEARNING SESSIONS

THANK YOU!QUESTIONS AND DISCUSSION

23

Monica HelgothVP Engagement – TalentMap Westmhelgoth@talentmap.com1-888-641-1113, x515

Norm Baillie-DavidSVP Engagementnbaillie-david@talentmap.com1-888-641-1113, x504

FOR A COPY OF THE PPT OR RECORDING:http://www.talentmap.com/webinar-past/

Louie MoscaDirector of Sales – TalentMap Eastlmosca@talentmap.com1-888-641-1113, x501

Liz Felso-HébertSr. Account Managerlfelsohebert@talentmap.com1-888-641-1113, x505

THANK YOU!QUESTIONS AND DISCUSSION

24

Norm Baillie-David, MBA, CMRPSVP Engagementnbaillie-david@talentmap.com613-248-3417, x504