professional growth and employee engagement (part 1)
TRANSCRIPT
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 [email protected], x515
Norm Baillie-DavidSVP [email protected], x504
FOR A COPY OF THE PPT OR RECORDING:http://www.talentmap.com/webinar-past/
Louie MoscaDirector of Sales – TalentMap [email protected], x501
Liz Felso-HébertSr. Account [email protected], x505
