the best measure of employee experience
TRANSCRIPT
THE BESTMEASURE OFEMPLOYEEEXPERIENCE
www.resiliencementor.com
“How can HR best measureemployee experience and wellnessto support engagement andperformance?”
WELCOME TOWORKSHOP 2 INTHE "RESIL IENCEAT WORK" SERIES:
The Best Measure OfEmployee Experience
www.resiliencementor.com
This series of shortworkshop presentationsexplore key topics ofengagement, performanceand resilience at work tosupport your business casefor new Wellnessinitiatives.
Enjoy,Gavriel ShawResilienceMentor.com
LET’S CUT STRAIGHTTO THE CHASE:
THE BUSINESS PURPOSE OFIMPROVING EMPLOYEE EXPERIENCEIS TO INCREASE ENGAGEMENT FORSUSTAINABLE H IGH PERFORMANCE.
AS SUCH:
THE ULT IMATE BUSINESS MEASUREOF EMPLOYEE EXPERIENCE,SATISFACTION AND WELLBEING ISENGAGEMENT ITSELF .
- “The Employee Experience, How To Attract Talent, Retain Top
Performers, and Drive Results”
“The data are unambiguous: organisations withengaged workforces are more profitable, enjoygreater growth, and win the battle to keep the
most talented personnel.”
Study of 50 global companies conducted by Towers-
Watson (2012, 2014) shows average performance
increase within high engagement companies.
22% higher profitability, 61% lower staff turnover, 37% lower absenteeism,
48% fewer safety incidents and 41% lower quality defects.
Gallup 2015 found that engagement levels arelinked to 12 key performance indicators: including
absenteeism, safety, turnover, productivity andprofitability.
What are you currently doing to
support employee engagement?
How well is it working at this time?
topicworkshop
Towers-Watson 2014 Global Workforce Study
“Sadly, barely 1 in 4 employees(24%) are engaged on the job”
U.S. Gallup research
“Only 29% of the workforce is positively engaged (i.e.,loyal, enthusiastic, and productive).”
Why aren’t employeesmore engaged? What is at the heart ofsustainable positiveengagement? And what can HR focuson to achieveunprecedented levels ofengagement?
GETTING TOTHE ROOT OFTHE PROBLEM:
KEY INFLUENCERS ONEMPLOYEE SATISFACTION
Job: Workload and Environment.
Manager: Recognition, feedback and mutual respect.
Teamwork: Coworker relationships and team
culture.
Compensation: Fairness, transparency of pay
determination and competitiveness.
Advancement: Career development prospects and
clarity.
(Cited by major studies including Job Descriptive Index, Minnesota Satisfaction
Questionnaire, Michigan Organizational Assessment Questionnaire Job Satisfaction Scale.)
Having identified engagement asthe ultimate measure of employeeexperience and satisfaction, let’s
explore options for improvingengagement in the next session.
Proceed To Session 3:
How To Achieve Unprecedented Levels Of
Employee Engagement
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Access our white paper:Resilience At Work, for thecomplete picture on which theseworkshops are based.
WHITE PAPER
www.resiliencementor.com/whitepaper